WorldWideScience

Sample records for learning job performance

  1. Job-demand for learning and job-related learning: the mediating effect of job performance improvement initiatives

    OpenAIRE

    Loon, M; Bartram, T

    2007-01-01

    This study examined whether job-performance-improvementinitiatives mediate the relationship between individuals’ job-demand for learning and job-related learning. Data were obtained from 115 full-time\\ud employees in a diverse range of occupations. A partial least squares analysis revealed that job-performance-improvement-initiatives mediate partially the effects of job-demand for learning on job-related learning. Several implications\\ud for future research and policy are drawn from the findi...

  2. Improving Job Performance: Workplace Learning Is the First Step

    Science.gov (United States)

    Daryoush, Younes; Silong, Abu Daud; Omar, Zohara; Othman, Jamilah

    2013-01-01

    The present study aims to contribute new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analyzes contemporary literature on workplace learning and job performance, specifically formal and informal learning as well as employee task performance and contextual performance. The study…

  3. Subjective Estimates of Job Performance after Job Preview: Determinants of Anticipated Learning Curves

    Science.gov (United States)

    Ackerman, Phillip L.; Shapiro, Stacey; Beier, Margaret E.

    2011-01-01

    When people choose a particular occupation, they presumably make an implicit judgment that they will perform well on a job at some point in the future, typically after extensive education and/or on-the-job experience. Research on learning and skill acquisition has pointed to a power law of practice, where large gains in performance come early in…

  4. Pengaruh Learning Climate Terhadap Job Performance Melalui Career Related Continuous Learning

    OpenAIRE

    Anggiani, Sarfilianty

    2017-01-01

    This research objective is to identify and to analyze the relatioship of Learning climatehas an influence on Job Performance through the Career Related Continuous Learning. The result of the study showed that Learning climate influenced Job Performance through the career related continuous learning. Managerial implication and the recommendation for future study are provided.

  5. Learning Climate and Job Performance among Health Workers. A Pilot Study.

    Science.gov (United States)

    Cortini, Michela; Pivetti, Monica; Cervai, Sara

    2016-01-01

    This paper will explore if and how psychological strain plays a mediator role between the learning climate and job performance in a group of health workers. Although the relationship between learning climate and job performance has already been explored in the international literature, the role of psychological strain, which may hamper or deepen this relationship, has yet to be investigated. The research hypothesis is that psychological strain mediates the relationship between the climate toward learning (including also the error avoidance climate) and job performance. Data were gathered in a Public hospital in Italy. Participants ( N = 61) were health professionals (nurses and obstetricians). Considering the relatively small sample size, a mediation analysis with the aid of the SPSS macro PROCESS was performed. The results show that the relationship between the learning climate (specifically its dimension of organizational appreciation toward learning) and job performance is mediated by psychological strain. The future research agenda and practical implications are discussed in the paper.

  6. Interactive Role of Organizational Learning and Informal Norms in Accountability and Job Performance in 2014

    Directory of Open Access Journals (Sweden)

    Abolfazl Ghasemzadeh

    2015-09-01

    Full Text Available Introduction: Although the contribution of organizational learning to employee organizational performance is well documented, the mechanisms that explain such relationship remain unclear. Accordingly, the purpose of this paper is to investigate the interactional role of organizational learning and informal norms in accountability and job performance of the staff in a medical department. Methods: The research method of the study is descriptive-correlational type. The statistical population of this study included all staff (N=315 of the Medical Department in Oshnavieh Hospital in 2014. For data gathering in this study, a sample comprising of 180 staff was selected using stratified random sampling. The data were collected through standard questionnaires of Neefe for organizational learning, informal norms of Hall, job performance of Paterson, and the questionnaire of individual accountability of Hochwarter. Pearson and moderated multiple regression analysis were used to test hypotheses. Results: Results showed that organizational learning has a positive and significant correlation with job performance and individual accountability. The results, also, showed a positive and significant correlation between informal norms, personal accountability, and job performance. Regression results showed the interactive role of learning structure dimensions, strategy, and shared vision with informal norms, predicting individual accountability of the staff. Also, interactive role of organizational learning and informal norms was confirmed in predicting job performance of the medical staff. Conclusion: The result of this study hold out that organizational learning directly and with interaction of informal norms improves staffs' performance and accountability. As a result of improved informal norms in a medical setting, we will have staff’s strong accountability and performance.

  7. Work Engagement: Antecedents, the Mediating Role of Learning Goal Orientation and Job Performance

    Science.gov (United States)

    Chughtai, Aamir Ali; Buckley, Finian

    2011-01-01

    Purpose: The present paper aims to explore the effects of state (trust in supervisor) and trait (trust propensity) trust on employees' work engagement. Furthermore, it seeks to investigate the mediating role of learning goal orientation in the relationship between work engagement and two forms of performance: in-role job performance and innovative…

  8. Enhancing Job Performance

    Science.gov (United States)

    Devlin, Patricia

    2011-01-01

    The impact of the Self-Determined Career Development Model (hereafter called the Self-Determined Career Model) on the job performance of four adults with moderate intellectual disability employed in competitive work settings was examined. Employees learned to set work-related goals, develop an action plan, implement the plan, and adjust their…

  9. The Effects of Formal Learning and Informal Learning on Job Performance: The Mediating Role of the Value of Learning at Work

    Science.gov (United States)

    Park, Yoonhee; Choi, Woojae

    2016-01-01

    Although research has widely recognized the relationships between formal and informal learning and job performance, empirical studies have not paid sufficient attention to these relationships. In addition, there is little understanding how individual perceptions toward learning influence the relationships between the aforementioned two types of…

  10. Linking supervisor’s role in training programs to motivation to learn as an antecedent of job performance

    Directory of Open Access Journals (Sweden)

    Azman Bin Ismail

    2010-02-01

    Full Text Available According to the literature pertaining to human resource development (HRD, a supervisor’s role in training programs has two major characteristics: support and communication. The ability of supervisors to play effective roles in training programs may increase employees’ job performance. More importantly, extant research in this field reveals that the effect of the supervisor’s role in training programs on job performance is indirectly affected by the motivation to learn. The nature of this relationship is less emphasized in training management literature. Therefore, this study was conducted to measure the effect of the supervisor’s role in training programs and the motivation to learn on job performance using 91 usable questionnaires gathered from employees who have worked in a state library in East Malaysia, Malaysia. The outcomes of stepwise regression analysis displayed that the inclusion of motivation to learn in the analysis had increased the effects of the two supervisor’s role elements of support and communication on job performance. This result demonstrates that the motivation to learn acts as a mediating variable in the training model of the organizational sample. The implications of this study to the theory and practice of training programs, methodological and conceptual limitations as well as future directions are elaborated.

  11. Job Satisfaction and Job Performance at the Work Place

    OpenAIRE

    Vanden Berghe, Jae Hyung

    2011-01-01

    The topic of the thesis is job satisfaction and job performance at the work place. The aim is to define the determinants for job satisfaction and to investigate the relationship between job satisfaction and job performance and the influence of job satisfaction on job performance. First we look into the Theory of Reasoned Action and the Theory of Planned Behaviour to account for the relationship between attitudes and behaviour. Job satisfaction is then explained as a function of job feature...

  12. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    strategies and the consequences of unemployment, and motivated them to actively look for new employment. We study the causal impact of the brochure by comparing labor market outcomes of treated and untreated job seekers in administrative data containing comprehensive information on individuals’ employment...... findings indicate that targeted information provision can be a highly effective policy tool in the labor market.......We conduct a large-scale field experiment in the German labor market to investigate how information provision affects job seekers’ employment prospects and labor market outcomes. Individuals assigned to the treatment group of our experiment received a brochure that informed them about job search...

  13. Conceptualizing On-the-Job Learning Styles

    Science.gov (United States)

    Berings, Marjolein G. M. C.; Poell, Rob F.; Simons, P. Robert-Jan

    2005-01-01

    The broad aims of this study are to gain insight into employees' on-the-job learning activities to help them improve their on-the-job learning. The authors define on-the-job learning styles and operationalize the concept to include both mental and overt learning styles and both interpersonal and intrapersonal learning styles. Organizations and…

  14. Job control and coworker support improve employee job performance.

    Science.gov (United States)

    Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

    2010-01-01

    We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

  15. Psychosocial risks and job performance

    NARCIS (Netherlands)

    Klein Hesselink, J.; Oeij, P.; Kraan, K.O.

    2014-01-01

    In this article, we concentrate on explaining job performance from the perspective of psychosocial risks in the work environment. Many risks may hinder good job performance. The article does not concentrate on physical (such as, carrying heavy loads) or environmental risks (such as, extreme heat or

  16. Effect of an EBM course in combination with case method learning sessions: an RCT on professional performance, job satisfaction, and self-efficacy of occupational physicians

    NARCIS (Netherlands)

    Hugenholtz, Nathalie I. R.; Schaafsma, Frederieke G.; Nieuwenhuijsen, Karen; van Dijk, Frank J. H.

    2008-01-01

    Objective An intervention existing of an evidence-based medicine (EBM) course in combination with case method learning sessions (CMLSs) was designed to enhance the professional performance, self-efficacy and job satisfaction of occupational physicians. Methods A cluster randomized controlled trial

  17. Toward Understanding the Role of Web 2.0 Technology in Self-Directed Learning and Job Performance in a Single Organizational Setting: A Qualitative Case Study

    Science.gov (United States)

    Caruso, Shirley J.

    2016-01-01

    This single instrumental qualitative case study explores and thickly describes job performance outcomes based upon the manner in which self-directed learning activities of a purposefully selected sample of 3 construction managers are conducted, mediated by the use of Web 2.0 technology. The data collected revealed that construction managers are…

  18. Relationship Between Job Characteristics And Job Performance Of ...

    African Journals Online (AJOL)

    The agricultural extension agent is a key stakeholder in extension systems. The nature of their work is so important that it has overriding effect on their job performance. This study investigates the relationship between job characteristics and job performance of agricultural extension agents in Imo and Rivers States, Nigeria.

  19. Job Characteristics, Work Involvement, and Job Performance of Public Servants

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

    Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…

  20. Effect of an EBM course in combination with case method learning sessions: an RCT on professional performance, job satisfaction, and self-efficacy of occupational physicians.

    Science.gov (United States)

    Hugenholtz, Nathalie I R; Schaafsma, Frederieke G; Nieuwenhuijsen, Karen; van Dijk, Frank J H

    2008-10-01

    An intervention existing of an evidence-based medicine (EBM) course in combination with case method learning sessions (CMLSs) was designed to enhance the professional performance, self-efficacy and job satisfaction of occupational physicians. A cluster randomized controlled trial was set up and data were collected through questionnaires at baseline (T0), directly after the intervention (T1) and 7 months after baseline (T2). The data of the intervention group [T0 (n = 49), T1 (n = 31), T2 (n = 29)] and control group [T0 (n = 49), T1 (n = 28), T2 (n = 28)] were analysed in mixed model analyses. Mean scores of the perceived value of the CMLS were calculated in the intervention group. The overall effect of the intervention over time comparing the intervention with the control group was statistically significant for professional performance (p Job satisfaction and self-efficacy changes were small and not statistically significant between the groups. The perceived value of the CMLS to gain new insights and to improve the quality of their performance increased with the number of sessions followed. An EBM course in combination with case method learning sessions is perceived as valuable and offers evidence to enhance the professional performance of occupational physicians. However, it does not seem to influence their self-efficacy and job satisfaction.

  1. Personality, personnel selection, and job performance

    OpenAIRE

    Linden, Dimitri; Pelt, Dirk; Dunkel, Curtis; Born, Marise

    2017-01-01

    markdownabstractJob Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related activities (e.g., writing an article, conducting specific surgical acts). In the majority of research on this topic, job performance as an outcome is used. Personnel selection: Personnel selection refe...

  2. Job satisfaction and job performance – impacts on human capital

    OpenAIRE

    Gotvassli, Kjell-Åge; Haugset, Anne Sigrid

    2010-01-01

    Within macroeconomics it is a well established point of view that investments in human capital is important for the economic growth of a region. In this paper we will look at the connection between job satisfaction and job performance and its impact on the “use” of human capital.

  3. Job Analysis, Job Descriptions, and Performance Appraisal Systems.

    Science.gov (United States)

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

    Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

  4. Job-demand for Learning, Job-related Learning and Need for Achievement

    OpenAIRE

    Loon, Mark; Casimir, G.

    2007-01-01

    Individual learning is important, as it is both a precursor and an outcome of learning in organisations. Job-related learning is driven by external factors (e.g., the demands of the job) and internal factors (i.e., the personality of the individual). The study examined whether need for achievement moderates the relationship between job-demand for learning and job-related learning. Data were obtained from 153 full-time, white-collar employees from a range of industries. Hierarchical regression...

  5. Personality, personnel selection, and job performance

    NARCIS (Netherlands)

    D. van der Linden (Dimitri); D.H.M. Pelt (Dirk); C.S. Dunkel (Curtis); M.Ph. Born (Marise)

    2017-01-01

    markdownabstractJob Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related

  6. Causal Relationship between Teachers' Job Performance and ...

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    The study investigated teachers' job performance and students' academic .... The rating scale, tagged Student Academic Performance Rating Scale ..... term may engender teachers' motivation and enthusiasm for improved instructional.

  7. Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study

    OpenAIRE

    NAKAGAWA, Yuko; INOUE, Akiomi; KAWAKAMI, Norito; TSUNO, Kanami; TOMIOKA, Kimiko; NAKANISHI, Mayuko; MAFUNE, Kosuke; HIRO, Hisanori

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performa...

  8. The effect of discrimination on job performance and job satisfaction

    OpenAIRE

    Tesfaye, Yodit

    2011-01-01

    Discrimination is one of the most controversial phenomena to challenge the Human Resources (HR) function in the work place. It has been discussed in depth by sociologists, politicians and lawyers and remains a topical issue. Despite advances gender discrimination still persists, and continues to be experienced by women in the contemporary work space. Purpose - As job satisfaction has been shown to directly affect business performance, there has been increased interest in how job satisfact...

  9. Job hindrances, job resources, and safety performance: The mediating role of job engagement.

    Science.gov (United States)

    Yuan, Zhenyu; Li, Yongjuan; Tetrick, Lois E

    2015-11-01

    Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  10. Job task analysis: lessons learned from application in course development

    International Nuclear Information System (INIS)

    Meredith, J.B.

    1985-01-01

    Those at Public Service Electric and Gas Company are committed to a systematic approach to training known as Instructional System Design. Our performance-based training emphasizes the ISD process to have trainees do or perform the task whenever and wherever it is possible for the jobs for which they are being trained. Included is a brief description of our process for conducting and validating job analyses. The major thrust of this paper is primarily on the lessons that we have learned in the design and development of training programs based upon job analysis results

  11. The Effects of Heat Stress on Job Satisfaction, Job Performance and Occupational Stress in Casting Workers

    OpenAIRE

    Dehghan; Mobinyzadeh; Habibi

    2016-01-01

    Background Job satisfaction, job performance, job stress and heat stress affect the productivity of workers. Objectives This research aimed to study the relationship between heat stress indices with job satisfaction, job performance and job stress in casting workers. Patients and Methods This descriptive-analytical cross sectional survey was performed during summer 2013 on one hund...

  12. Job Oriented Training ’Lessons Learned

    Science.gov (United States)

    2008-11-01

    Job Oriented Training ’Lessons LearnedJob Oriented Training (JOT), een vorm van trainen waarbij de cursist zelfstandig, zonder theorie vooraf...39 77 lnfo-DenV@tno.nl TNO-rapportnummer TNO-DV 2008 A447 Opdrachtnummer Datum november 2008 Auteur (s) drs. H.E. Stubbe dr. A.H. van der...onderlinge discussie over achterliggende overwegingen te stimuleren. Zij hebben op dat moment nog geen theorie aangeboden gekregen en zijn niet op de hoogte

  13. Personality, political skill, and job performance

    DEFF Research Database (Denmark)

    Blickle, G.; Meurs, J.A.; Zettler, Ingo

    2008-01-01

    constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction...... with political skill also significantly predicted job performance, although not precisely as hypothesized. Implications of the results and directions for future research are provided....

  14. Operant Learning, Cognitive Development, and Job Aids.

    Science.gov (United States)

    Harmon, N. Paul; King, David R.

    1979-01-01

    Examines the relationship between learning and development in the most general terms, discusses the developmental distinction between concrete and formal operational thought as manifested in adult behavior, and considers the implications of the concrete-formal dichotomy for the design and use of job aids. Notes and a bibliography are provided.…

  15. Job demands, job resources, and job performance in japanese workers: a cross-sectional study.

    Science.gov (United States)

    Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, pjob performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.

  16. The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance.

    Science.gov (United States)

    Morgeson, Frederick P; Delaney-Klinger, Kelly; Hemingway, Monica A

    2005-03-01

    Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.

  17. Employees' Political Skill and Job Performance

    DEFF Research Database (Denmark)

    Zettler, Ingo; Lang, Jonas W.B.

    2015-01-01

    skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working......During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However......, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U-shape. Findings from two field studies (N = 178, N = 115 employee-supervisor-colleague triads) that incorporated...

  18. Employee Job Satisfaction and Job Performance: A Case Study in a Franchised Retail-Chain Organization

    OpenAIRE

    Wong Yvonne; Rabeatul Husna Abdull Rahman; Choi Sang Long

    2014-01-01

    This study examines the relationship between job satisfaction and job performance among the employees. Job satisfaction is being discussed in term of its nine facets: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of works and communication. On the other hand, job performance is being viewed in the aspects of contextual performance and task performance. The result of the study found that the two variables (job satisfaction and job pe...

  19. Job-demand for learning and job-related learning: the moderating effect of need for achievement

    OpenAIRE

    Loon, M; Casimir, G

    2008-01-01

    Purpose: The purpose of the research is to examine whether need for achievement moderates the relationship between job-demand for learning and job-related learning. Design/methodology/approach: Data were obtained from 153 participants full-time. The scales for job-demand for learning and job-related learning were developed for this research, whilst the scale for need for achievement was obtained from an external source. Hierarchical regression analysis was used in testing the hypothesized mod...

  20. Performance and Job Satisfaction - A Critical Review

    Directory of Open Access Journals (Sweden)

    Devaki Devi Puvada

    2012-04-01

    Full Text Available The human aspect in the present context has acquired immense importance. The needbased motivational theories relate need and psychological gratification to motivation and jobsatisfaction; they consider performance as the endresult. However, Lawler and Porter postulatereversely that job performance leads to job satisfaction. The study focuses on testing the degree anddirection of the relationship between Performance and Job Satisfaction with intervening variablessuch as job relations, commitment, role conflict, value system, motivation and organizational climateand with socio-economic variables. The study is conducted on 928 employees drawn from 13 publicsector and 5 private sector organizations using simple random sampling and males as the matchingsample in the State of Andhra Pradesh, India. It isevident from the study that the performance levelof the employees is significantly lesser than theirjob satisfaction level. The analysis leads to state thatall those performing well are satisfied and all those satisfied do not perform well indicating thatperformance leads to job satisfaction, job satisfaction does not lead necessarily to performance andthe relationship is intertwined. This empirical evidence supports the theory of Lawler and Porter andsets direction for future studies at micro level.

  1. Job Performance Effectiveness: A Comparison of Teachers in Public ...

    African Journals Online (AJOL)

    Job Performance Effectiveness: A Comparison of Teachers in Public and Private Schools ... Teachers in the two types of schools were about the same in classroom ... Also that public school teachers must be provided with conducive teaching/learning environment to enable them meet up the ... AJOL African Journals Online.

  2. [Job performance and climacteric in female workers].

    Science.gov (United States)

    Salazar, Alide; Paravic, Tatiana

    2005-03-01

    During climacteric, the presence of disabling symptoms and the higher incidence of chronic diseases, may impair the job performance of women. To relate job performance levels with the climacteric period and associated factors in working women aged from 42 to 55 years old. In a cross-sectional and correlative design, 64 secretaries at two public organizations at the Eighth Region of Chile, were assessed using the following instruments: Menopause-Specific Quality of Life Questionnaire (University of Toronto), adapted for Chile by PROSAM, Climacteric Self-care Questionnaire, Perceived Social Support Scale and Biodemographics Variables Questionnaire. A Perception of the Job Performance Scale was applied to the persons that superintended these woman. The Department Heads or persons supervising these women, determined that most workers did their work well. The best evaluations were given by older bosses. Most women under study showed a moderate alteration of the Menopause Quality of Life. A deficit of self-care during the climacteric period was detected in 92.2%. The perceived social support from friends correlated with job performance. Menopause quality of life in its different domains had no correlation with job performance variable. No association between changes during the climacteric period and job performance was observed among women participating in this study.

  3. Connection between Job Motivation, Job Satisfaction and Work Performance in Romanian Trade Enterprises

    OpenAIRE

    Dina Maria LUT

    2012-01-01

    On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with r...

  4. Personality, Political Skill, and Job Performance

    Science.gov (United States)

    Blickle, Gerhard; Meurs, James A.; Zettler, Ingo; Solga, Jutta; Noethen, Daniela; Kramer, Jochen; Ferris, Gerald R.

    2008-01-01

    Based on the socioanalytic perspective of performance prediction [Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette, L. Hough, (Eds.), "Handbook of industrial and organizational psychology" (2nd ed., pp. 873-919). Chicago: Rand McNally; Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance.…

  5. Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

    Science.gov (United States)

    Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

    2014-01-01

    This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

  6. Influence of job satisfaction on job performance: a study of teacher ...

    African Journals Online (AJOL)

    ... with their pay and promotion opportunities. However, they were found to be satisfied with the type of work they carry out daily. The study concludes that job satisfaction has a significant influence on job performance of teacher librarians. Keywords: job satisfaction, job performance, teacher librarians, employees satisfaction ...

  7. JOB SATISFACTION FOR PHYSICAL EDUCATION TEACHERS AND ITS RELATIONSHIP TO JOB PERFORMANCE AND ORGANIZATIONAL COMMITMENT

    Directory of Open Access Journals (Sweden)

    Mouloud Kenioua

    2016-06-01

    Full Text Available The purpose: this study was to investigate the relation and correlation between job satisfaction, job performance, and organizational commitment among physical education teachers. Material: The participants where 100 physical educations teachers’ male and female from secondary schools. Job satisfaction, job performance, and organizational commitment were measured through a questionnaire has 05 axes. Results: The findings indicated that there was a strongly positive relationship between job satisfaction and job performance, and the same relationship between job satisfaction and organizational commitment. Conclusion: there is a need to create an appropriate environment to ensure the success of the professors of physical education as well as providing incentives and promotions through clear standards.

  8. Mindfulness, job satisfaction and job performance: Mutual relationships and moderation effect

    OpenAIRE

    Vaculík Martin; Vytásková Jana; Procházka Jakub; Záliš Ladislav

    2016-01-01

    Purpose of the article: This article examines the relationship between mindfulness, job satisfaction and job performance. Methodology/methods: We used a self-report job performance questionnaire, a job satisfaction scale from the Job Diagnostic Survey and the Czech version of the Five Facet Mindfulness Questionnaire. We excluded 8 items from the Five Facet Mindfulness Questionnaire Observing subscale following suggestions of other authors who measured mindfulness in a population without medit...

  9. Predicting sales performance: Strengthening the personality – job performance linkage

    NARCIS (Netherlands)

    T.B. Sitser (Thomas)

    2014-01-01

    markdownabstract__Abstract__ Many organizations worldwide use personality measures to select applicants for sales jobs or to assess incumbent sales employees. In the present dissertation, consisting of four independent studies, five approaches to strengthen the personality-sales performance

  10. Connection between Job Motivation, Job Satisfaction and Work Performance in Romanian Trade Enterprises

    Directory of Open Access Journals (Sweden)

    Dina Maria LUT

    2012-12-01

    Full Text Available On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with respect to these phenomena. Related to this connection, in the literature existed, over time, at least three points of view which held that: job satisfaction leads to work performance; work performance leads to job satisfaction; rewards are involved between job satisfaction and work performance. The paper aim is to present some aspects related to the connection between job motivation, job satisfaction and work performance. The issues presented in this paper lead to the conclusion that in the work process, the connection between job satisfaction and work performance or the connection between job motivation and job satisfaction are not constant or linear connection. These connections should be nuanced interpreted, depending on the conditions of occurrence. These conclusions are based on the results of a survey conducted among enterprises dealing mostly in trade sector, in Romanian Western Region.

  11. The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

    OpenAIRE

    Sutjitra, Devilan

    2015-01-01

    This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

  12. Interactive Effect of Motivation, Job Satisfaction, and Job Performance Causal Circular Studies on Sharia Financial Institutions

    OpenAIRE

    Sinaulan; Noor; wildan

    2017-01-01

    Research aims to confirm and test the interactive effect of motivation, job satisfaction, and job performance. This study applied to employees of Sharia Financial Institutions in Jakarta. The number of respondents is 70 employees with randomly selected samples stratified. Research analysis data using multiple indicators within analyzed using structural equation model. The results showed that there was a positive interactive effect motivation on job performance and job performance on motivatio...

  13. The subjective determinants of job performance and job involvement in organizational context.

    OpenAIRE

    Koblicová, Leona

    2016-01-01

    The job performance is conditioned by range of objective factors and subjective determinants as well. This thesis dedicates to mapping of job involvement meaning engagement, enthusiasm, commitment and work motivation. Considering to that, oganization can influence future job performance of its employee through employee development, when it tries to grow up the job interest, develops requiered skills and so potencially supports one's performance. The text tries to sum up knowledge background o...

  14. Integration of Learning and Practice for Job Sharing Partnerships

    Science.gov (United States)

    Dixon-Krausse, Pamela Marie

    2007-01-01

    This paper explores the forces that support the proliferation of the flexible work arrangement called job sharing. Moreover, the paper will illuminate the need for integrating learning and practice as a way to develop and support job sharing partners, or "Partners in Practice" (PiPs). The author puts forth a model derived from learning in…

  15. 32 CFR 1656.11 - Job performance standards and sanctions.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Job performance standards and sanctions. 1656.11... ALTERNATIVE SERVICE § 1656.11 Job performance standards and sanctions. (a) Standards of Performance. An ASW is..., appearance or performance violates reasonable employer standards; or (4) He quits or leaves his job without...

  16. Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction

    NARCIS (Netherlands)

    Janssen, O

    2001-01-01

    Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped

  17. The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Imran Shafique

    2018-03-01

    Full Text Available This study aims to examine the impact of ethical leadership on employees' job satisfaction, job performance, and turnover intention. A conceptual framework is developed which integrates job satisfaction as a mediating mechanism in explaining the nexus among ethical leadership, employee job performance, and turnover intention. The proposed model is tested by using the data collected from a sample (n = 196 of tourist companies in Pakistan. The results reveal that ethical leadership has a positive effect on employees' job satisfaction, job performance and negative effect on employees' turnover intentions. Further, job satisfaction mediates the effect of ethical leadership on employees' job performance and turnover intentions. The findings recommend that the demonstration of ethical leadership behaviours by managers at the workplace increases the likelihood of employees' job satisfaction and performance, while reducing their intention to leave the job. This study elucidates that, in Pakistani tourism sector, ethical leadership plays a key role in achieving performance goals. Future research could analyse the said nexus in different sectors and across different cultures while considering other measures of individual performance. The originality of this study is theorizing as well as empirically testing the intervening mechanism of job satisfaction in probing the linkages among ethical leadership, job performance, and turnover intention in Pakistani workplace context.

  18. Organization Tenure as a Moderator of the Job Satisfaction-Job Performance Relationship.

    Science.gov (United States)

    Norris, Dwight R.; Niebuhr, Robert E.

    1984-01-01

    Examined organization tenure as a moderator of the job satisfaction-job performance relationship with technical employees (N=116) in a medium-sized industrial firm. Results provided support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and…

  19. Learning in school for tomorrow jobs

    Directory of Open Access Journals (Sweden)

    Ana Burgués

    2015-09-01

    Full Text Available Purpose: The economic crisis highlights the importance of education as a driving force for change. Learning skills that provide the ability to access jobs that allow a good quality of life has taken a decisive role in the educational development of people. Therefore, schools must adapt to the needs of today's informational society in line with the objectives of Europe 2020. This article examines whether these needs are best answered on democratic management schools.Design/methodology/approach: It is analyzed three educative experiences from the compulsory and permanent education. To do it, it has been done eleventh communicative life stories to teachers and volunteers at these three schools managed democratically.Findings and Originality/value: Schools with democratic management are more permeable to the needs of citizens, as they include their voice in the process of teaching - learning . Therefore, there is a greater adaptation to future labor market needs, as currently contemplated in the European strategy.Social implications: The results of this study contribute to the open scientific debate centered in the relation between the model of school management and its impact on the future employment of people and therefore increasing democracy in the school management could generate greater possibilities to get better jobs.Originality/value: Putting the issue of democratic school management at the centre of the employability debate could make possible to move from partial solutions that do not improve the capabilities to find work, to global solutions that take into account the educational needs of the people involved.

  20. Investigating the effect of job stress and emotional intelligence on job performance

    Directory of Open Access Journals (Sweden)

    Mojtaba Rafiee

    2013-09-01

    Full Text Available Researchers and scholars of management and behavioral sciences have tried to determine effective factors, which influence on efficiency and effectiveness in order to increase organization performance and they have tried to identify factors, which create job stress. In this research, we investigate the effect of job stress on job performance through emotional, organizational and moral intelligence. The study is a descriptive-analytic one, which is based on correlation, uses survey method to gather data and they are analyzed using structural equation modeling. The population of this research includes all the personnel of Registry Organization in Arak city. The results suggest that job stress influences on job performance through organizational intelligence and moral intelligence, but job stress does not influence on job performance through emotional intelligence. Regarding research hypotheses, results and findings after analyzing obtained data suggest that job stress influences on emotional, organizational and moral intelligence, but job stress does not influence on job performance. In addition, the results show that organizational and moral intelligence influence on job performance but emotional intelligence does not influence on job performance.

  1. Mediating effect of job satisfaction in the relationship between psychological empowerment and job performance

    OpenAIRE

    Ferit ÖLÇER

    2015-01-01

    The purpose of this study was to explore the relationships among the four components of psychological empowerment (i.e. meaning, self-determination, competence, and impact), job satisfaction and job performance. This study also tested the mediating effect of job satisfaction on the relationship between the components of psychological empowerment and job performance. A survey questionnaire was used to collect data from a sample of 238 employees in manufacturing industry. SPSS was used to condu...

  2. Managing Learning for Performance.

    Science.gov (United States)

    Kuchinke, K. Peter

    1995-01-01

    Presents findings of organizational learning literature that could substantiate claims of learning organization proponents. Examines four learning processes and their contribution to performance-based learning management: knowledge acquisition, information distribution, information interpretation, and organizational memory. (SK)

  3. [Relationship between nurses' learning motivation inside/outside the workplace and job/ life satisfaction].

    Science.gov (United States)

    Nakamura, Emi

    2009-12-01

    For the purpose of clarifying the relationship between job, life-satisfaction and motivation for learning of nurses, a questionnaire survey by mailing method was conducted for 123 nurses (52.6% response rate) within the Kyushu area. The analysis was performed by comparing the mean value of scores for each satisfaction category and that of comprehensive satisfaction (hereafter refered to as satisfaction level) which were extracted by principal component analysis. It has been proved that the higher was the motivation for learning, the greater was the job satisfaction level (0.16 +/- 0.95 in H group; -0.56 +/- 0.99 in L group, P = 0.001) in the case of learning in the workplace, and that motivation for learning was decreased by their sentiment that their job and learning weren't evaluated properly or by their discontent they felt in participating in learning on a day-off and during off-hours. It has also been proved in the case of off-the-job learning that the higher was the motivation for learning, the greater was the job satisfaction level (0.10 +/- 1.01 in H group; -0.35 +/- 0.90 in L group, P = 0.040), and that their motivation for learning was decreased by feeling that their job and learning weren't evaluated properly or that they weren't satisfied with their physical and mental health. Also in other learnings, the higher was the motivation for learning, the greater was the job satisfaction level (0.08 +/-0.96 in H group; -0.27 +/- 1.11 in L group, P = 0.034), and the motivation for learning was decreased depending on the type of work, work-hours, and on the strain felt to be time-consuming.

  4. Job Performance, Job Satisfaction and Human Capital in the Labour Market in Bosnia

    Directory of Open Access Journals (Sweden)

    Erkan Ilgün

    2013-01-01

    Full Text Available The paper analyses the effect of job performance, job satisfaction and humancapital. It shows that together with monetary factors, such factors as theperception of the social importance of the job, the ability to meet good friendsin the team, and the atmosphere within which the respondents work, may alsohave a high level of impact on labour supply through human capital. The paperdemonstrates the power of non-monetary factors in achieving improvementsin the context of the ‘job performance-job satisfaction-human capital’ chain,thus bringing about positive changes in labour market supply in Bosnia.

  5. Occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda.

    Science.gov (United States)

    Nabirye, Rose C; Brown, Kathleen C; Pryor, Erica R; Maples, Elizabeth H

    2011-09-01

    To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended. 2011 Blackwell Publishing Ltd.

  6. The Influence of Job Characteristics and Self-Directed Learning Orientation on Workplace Learning

    Science.gov (United States)

    Raemdonck, Isabel; Gijbels, David; van Groen, Willemijn

    2014-01-01

    Given the increasing importance of learning at work, we set out to examine the factors which influence workplace learning behaviour. The study investigated the influence of the job characteristics from Karasek's Job Demand Control Support model and the personal characteristic self-directed learning orientation on workplace learning. A total…

  7. A Case Study of Job-Embedded Learning

    Science.gov (United States)

    Hess, Amanda Nichols

    2016-01-01

    Librarians recognize the importance of professional learning as their roles and responsibilities evolve in the shifting teaching and learning environments of the twenty-first century. However, the literature on meaningful, job-embedded learning opportunities for academic librarians is scant, and opportunities are especially scarce in the fields of…

  8. An Examination of the Impact of Learning Communities on Job

    Science.gov (United States)

    Wilmes, David M.

    2012-01-01

    The purpose of this study was to examine the relationship between learning community participation and job/major congruence. Previous research has demonstrated that learning communities are effective vehicles for promoting student and institutional outcomes. However, few studies have examined the impact of learning communities on alumni or career…

  9. Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

    Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

  10. Learning and strain among newcomers: a three-wave study on the effects of Job Demands and Job Control

    NARCIS (Netherlands)

    Taris, T.W.; Feij, J.A.

    2004-01-01

    The present 3-wave longitudinal study was an examination of job-related learning and strain as a function of job demand and job control. The participants were 311 newcomers to their jobs. On the basis of R. A. Karasek and T. Theorell's (1990) demand-control model, the authors predicted that high

  11. Relationship between Teachers' Job Satisfaction and Students' Academic Performance

    Science.gov (United States)

    Iqbal, Asif; Aziz, Fakhra; Farooqi, Tahir Khan; Ali, Shabbir

    2016-01-01

    Problem Statement: An extensive literature on Job satisfaction has shown, teachers who are satisfied with their jobs perform better. Along with various indicators of teachers' job satisfaction, variables such as organizational justice (Nojani, Arjmandnia, Afrooz, & Rajabi, 2012), organizational culture (Hosseinkhanzadeh, Hosseinkhanzadeh,…

  12. Career commitment and job performance of Jordanian nurses.

    Science.gov (United States)

    Mrayyan, Majd T; Al-Faouri, Ibrahim

    2008-01-01

    Career commitment and job performance are complex phenomena that have received little attention in nursing research. A survey was used to assess nurses' career commitment and job performance, and the relationship between the two concepts. Predictors of nurses' career commitment and job performance were also studied. A convenience sample of 640 Jordanian registered nurses was recruited from 24 teaching, governmental, and private hospitals. Nurses "agreed" on the majority of statements about career commitment, and they reported performing "well" their jobs. Using total scores, nurses were equal in their career commitment but they were different in their job performance; the highest mean was scored for nurses in private hospitals. Using the individual items of subscales, nurses were willing to be involved, on their own time, in projects that would benefit patient care. The correlation of the total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship (r = .457). Nurses' job performance, gender, and marital status were the best predictors of nurses' career commitment: they explained 21.8% of variance of nurses' career commitment. Nurses' career commitment, time commitment, marital status, and years of experience in nursing were the best predictors of nurses' job performance: they explained 25.6% of variance of nurses' job performance. The lowest reported means of nurses' job performance require managerial interventions.

  13. Learning and strain among newcomers: a three-wave study on the effects of job demands and job control.

    Science.gov (United States)

    Taris, Toon W; Feij, Jan A

    2004-11-01

    The present 3-wave longitudinal study was an examination of job-related learning and strain as a function of job demand and job control. The participants were 311 newcomers to their jobs. On the basis of R. A. Karasek and T. Theorell's (1990) demand-control model, the authors predicted that high demand and high job control would lead to high levels of learning; low demand and low job control should lead to low levels of learning; high demand and low job control should lead to high levels of strain; and low demand and high job control should lead to low levels of strain. The relation between strain and learning was also examined. The authors tested the hypotheses using ANCOVA and structural equation modeling. The results revealed that high levels of strain have an adverse effect on learning; the reverse effect was not confirmed. It appears that Karasek and Theorell's model is very relevant when examining work socialization processes.

  14. [Relationships among job rotation perception and intention, job satisfaction and job performance: a study of Tainan area nurses].

    Science.gov (United States)

    Pan, Yueh-Chiu; Huang, Pei-Wen; Lee, Jin-Chuan; Chang, Ching-Lu

    2012-04-01

    There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment. This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction. We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent. Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention. This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.

  15. Impact of Transformational Leadership on Job Performance

    Directory of Open Access Journals (Sweden)

    Jeevan Jyoti

    2015-11-01

    Full Text Available The present study focuses on the role of leader–member exchange and relational identification (RI between transformational leadership and job performance relationship. The model has been tested in higher education sector. All the permanent teachers working in higher education sector were contacted. The data have been duly validated with the help of confirmatory factor analysis (CFA. Reliability has been assessed through Cronbach’s alpha and composite reliability. Structural equation modeling (SEM has been used for hypotheses testing, and hierarchical regression has been used to test the moderating effect of RI. The results indicated that leader–member exchange acts as a mediator and RI acts as a moderator instead of mediator. The managerial implications and future scope have been discussed.

  16. Does IQ Really Predict Job Performance?

    Science.gov (United States)

    Richardson, Ken; Norgate, Sarah H.

    2015-01-01

    IQ has played a prominent part in developmental and adult psychology for decades. In the absence of a clear theoretical model of internal cognitive functions, however, construct validity for IQ tests has always been difficult to establish. Test validity, therefore, has always been indirect, by correlating individual differences in test scores with what are assumed to be other criteria of intelligence. Job performance has, for several reasons, been one such criterion. Correlations of around 0.5 have been regularly cited as evidence of test validity, and as justification for the use of the tests in developmental studies, in educational and occupational selection and in research programs on sources of individual differences. Here, those correlations are examined together with the quality of the original data and the many corrections needed to arrive at them. It is concluded that considerable caution needs to be exercised in citing such correlations for test validation purposes. PMID:26405429

  17. High Job Performance Through Co-Developing Performance Measures With Employees

    NARCIS (Netherlands)

    Groen, Bianca A.C.; Wilderom, Celeste P.M.; Wouters, Marc

    2017-01-01

    According to various studies, employee participation in the development of performance measures can increase job performance. This study focuses on how this job performance elevation occurs. We hypothesize that when employees have participated in the development of performance measures, they

  18. An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

    Science.gov (United States)

    Reio, Thomas G., Jr.; Kidd, Cathy A.

    2006-01-01

    Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

  19. Leadership Styles of Principals and Job Performance of Staff in ...

    African Journals Online (AJOL)

    Leadership Styles of Principals and Job Performance of Staff in Secondary Schools in Delta State of Nigeria. ... recommended that principals should adopt the democratic leadership style to boost better job performance among staff and in essence enhance administrative effectiveness and students‟ academic performance.

  20. Pengaruh High Performance Work Practice (Hpwp) Terhadap Job Performance Pada Frontliner Bank

    OpenAIRE

    Ihdaryanti, Monica Amani; Panggabean, Mutiara S

    2014-01-01

    Generally High Performance Work Practice (HPWP) is a part of management human resources. The objectives of this research are getting and analyzing the effect of HPWPs with Job Satisfaction; HPWPs with Organizational Commitment; Job Satisfaction with Organizational Commitment; Job Satisfaction with Job Performance; and Organizational Commitment with Job Performance. The total of sample in this research is 100 respondents which are as Front liner BNI and Mandiri. The result of th...

  1. Proactive personality and job performance: the role of job crafting and work engagement

    NARCIS (Netherlands)

    Bakker, A.B.; Tims, M.; Derks, D.

    2012-01-01

    The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own

  2. Does Career Timing of Challenging Job Assignments Influence the Relationship with In-Role Job Performance?

    Science.gov (United States)

    Carette, Bernd; Anseel, Frederik; Lievens, Filip

    2013-01-01

    To prevent the potential threats of career plateauing for mid-career employees, it has been suggested to give them challenging assignments. This approach is inspired by empirical findings demonstrating that challenging job assignments generally have positive effects on job performance and career development. However, these studies have…

  3. Color perception and ATC job performance.

    Science.gov (United States)

    1983-07-01

    Current OMP policy and guidance requires demonstrated job-relatedness and reasonable accommodation in the application of physical qualifications. The OPM has accomplished an analysis of the Air Traffic Control Specialist (ATCS) series and recommended...

  4. attitudinal and motivational factors influencing job performance of ...

    African Journals Online (AJOL)

    p2333147

    Key words: Attitude, motivation, female extension agents, job performance. ... profession as factors limiting their job performance include lack of incentives, irregular ... Organization (FAO) survey reports that 95% of agricultural extension services ... Several studies also report the problems with male extension services as ...

  5. Predictors of career commitment and job performance of Jordanian nurses.

    Science.gov (United States)

    Mrayyan, Majd T; Al-Faouri, Ibrahim

    2008-04-01

    Few studies focused on nurses' career commitment and nurses' job performance. This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors. A survey was used to collect data from a convenient sample of 640 Registered Nurses employed in 24 hospitals. Nurses 'agreed' to be committed to their careers and they were performing their jobs 'well'. As a part of career commitment, nurses were willing to be involved, in their own time, in projects that would benefit patient care. The highest and lowest means of nurses' job performance were reported for the following aspects: leadership, critical care, teaching/collaboration, planning/evaluation, interpersonal relations/communications and professional development. Correlating of total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship between the two concepts. Stepwise regression models revealed that the explained variance in nurses' career commitment was 23.9% and that in nurses' job performance was 29.9%. Nurse managers should promote nursing as a career and they should develop and implement various strategies to increase nurses' career commitment and nurses' job performance. These strategies should focus on nurse retention, staff development and quality of care. Nurses' career commitment and job performance are inter-related complex concepts that require further studies to understand, promote and maintain these positive factors in work environments.

  6. Does home life interfere with or facilitate job performance?

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.; Voydanoff, P.

    2010-01-01

    The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home-work facilitation (HWF). Home demands were

  7. Influence of motivation and job satisfaction on the performance of ...

    African Journals Online (AJOL)

    The study investigated two forms of relationships i.e relationship between motivation and performance as well as relationship between job satisfaction and job performance in university libraries in North central geo-political zone of Nigeria. Null hypotheses were formulated thus “there is no significant relationship between ...

  8. The Effect of Aptitude and Experience on Mechanical Job Performance.

    Science.gov (United States)

    Mayberry, Paul W.; Carey, Neil B.

    1997-01-01

    The validity of the Armed Services Vocational Aptitude Battery (ASVAB) in predicting mechanical job performance was studied with 891 automotive and 522 helicopter mechanics. The mechanical maintenance component of the ASVAB predicted hands-on performance, job knowledge, and training grades quite well, but experience was more predictive of…

  9. The Budget-Related Antecedents of Job Performance

    Directory of Open Access Journals (Sweden)

    Emine Yilmaz Karakoc

    2016-04-01

    Full Text Available This study aims to investigate budget related antecedents of job performance of managers. For this purpose, relationships among budgetary participation, budget goal commitment, information sharing, and job performance of managers were examined. The sample consists of managers who are responsible from the budgets of their units in different private enterprises located in Turkey. Survey data was analyzed with confirmatory factor analyses and Structural Equation Modeling. Results indicate that budgetary participation has statistically significant and positive impact on job performance. It also positively affects budget goal commitment and information sharing. Budget goal commitment and information sharing have significant and positive impact on job performance. In addition, budget goal commitment positively affects information sharing of managers. Analyses also revealed that budget goal commitment and information sharing have partial mediation effect on the relationship between budgetary participation and job performance.

  10. Chronic Conditions, Workplace Safety, And Job Demands Contribute To Absenteeism And Job Performance.

    Science.gov (United States)

    Jinnett, Kimberly; Schwatka, Natalie; Tenney, Liliana; Brockbank, Claire V S; Newman, Lee S

    2017-02-01

    An aging workforce, increased prevalence of chronic health conditions, and the potential for longer working lives have both societal and economic implications. We analyzed the combined impact of workplace safety, employee health, and job demands (work task difficulty) on worker absence and job performance. The study sample consisted of 16,926 employees who participated in a worksite wellness program offered by a workers' compensation insurer to their employers-314 large, midsize, and small businesses in Colorado across multiple industries. We found that both workplace safety and employees' chronic health conditions contributed to absenteeism and job performance, but their impact was influenced by the physical and cognitive difficulty of the job. If employers want to reduce health-related productivity losses, they should take an integrated approach to mitigate job-related injuries, promote employee health, and improve the fit between a worker's duties and abilities. Project HOPE—The People-to-People Health Foundation, Inc.

  11. The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero) Tbk. Surabaya - Gempol branch)

    OpenAIRE

    Noermijati Noermijati; Diana Primasari

    2015-01-01

    Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have signific...

  12. The effect of Organizational Commitment and Job Pressure to Job Performance through the Job Satisfaction in Employees Directorate transformation Technology Communication and Information Indonesia

    OpenAIRE

    Winarja, Waluya; Sodikin, Akhmad; Widodo, Djoko Setyo

    2018-01-01

    This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involvin...

  13. The influence of job insecurity on job performance and absenteeism: The moderating effect of work attitudes

    Directory of Open Access Journals (Sweden)

    Antonio Chirumbolo

    2005-10-01

    Full Text Available Job insecurity was found to have relevant psychosocial consequences for both individuals and organisations. Recently, research is increasingly focusing on those variables that can moderate its negative influences. In this study, the impact of job insecurity on two indicators of organisational behaviour (i.e. job performance and absenteeism was investigated. It was expected that job insecurity was negatively related to job performance and positively to absenteeism, and that this relationship was moderated by work related attitudes, such as job satisfaction and organisational commitment. Four-hundred and twenty five workers were interviewed with a structured questionnaire. Overall, the hypotheses were supported by the data: job insecurity was in fact negatively correlated with job performance and positively with absenteeism. However, work related attitudes moderated only the effect of job insecurity on job performance but not on absenteeism. Opsomming Daar is gevind dat werksonsekerheid relevante psigososiale gevolge vir beide individue en organisasies inhou. Onlangse navorsing fokus al hoe meer op daardie veranderlikes wat die negetiewe effekte hiervan kan modereer. In hierdie studie is die impak van werksonsekerheid op twee indikatore van organisasiegedrag (werksprestasie en afwesigheid ondersoek. Dit was verwag dat werkonsekerheid ’n negetiewe verhouding tot werksprestasie en ’n positiewe verhouding tot afwesigheid sou gehad het en dat hierdie verhouding gemodereer sou word deur werksverwante gesindhede, soos werkstevredenheid en organisasiegebondenheid. 425 werknemers is met ’n gestruktureerde vraelys ondervra. Die hipotese is oor die algemeen deur die data ondersteun: werksonsekerheid het inderdaad ’n negetiewe korrelasie tot werksprestasie en ’n positiewe korrelasie tot afwesigheid gehad. Werksverwante gesindhede het egter slegs die effek van werksonsekerheid op werksprestasie gemodereer, maar nie op afwesigheid nie.

  14. Focusing on the essentials: learning for performance.

    Science.gov (United States)

    Murphy, Catherine J

    2008-12-10

    As The World health report 2006 emphasized, there is increasing consensus that training programmes should focus on "know-how" instead of "know-all." Health workers need to know how to do the job they will be expected to do. IntraHealth International's Learning for performance: a guide and toolkit for health worker training and education programs offers a step-by-step, customizable approach designed to develop the right skills linked to job responsibilities. Using Learning for performance (LFP) yields more efficient training that focuses on what is essential for health workers to do their jobs and on effective learning methods, while addressing the factors that ensure application of new skills on the job. This brief communication describes the Learning for performance approach and initial findings from its application for pre-service education and in-service training in three countries: India, Mali and Bangladesh. Based on IntraHealth's experiences, the author provides thoughts on how LFP's performance-based learning approach can be a useful tool in training scale-up to strengthen human resources for health.

  15. Focusing on the essentials: learning for performance

    Directory of Open Access Journals (Sweden)

    Murphy Catherine J

    2008-12-01

    Full Text Available Abstract As The World health report 2006 emphasized, there is increasing consensus that training programmes should focus on "know-how" instead of "know-all." Health workers need to know how to do the job they will be expected to do. IntraHealth International's Learning for performance: a guide and toolkit for health worker training and education programs offers a step-by-step, customizable approach designed to develop the right skills linked to job responsibilities. Using Learning for performance (LFP yields more efficient training that focuses on what is essential for health workers to do their jobs and on effective learning methods, while addressing the factors that ensure application of new skills on the job. This brief communication describes the Learning for performance approach and initial findings from its application for pre-service education and in-service training in three countries: India, Mali and Bangladesh. Based on IntraHealth's experiences, the author provides thoughts on how LFP's performance-based learning approach can be a useful tool in training scale-up to strengthen human resources for health.

  16. What effects do student jobs have on the study performance ...

    African Journals Online (AJOL)

    This research examines the effects student jobs have on the study performance, and the competency and career development of hospitality management students. A 13-item survey was administered to a sample of 82 hospitality management students to see how they think about their student job. Qualitative data was ...

  17. Leader-member exchange, work engagement and job performance

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.

    2015-01-01

    Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  18. Leader-member exchange, work engagement, and job performance.

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A. B.; Demerouti, E.; Van den Heuvel, M.

    2015-01-01

    Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  19. Leader-member exchange, work engagement, and job performance

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.

    2015-01-01

    Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  20. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  1. [Job performance in work organizations: the effects of management by group goals and job interdependence].

    Science.gov (United States)

    Ikeda, Hiroshi; Furukawa, Hisataka

    2015-04-01

    cThis study examined the interactive effect of management by group goals and job interdependence on employee's activities in terms of task and contextual performance. A survey was conducted among 140 Japanese employees. Results indicated that management by group goals was related only to contextual performance. Job interdependence, however, had a direct effect on both task and contextual performance. Moreover, moderated regression analyses revealed that for work groups requiring higher interdependence among employees, management by group goals had a positive relation to contextual performance but not to task performance. When interdependence was not necessarily required, however, management by group goals had no relation to contextual performance and even negatively impacted task performance, respectively. These results show that management by group goals affects task and contextual performance, and that this effect is moderated by job interdependence. This provides a theoretical extension as well as a practical application to the setting and management of group goals.

  2. Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.

    Science.gov (United States)

    Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

    2013-01-01

    Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.

  3. The active learning hypothesis of the job-demand-control model: an experimental examination.

    Science.gov (United States)

    Häusser, Jan Alexander; Schulz-Hardt, Stefan; Mojzisch, Andreas

    2014-01-01

    The active learning hypothesis of the job-demand-control model [Karasek, R. A. 1979. "Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign." Administration Science Quarterly 24: 285-307] proposes positive effects of high job demands and high job control on performance. We conducted a 2 (demands: high vs. low) × 2 (control: high vs. low) experimental office workplace simulation to examine this hypothesis. Since performance during a work simulation is confounded by the boundaries of the demands and control manipulations (e.g. time limits), we used a post-test, in which participants continued working at their task, but without any manipulation of demands and control. This post-test allowed for examining active learning (transfer) effects in an unconfounded fashion. Our results revealed that high demands had a positive effect on quantitative performance, without affecting task accuracy. In contrast, high control resulted in a speed-accuracy tradeoff, that is participants in the high control conditions worked slower but with greater accuracy than participants in the low control conditions.

  4. Job-Preference and Job-Matching Assessment Results and Their Association with Job Performance and Satisfaction among Young Adults with Developmental Disabilities

    Science.gov (United States)

    Hall, Julie; Morgan, Robert L.; Salzberg, Charles L.

    2014-01-01

    We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…

  5. Organizational variables on nurses' job performance in Turkey: nursing assessments.

    Science.gov (United States)

    Top, Mehmet

    2013-01-01

    The purpose of this study was to describe the influence of organizational variables on hospital staff nurses' job performance as reported by staff nurses in two cities in Turkey. Hospital ownership status, employment status were examined for their effect on this influence. The reported influence of organizational variables on job performance was measured by a questionnaire developed for this study. Nurses were asked to evaluate the influence of 28 organizational variables on their job performance using a five-point Likert-type scale (1- Never effective, 5- Very effective). The study used comparative and descriptive study design. The staff nurses who were included in this study were 831 hospital staff nurses. Descriptive statistics, frequencies, t-test, ANOVA and factor analysis were used for data analysis. The study showed the relative importance of the 28 organizational variables in influencing nurses' job performance. Nurses in this study reported that workload and technological support are the most influential organizational variables on their job performance. Factor analysis yielded a five-factor model that explained 53.99% of total variance. Administratively controllable influence job organizational variables influence job performance of nurses in different magnitude.

  6. Performance analysis of job scheduling policies in parallel supercomputing environments

    Energy Technology Data Exchange (ETDEWEB)

    Naik, V.K.; Squillante, M.S. [IBM T.J. Watson Research Center, Yorktown Heights, NY (United States); Setia, S.K. [George Mason Univ., Fairfax, VA (United States). Dept. of Computer Science

    1993-12-31

    In this paper the authors analyze three general classes of scheduling policies under a workload typical of largescale scientific computing. These policies differ in the manner in which processors are partitioned among the jobs as well as the way in which jobs are prioritized for execution on the partitions. Their results indicate that existing static schemes do not perform well under varying workloads. Adaptive policies tend to make better scheduling decisions, but their ability to adjust to workload changes is limited. Dynamic partitioning policies, on the other hand, yield the best performance and can be tuned to provide desired performance differences among jobs with varying resource demands.

  7. Observational Learning on Industry Work Practices toward Job Readiness

    Science.gov (United States)

    Rojuli, Subkhan; Rahayu, Agus; Disman

    2017-01-01

    This research aims to find out the influence of observational learning on job readiness based on some indicators and variables. This is a quantitative research in which Structural Equation Modeling (SEM) was used. The research method is survey. The participants of this research are the Grade XII students of Accountancy Department of State…

  8. The Impact of ICT on Learning On-the-Job

    Science.gov (United States)

    Hortovanyi, Lilla; Ferincz, Adrienn

    2015-01-01

    Purpose: The purpose of this paper is to analyse the relationship between on-the-job learning and information and communication technology (ICT). Design/methodology/approach: Action research methodology was applied to study 62 small- and medium-sized corporations, and to interview over 200 knowledge workers and managers. The qualitative, textual…

  9. Transformative Learning Following Job Loss: A Dissertation Renewal

    Science.gov (United States)

    Benway, Robert

    2017-01-01

    This study renews a doctoral dissertation written in 2003 on transformative learning following job loss. An abbreviated literature review compares corporate and worker circumstances from the original study to the present time. Findings show that corporations choose reductions in force due to pressure from investors instead of productivity, and…

  10. Emotional intelligence, teamwork effectiveness, and job performance: the moderating role of job context.

    Science.gov (United States)

    Farh, Crystal I C Chien; Seo, Myeong-Gu; Tesluk, Paul E

    2012-07-01

    We advance understanding of the role of ability-based emotional intelligence (EI) and its subdimensions in the workplace by examining the mechanisms and context-based boundary conditions of the EI-performance relationship. Using a trait activation framework, we theorize that employees with higher overall EI and emotional perception ability exhibit higher teamwork effectiveness (and subsequent job performance) when working in job contexts characterized by high managerial work demands because such contexts contain salient emotion-based cues that activate employees' emotional capabilities. A sample of 212 professionals from various organizations and industries indicated support for the salutary effect of EI, above and beyond the influence of personality, cognitive ability, emotional labor job demands, job complexity, and demographic control variables. Theoretical and practical implications of the potential value of EI for workplace outcomes under contexts involving managerial complexity are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

  11. ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

    OpenAIRE

    Blanca Giorgiana GRAMA; Daniela Nicoleta BOTONE

    2014-01-01

    This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB). The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an u...

  12. [Job rotation in anaesthesiological care: impacts on knowledge and learning].

    Science.gov (United States)

    Jordan, Silvia; Brauner, Elisabeth

    2008-04-01

    Job rotation in anaesthesiological care is explored in this article. Based on discussions of 'high reliability organizations', and based on current theory in social and organizational psychology, we empirically investigated the impact of job rotation on knowledge management and learning. The study was conducted at the University Hospital of Innsbruck during the job training period of novice nurse anaesthetists. Qualitative interviews were conducted as well as a questionnaire administered. Data were collected between September 2003 and June 2005. Observational and interview data were combined with a questionnaire study to assess transactive memory and cooperation using a mixed-method design. Qualitative data were analyzed using GABEK, a computer-supported content analysis system; quantitative data were analyzed statistically with SPSS. Results indicate that job rotation had both positive and negative effects on knowledge and learning. On the one hand, job rotation can foster flexibility and awareness of a person's own fallibility and lack of knowledge. On the other hand, trust, group cohesion, and social meta-knowledge can be hampered by constant rotation. Consequently, stabilization and change need equal consideration when designing work in high reliability organizations.

  13. Motivation factors affecting employees job performance in selected ...

    African Journals Online (AJOL)

    Motivation can be intrinsic, such as satisfaction and feelings of achievement; or extrinsic, such as rewards, punishment, and goal obtainment. The study assessed the motivating factors affecting the job performance of two oil palm companies' ...

  14. Stressors and their Influence on Job Performance of Career ...

    African Journals Online (AJOL)

    Stressors and their Influence on Job Performance of Career Administrative Staff in ... African Research Review ... Abstract. The purpose of this study was to determine stressors and how they influence university career administrative staff in the ...

  15. Determining Mean Predicted Performance for Army Job Families

    National Research Council Canada - National Science Library

    Zeidner, Joseph

    2003-01-01

    The present study is designed to obtain mean predicted performance (MPPs) for the 9- and 17-job families, using composites based on 7 ASVAB tests, using a triple cross validation design permitting completely unbiased estimates of MPP...

  16. Organisational Climate And Teachers' Job Performance In Primary ...

    African Journals Online (AJOL)

    Organisational Climate And Teachers' Job Performance In Primary Schools In Ondo ... The instrument used to collect data was a questionnaire on organisational ... revealed that most of the schools run an open climate type of organisation.

  17. Work-family role conflict and job performance among women ...

    African Journals Online (AJOL)

    family role conflict generates some kind of stress and instability that further ... However, this relationship between work-family role conflict and low job performance is considered higher among women with more children and less spousal/family ...

  18. Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction

    NARCIS (Netherlands)

    Janssen, O.; Van Yperen, N.W.

    As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance

  19. Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction

    NARCIS (Netherlands)

    Janssen, O.; Yperen, N.W. van

    2004-01-01

    As hypothesized, data form 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contract, a performance

  20. THE EFFECT TRANSFORMATIONAL LEADERSHIP, PERSONALITY AND JOB PERFORMANCE ADMINISTRATION EMPLOYEE

    OpenAIRE

    Andinasari, Andinasari; Sujanto, Bedjo; Mukhtar, Mukhneri

    2017-01-01

    The purpose of this study was determine the effect transformational leadership, personality and job performance administration employeeUniversity of Indonesian Teachers Union of Palembang (PGRI). This research try answer problems about job performance involving of 144 administration employee had been selected from the target population of 223 employee by using quantitative approach with path analysis methods.  The reseach of conclude show (1) transformational leadership had a direct effe...

  1. Performance pay, sorting and the dimensions of job satisfaction

    OpenAIRE

    C Green; J S Heywood

    2007-01-01

    This paper investigates the influence of performance related pay on several dimensions of job satisfaction. In cross-sectional estimates, performance related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself. Yet, after accounting for worker fixed-effects, the positive associations remain and the negative association vanishes. Th...

  2. The Efficacy of Performance Appraisal to Increase Employees’ Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Iranita Hervi Mahardayani

    2016-08-01

    Full Text Available This research aims to find out the effectiveness of implementation performance appraisal toward job satisfaction of employees UMKM Bordir Dahlia in Kabupaten Kudus. Sampling was done by using population studies to 16 employees of UMKM embroidery Dahlia Kudus. The type of this research is quantitative with pra experiment approached by One group pre and posttest design method. Data analysis on this research using non parametric with different test techniques Wilcoxon t-tes. The analysis result of different test scale job satisfaction before and after handling obtained Z = - 1,268, with p = 0,205 (p>0,05, so that there is no differences on job satisfaction on employees of embroidery Dahlia before and after treatment by giving performance appraisal. It means treatment by giving performance appraisal unable to increase employees job satisfaction. Therefore, the hypothesis on this research is rejected.

  3. Storage element performance optimization for CMS analysis jobs

    International Nuclear Information System (INIS)

    Behrmann, G; Dahlblom, J; Guldmyr, J; Happonen, K; Lindén, T

    2012-01-01

    Tier-2 computing sites in the Worldwide Large Hadron Collider Computing Grid (WLCG) host CPU-resources (Compute Element, CE) and storage resources (Storage Element, SE). The vast amount of data that needs to processed from the Large Hadron Collider (LHC) experiments requires good and efficient use of the available resources. Having a good CPU efficiency for the end users analysis jobs requires that the performance of the storage system is able to scale with I/O requests from hundreds or even thousands of simultaneous jobs. In this presentation we report on the work on improving the SE performance at the Helsinki Institute of Physics (HIP) Tier-2 used for the Compact Muon Experiment (CMS) at the LHC. Statistics from CMS grid jobs are collected and stored in the CMS Dashboard for further analysis, which allows for easy performance monitoring by the sites and by the CMS collaboration. As part of the monitoring framework CMS uses the JobRobot which sends every four hours 100 analysis jobs to each site. CMS also uses the HammerCloud tool for site monitoring and stress testing and it has replaced the JobRobot. The performance of the analysis workflow submitted with JobRobot or HammerCloud can be used to track the performance due to site configuration changes, since the analysis workflow is kept the same for all sites and for months in time. The CPU efficiency of the JobRobot jobs at HIP was increased approximately by 50 % to more than 90 %, by tuning the SE and by improvements in the CMSSW and dCache software. The performance of the CMS analysis jobs improved significantly too. Similar work has been done on other CMS Tier-sites, since on average the CPU efficiency for CMSSW jobs has increased during 2011. Better monitoring of the SE allows faster detection of problems, so that the performance level can be kept high. The next storage upgrade at HIP consists of SAS disk enclosures which can be stress tested on demand with HammerCloud workflows, to make sure that the I/O-performance

  4. Fostering Entrepreneurial Learning On-the-Job

    NARCIS (Netherlands)

    Baggen, Yvette; Lans, Thomas; Biemans, Harm J.A.; Kampen, Jarl; Mulder, Martin

    2016-01-01

    As economies become more innovation-driven, the need for entrepreneurial behaviour amongst employees working for existing companies increases in order to enhance the organisations' capacity to develop new ideas, products and services. Hence, entrepreneurial learning and the development of

  5. The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero Tbk. Surabaya - Gempol branch

    Directory of Open Access Journals (Sweden)

    Noermijati Noermijati

    2015-08-01

    Full Text Available Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling. Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.

  6. Perceptions of School Principals on Participation in Professional Learning Communities as Job-Embedded Learning

    Science.gov (United States)

    Gaudioso, Jennifer A.

    2017-01-01

    Perceptions of School Principals on Participation in Professional Learning Communities as Job-Embedded Learning Jennifer Gaudioso Principal Professional Learning Communities (PPLCs) have emerged as a vehicle for professional development of principals, but there is little research on how principals experience PPLCs or how districts can support…

  7. Job Performance Aid Methods (for Job Guide Manuals and Other Formats).

    Science.gov (United States)

    James, Frank W.

    The report provides simplified instructions for writing and illustrating Job Performance Aids (JPAs). JPAs are step-by-step work instructions geared to the intellectual level of the performer and background training aids for psychological task preparedness. The first two sections of the report discuss the origin of JPAs and the principles of task…

  8. Investigating the Influences of Core Self-Evaluations, Job Autonomy, and Intrinsic Motivation on In-Role Job Performance

    Science.gov (United States)

    Joo, Baek-Kyoo; Jeung, Chang-Wook; Yoon, Hea Jun

    2010-01-01

    This study investigates the effects of core self-evaluations, job autonomy, and intrinsic motivation on employees' perceptions of their in-role job performance, based on a cross-sectional survey of 283 employees in a Fortune Global 100 company in Korea. The results suggest that employees perceived higher in-role job performance when they had…

  9. A personality trait-based interactionist model of job performance.

    Science.gov (United States)

    Tett, Robert P; Burnett, Dawn D

    2003-06-01

    Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.

  10. ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Blanca Giorgiana GRAMA

    2014-11-01

    Full Text Available This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB. The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an unfamiliar term for many managers. As far as managers are concerned they consider that organizational citizenship behavior is almost impossible to be applied in Romanian organizations. This article prezents a detailed study about Organizational Citizenship Behavior expressed by employee in health and how much of this behavior may be predicted by the age and gender of the employees from medical organizations.

  11. Investigating The Effect Of Job Stress On Performance Of Employees

    OpenAIRE

    Oyungerel Altangerel; Wang Ruimei; Ehsan Elahi; Bayandalai Dash

    2015-01-01

    Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and ...

  12. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Science.gov (United States)

    2010-07-01

    ... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount... another job, the equal pay standard cannot apply even though the jobs may be equal in all other respects...

  13. Investigating The Effect Of Job Stress On Performance Of Employees

    Directory of Open Access Journals (Sweden)

    Oyungerel Altangerel

    2015-02-01

    Full Text Available Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and majority of employees reduce their productivity and loss of interest in job due to stress. As for concern health issue eyes strain dizziness and disorder in sleep are due to job stress. According to results of logit model parameters of education experience and salary per month are statistically significant and have positive impact on employees performance but age family size no relaxation time giving to employees during working hours and work overload are statistically significant and have negative impact on employees job performance. For suggestions companies should increase salaries of employees and give reward to employees those have work overload. Workload of employees should reduce by proper work redesign and efficient management by proper allocation of job. It is also found that stress also becomes reason of several illnesses and majority of employees dont have medical facilities first aid at working place therefore it is suggested that companies should also provide medical facilities first aid for employees at work place.

  14. Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses.

    Science.gov (United States)

    AbuAlRub, Raeda Fawzi; Al-Zaru, Ibtisam Moawiah

    2008-04-01

    To investigate: (1) relationships between job stress, recognition of nurses' performance, job performance and intention to stay among hospital nurses; and (2) the buffering effect of recognition of staff performance on the 'stress-intention to stay at work' relationship. Workplace stress tremendously affects today's workforce. Recognition of nurses' performance needs further investigation to determine if it enhances the level of intention to stay at work and if it can buffer the negative effects of stress on nurses' intention to stay at work. The sample of the present study was a convenience one. It consisted of 206 Jordanian staff nurses who completed a structured questionnaire. The findings of the study indicated a direct and a buffering effect of recognition of nurses' performance on job stress and the level of intention to stay at work. The results of the study indicated the importance of recognition for outstanding performance as well as achievements. Implications for nursing management The results of this study support the need to focus on the implementation of recognition strategies in the workplace to reduce job stress and enhance retention.

  15. The Importance of the Competences Learned in the First Job

    OpenAIRE

    Bertuzi, Rui; Silva, Paulino

    2016-01-01

    This paper presents the results from a study conducted about the importance in the first job, of learned skills acquired at Business Simulation (BS) courses from the degree of Accounting and Administration at ISCAP / IPP. BS courses are part of the curriculum of the Accounting and Administration degree since 2003 and are an alternative to the internship to have access to the National Chamber of Accountants. In these courses, some important skills for the accountant profession are taught. Thes...

  16. The Effect of Organizational Culture, Leader Behavior, Self-Efficacy, and Job Satisfaction on Job Performance of The Employees

    Directory of Open Access Journals (Sweden)

    A Hussein Fattah

    2017-10-01

    Full Text Available The objective of this research is to determine the effect of organizational culture, leader behaviour, self-efficacy, and job satisfaction on the job performance of the employees of the Department of Education, Youth and Sport in Palembang city. The sample size was 120 employee and selected by random sampling techniques. The data were analyzed by path-analysis. The findings of the research show that leader behaviour, self-efficacy, and job satisfaction have the direct effect on job performance. Meanwhile, organizational culture has no direct effect on the job performance of the employees of the Department Education, Youth, and Sport in Palembang City.

  17. Proactive personality and job performance: a social capital perspective.

    Science.gov (United States)

    Thompson, Jeffery A

    2005-09-01

    This study of 126 employee-supervisor dyads examined a mediated model of the relationship between proactive personality and job performance. The model, informed by the social capital perspective, suggests that proactive employees reap performance benefits by means of developing social networks that provide them the resources and latitude to pursue high-level initiatives. Structural equation modeling suggested that the relationship between proactive personality and job performance is mediated by network building and initiative taking on the part of the employee. Copyright 2005 APA, all rights reserved.

  18. Analysis of Competencies, Job Satisfaction and Organizational Commitment as Indicators of Job Performance: A Conceptual Framework

    Science.gov (United States)

    Khan, Asad; Masrek, Mohamad Noorman; Nadzar, Fuziah Mohamad

    2015-01-01

    Like other disciplines, organizational and technological innovations have influenced the standard philosophies of librarianship. These innovations have changed the basics of information retrieval and delivery in libraries. As a result, library authorities are demanding competency-based job performance. Nonetheless, there is a scarcity of research…

  19. Investigating the Impact of Job Satisfaction/Dissatisfaction on Iranian English Teachers' Job Performance

    Science.gov (United States)

    Afshar, Hassan Soodmand; Doosti, Mehdi

    2016-01-01

    As part of a large-scale project, this study investigated the differences between satisfied and dissatisfied Iranian junior secondary school English teachers in terms of their job performance. To this end, 64 Iranian English teachers and 1774 of their students completed a validated questionnaire specifically developed to investigate EFL teachers'…

  20. Job characteristics, flow, and performance: the moderating role of conscientiousness.

    Science.gov (United States)

    Demerouti, Evangelia

    2006-07-01

    The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees.

  1. COMMUNICATION OPENNESS IN PERFORMANCE APPRAISAL SYSTEMS ENHANCING JOB SATISFACTION

    Directory of Open Access Journals (Sweden)

    ISMAIL Azman

    2014-06-01

    Full Text Available The aim of this paper is to investigate the relationship between communication openness in performance appraisal systems and job satisfaction. A survey method was employed to gather data from employees who have worked in a privatized postal company in Sarawak, Malaysia. SmartPLS version 2.0 was used to determine the validity and reliability of instrument and test the research hypotheses. The outcomes of SmartPLS path model showed that explanation and feedback were positively and significantly related to job satisfaction. This result confirms that the ability of appraisers to clearly explain the performance appraisal practices and adequately provide feedback in determining performance scores have been important predictors of appraises’ job satisfaction in the studied organization. Further, this study provides discussion, implications and conclusion.

  2. Job Demands-Control-Support model and employee safety performance.

    Science.gov (United States)

    Turner, Nick; Stride, Chris B; Carter, Angela J; McCaughey, Deirdre; Carroll, Anthony E

    2012-03-01

    The aim of this study was to explore whether work characteristics (job demands, job control, social support) comprising Karasek and Theorell's (1990) Job Demands-Control-Support framework predict employee safety performance (safety compliance and safety participation; Neal and Griffin, 2006). We used cross-sectional data of self-reported work characteristics and employee safety performance from 280 healthcare staff (doctors, nurses, and administrative staff) from Emergency Departments of seven hospitals in the United Kingdom. We analyzed these data using a structural equation model that simultaneously regressed safety compliance and safety participation on the main effects of each of the aforementioned work characteristics, their two-way interactions, and the three-way interaction among them, while controlling for demographic, occupational, and organizational characteristics. Social support was positively related to safety compliance, and both job control and the two-way interaction between job control and social support were positively related to safety participation. How work design is related to employee safety performance remains an important area for research and provides insight into how organizations can improve workplace safety. The current findings emphasize the importance of the co-worker in promoting both safety compliance and safety participation. Crown Copyright © 2011. Published by Elsevier Ltd. All rights reserved.

  3. Evaluating Robot-Operator Job Performance

    National Research Council Canada - National Science Library

    Moses, Franklin L; Brooks, Peter S; Hofmann, M; Johnson, E; Laveson, J; Zaccaro, S

    2007-01-01

    .... Tests that do include performance of the human operator often rely on qualitative observations -- observer judgments and interviews about workload, situation awareness, cognitive issues, and so on...

  4. Job Satisfaction, Effort, and Performance: A Reasoned Action Perspective

    Directory of Open Access Journals (Sweden)

    Icek Ajzen

    2011-12-01

    Full Text Available In this article the author takes issue with the recurrent reliance on job satisfaction to explain job-related effort and performance.  The disappointing findings in this tradition are explained by lack of compatibility between job satisfaction–-a very broad attitude–-and the more specific effort and performance criteria.  Moreover, attempts to apply the expectancy-value model of attitude to explore the determinants of effort and performance suffer from reliance on unrepresentative sets of beliefs about the likely consequences of these behaviors.  The theory of planned behavior (Ajzen, 1991, 2012, with its emphasis on the proximal antecedents of job effort and performance, is offered as an alternative.  According to the theory, intentions to exert effort and to attain a certain performance level are determined by attitudes, subjective norms, and perceptions of control in relation to these behaviors; and these variables, in turn, are a function of readily accessible beliefs about the likely outcomes of effort and performance, about the normative expectations of important others, and about factors that facilitate or hinder effective performance.

  5. The inner workings of performance management in danish job centers

    DEFF Research Database (Denmark)

    Pihl-Thingvad, Signe

    2016-01-01

    The paper discusses how a central Performance Management system in the Danish job centers affects the employees’ perception of accountability, autonomy, common goals and dialogue. Dysfunctional behavioral effects are explored in qualitative analyses based on 4 case studies. Results indicate...... that the expected positive effects of performance management do not materialize at the Danish job centers because focus in the implementation process gradually shifts from results to process goals. This is related to a series of dysfunctional behavioral effects which instead of creating commitment frustrate...

  6. Job Search, Networks, and Labor Market Performance of Immigrants

    OpenAIRE

    Arceo-Gómez, Eva Olimpia

    2012-01-01

    We develop an on-the-job search model in which immigrants search for jobs through formal channels or networks, and the quality of job offers differs across search methods. The model predicts networks unambiguously lead to a larger share of network jobs in job-to-job transitions, whereas the effect is ambiguous in unemployment-to-job transitions.

  7. Single machine total completion time minimization scheduling with a time-dependent learning effect and deteriorating jobs

    Science.gov (United States)

    Wang, Ji-Bo; Wang, Ming-Zheng; Ji, Ping

    2012-05-01

    In this article, we consider a single machine scheduling problem with a time-dependent learning effect and deteriorating jobs. By the effects of time-dependent learning and deterioration, we mean that the job processing time is defined by a function of its starting time and total normal processing time of jobs in front of it in the sequence. The objective is to determine an optimal schedule so as to minimize the total completion time. This problem remains open for the case of -1 < a < 0, where a denotes the learning index; we show that an optimal schedule of the problem is V-shaped with respect to job normal processing times. Three heuristic algorithms utilising the V-shaped property are proposed, and computational experiments show that the last heuristic algorithm performs effectively and efficiently in obtaining near-optimal solutions.

  8. Does Education Reform Improve Job Performance

    National Research Council Canada - National Science Library

    Wenger, J

    2003-01-01

    .... Examining military personnel data, which is a highly detailed source of information for recent high school graduate's performance, we find that the quality of Navy recruits improved during the 1990...

  9. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How is the performance of the Job Corps..., DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.975 How is the performance of the Job Corps program assessed? The performance of the Job...

  10. The investigation of the relationship between the job satisfaction and job performance of employees in furniture sector

    Directory of Open Access Journals (Sweden)

    Türkay Türkoğlu

    2017-04-01

    Full Text Available Manpower and performance of employees in furniture industry plays an important role in the quality of the products. It is necessary to ensure the job satisfaction of employees to achieve their high performance. “The Minnesota Job Satisfaction Scale” and “the Job Performance Scale” were used as data collection tools in the study. Therefore, questionnaire form was conducted on 362 employees of furniture sector. Obtained data was analyzed in SPSS program by means of Correlation and Regression Analyses, t-test and ANOVA. The result of the study shows that there is a strong relationship between job satisfaction and employees performance. While there were significant differences in job satisfaction and job performance in term of some employees’ demographic characteristics such as gender, age, educational status and seniority, it wasn’t found significant difference in marital status.

  11. Relational energy at work: Implications for job engagement and job performance.

    Science.gov (United States)

    Owens, Bradley P; Baker, Wayne E; Sumpter, Dana McDaniel; Cameron, Kim S

    2016-01-01

    Energy is emerging as a topic of importance to organizations, yet we have little understanding of how energy can be useful at an interpersonal level toward achieving workplace goals. We present the results of 4 studies aimed at developing, validating, and testing the relational energy construct. In Study 1, we report qualitative insights from 64 individuals about the experience and functioning of relational energy in the workplace. Study 2 draws from 3 employee samples to conduct exploratory and confirmatory factor analyses on a measure of relational energy, differentiating relational energy from related constructs. To test the predictive validity of the new relational energy scale, Study 3 comprises data from employees rating the level of relational energy they experienced during interactions with their leaders in a health services context. Results showed that relational energy employees experienced with their leaders at Time 1 predicted job engagement at Time 2 (1 month later), while controlling for the competing construct of perceived social support. Study 4 shows further differentiation of relational energy from leader-member exchange (LMX), replicates the positive relationship between relational energy (Time 1) and job engagement (Time 2), and shows that relational energy is positively associated with employee job performance (Time 3) through the mechanism of job engagement. We discuss the theoretical implications of our findings and highlight areas for future research. (c) 2016 APA, all rights reserved).

  12. Influence of Principals' Administrative Style on the Job Performance ...

    African Journals Online (AJOL)

    The objective was to evaluate the administrative style of secondary school principals in relation to teachers' job performance in Cross River State, Nigeria. A total of four hundred (400) teachers and one thousand two hundred (1200) students were randomly sampled for the study, using Ex-post facto research design with ...

  13. WORK-FAMILY ROLE CONFLICT AND JOB PERFORMANCE ...

    African Journals Online (AJOL)

    Prof

    This would create the psychological balance needed in both domains. On the part of the ... concern over the conflicting role of women, as both mothers/wives and workers. ... need for a study on work-family role conflict and job performance.

  14. Attitudinal and motivational factors influencing job performance of ...

    African Journals Online (AJOL)

    The study investigated the attitudinal and motivational factors influencing job performance of female extension agents in Edo State, Nigeria. A random sample of 35 female extension agents was selected for the study. Findings reveal that the majority of the respondents (57.1%) were in the age group of 31 – 40 years and ...

  15. Job Satification And Performance Of Academic Librarians In ...

    African Journals Online (AJOL)

    A survey of the examination of the factors that affect job satisfaction and performance of academic librarians was conducted on selected eight universities comprising both state and federal universities, in southwest Nigeria. Simple random sampling technique was use to select 130 respondents across the institution of study.

  16. Impact of job satisfaction on employees' performance: a case study ...

    African Journals Online (AJOL)

    This study investigated the effect of job satisfaction on employees' performance with specific focus on teachers in secondary schools in Yewa South Local Government Area, Ogun State, Nigeria. The survey research design was adopted while questionnaire was used as instrument of data collection. A total of 120 copies of ...

  17. The Effects of Job Sharing on Student Performance Literature Review.

    Science.gov (United States)

    Garman, Dorothy

    The River Forest (Illinois) District 90 wished to examine the educational literature on the effects of job sharing by teachers on student performance. This document presents a review of the literature and summarizes and synthesizes this information. Only limited information was found on this subject. However, anecdotal reports of the impact of job…

  18. Effects of Refresher Training on Job-Task Typewriting Performance.

    Science.gov (United States)

    Hagman, Joseph D.; Schendel, Joel D.

    Two groups of 15 Administrative Specialists, 7lL Military Occupational Speciality (MOS), participated in four job-task refresher training sessions designed to enhance the typewriting of military correspondence. One group performed under a study training method which allowed use of a Correspondence Manual while arranging materials into the correct…

  19. At-Risk Youth Appearance and Job Performance Evaluation

    Science.gov (United States)

    Freeburg, Beth Winfrey; Workman, Jane E.

    2008-01-01

    The goal of this study was to identify the relationship of at-risk youth workplace appearance to other job performance criteria. Employers (n = 30; each employing from 1 to 17 youths) evaluated 178 at-risk high school youths who completed a paid summer employment experience. Appearance evaluations were significantly correlated with evaluations of…

  20. Relationships between Emotional Labor, Job Performance, and Turnover

    Science.gov (United States)

    Goodwin, Robyn E.; Groth, Markus; Frenkel, Stephen J.

    2011-01-01

    The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting.…

  1. occupational stress and job performance of female bankers in bank ...

    African Journals Online (AJOL)

    DGS-FUTO

    2018-06-01

    Jun 1, 2018 ... Ebonyi State University, Abakaliki ... exists between occupational stress (role boundary, distorted ... For instance, while employees in a hotel may be stressed up ..... the job performance of the female staff of UBAPlc, Abakaliki. ... as the extent of role boundary increases, there would be an inverse decrease in.

  2. Job characteristics, flow, and performance : the moderating role of conscientiousness

    NARCIS (Netherlands)

    Demerouti, E.

    2006-01-01

    The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was

  3. Influence of reward system on job performance of librarians in ...

    African Journals Online (AJOL)

    The surest way to ensure and maintain high job performance in academic libraries is adequate use of reward system. Salaries, awards, allowances and recognitions are agents of satisfaction and motivation which helps in sustaining and transforming the entire workforce in the library. This study therefore analyzed the ...

  4. Job Attitudes and Organizational Performance When Employees Own the Company.

    Science.gov (United States)

    Long, Richard J.

    Employee ownership affects organizational integration, organizational involvement and organizational commitment. Through a framework which predicts the effects of employee ownership on job attitudes and organizational performance (Long, 1978), the effects of conversion to employee ownership at three companies with varying degrees of employee…

  5. Personality and Job Performance: Evidence of Incremental Validity.

    Science.gov (United States)

    Day, David V.; Silverman, Stanley B.

    1989-01-01

    Investigated relationship between personality variables and job performance in 43 accountants. Results indicated that, even with effects of cognitive ability taken into account, 3 personality scales (orientation toward work, degree of ascendancy, and degree and quality of interpersonal orientation) were significantly related to important aspects…

  6. Principals' Leadership Style and Staff Job Performance in Selected ...

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    data. The study findings identified 10 different leadership styles adopted by different ... or non-academic staff, and staff job performance is assessed based on the .... perspectives, firstly as a “process”, which implies that leadership requires ... changes, focusing on the long-term and the big picture, not always doing to save.

  7. Impact of emotional intelligence on job performance

    Directory of Open Access Journals (Sweden)

    Marjanca Krajnc

    2012-06-01

    Full Text Available RQ: To determine whether emotional intelligence has an impact on motivation and how this can affect work performance.Purpose: High work performance of individuals in an organization can be achieved with a high level of motivation that is directly derived from emotional intelligence. Because the impact of emotional intelligence in organizations is under-researched and is not sufficiently included in the scope of management, there is a need tofurther explore this topic.Method: Qualitative analysis in the form of interviews and quantitative analysis in the form of a survey was used in this study. Details of interviews with employees were analyzed according to the rules of qualitative methods. The data obtained in the survey were analyzed with a chi-square test.Results: The results showed that emotional intelligence has a significant impact on motivation and that emotionally motivated person works more and better.Organization: Management can take these research findings into consideration during the human resources management process, and in the procedures of a comprehensive development of individual’s personal potential. The result of the research findings can be used bymanagement, supervisors, and all employees as a method to establish better motivational climate.Society: With a similar, but wider purpose, the findings of this research can be taken into account in the wider social environment, particularly in the field of public administration and media.Originality: In Slovenian organizations, research on this topic and in this combination has not yet been performed.Limitations: The sample is small and limited to only one major successful Slovenian company. It takes into account only the influence of motivation that comes from emotional intelligence.

  8. Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan.

    Science.gov (United States)

    Chao, Ming-Che; Jou, Rong-Chang; Liao, Cing-Chu; Kuo, Chung-Wei

    2015-03-01

    Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan. © 2013 APJPH.

  9. Link between job satisfaction and financial performance

    Directory of Open Access Journals (Sweden)

    Rafaella Duarte Miranda

    2016-12-01

    Full Text Available The search for organizational continuity highlights the need for balance between concern not only for profitability but for employees as collaborators, with emphasis on the idea that efficient people build an effective company. In this way, there may be a possible reciprocity between a company's financial performance and the probability of it being classified among the best companies to work for. The purpose of this study is verify whether the financial performance of companies listed on the BM&FBovespa stock exchange influences the probability of their classification as best companies to work for in the survey of employee satisfaction carried out by the periodical Exame Você S/A. Based on statistical tests and estimation of logistic regressions, findings permit the inference that the independent variables return on equity - ROE and value added to workers/employees were statistically significant and positively correlated with an increase in the probability of the sample companies being classified as best companies to work for. In other words, the greater the profitability of the resources invested by shareholders and the greater the portion of the wealth created by the company distributed to the employees, the greater the probability of the company to be classified as one of the best companies to work for.

  10. Exploring the relationship between job quality, performance management, and career initiative : A two-level, two-actor study

    NARCIS (Netherlands)

    van Veldhoven, M.J.P.M.; Dorenbosch, L; Breugelmans, A; van de Voorde, F.C.

    2017-01-01

    This study examines how job quality and performance management influence career initiative in the workplace. Based on signaling theory and the notion of internal fit in performance management and HRM, we argue that performance management with a learning orientation further enhances career

  11. The development and validation of the On-the-job Learning Styles Questionnaire for the Nursing Profession.

    Science.gov (United States)

    Berings, Marjolein G M C; Poell, Rob F; Simons, P Robert-Jan; van Veldhoven, Marc J P M

    2007-06-01

    This paper is a report of a study to develop and test the psychometric properties of the On-the-job Learning Style Questionnaire for the Nursing Profession. Although numerous questionnaires measuring learning styles have been developed, none are suitable for working environments. Existing instruments do not meet the requirements for use in workplace settings and tend to ignore the influence of different learning situations. The questionnaire was constructed using a situation-response design, measuring learning activities in different on-the-job learning situations. Content validity was ensured by basing the questionnaire on interview studies. The questionnaire was distributed to 912 Registered Nurses working in different departments of 13 general hospitals in the Netherlands at the end of 2005. The response rate was 41% (372 questionnaires). The internal factor structure of the questionnaire was partly based on the learning activities in which nurses participate and partly on the learning situation in which they are performed. The internal consistency was good. The situation-response design of the questionnaire demonstrated its added value. Construct validity was estimated using intercorrelations between the scales, and criterion validity was estimated based on the relationships of the scales with perceived professional competence. The On-the-job Learning Styles Questionnaire for the Nursing Profession is well suited to describing nurses' learning styles in on-the-job settings and has satisfactory psychometric properties.

  12. Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement.

    Science.gov (United States)

    Wang, Hai-jiang; Lu, Chang-qin; Siu, Oi-ling

    2015-07-01

    Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low. (c) 2015 APA, all rights reserved).

  13. Relationship between meaningful work and job performance in nurses.

    Science.gov (United States)

    Tong, Ling

    2018-04-01

    The present study was designed to determine the relationship between meaningful work and job performance, and the impact of meaningful work on nursing care quality. Meaningful work has been suggested as a significant factor affecting job performance, but the relationship has never been studied in nurses in China. A descriptive correlational study was designed to assess the level of meaningful work, tasks, and contextual performance as well as their relationships. We used a stratified random-sampling approach to enrol nurses from hospitals. Multivariate regression analysis was applied to determine the relationship between meaningful work and their demographic data. There were significant, positive relationships between meaningful work and task performance and contextual performance. Education level, work unit, and employment type influenced meaningful work. The work motivation score of the nurses was lower than that of the other 2 dimensions, and a negative work motivation score negatively influenced job performance. Improving meaningful work and providing more support and assistance could improve nurse performance, thereby improving the quality of nursing care. © 2018 John Wiley & Sons Australia, Ltd.

  14. Performance criteria for emergency medicine residents: a job analysis.

    Science.gov (United States)

    Blouin, Danielle; Dagnone, Jeffrey Damon

    2008-11-01

    A major role of admission interviews is to assess a candidate's suitability for a residency program. Structured interviews have greater reliability and validity than do unstructured ones. The development of content for a structured interview is typically based on the dimensions of performance that are perceived as important to succeed in a particular line of work. A formal job analysis is normally conducted to determine these dimensions. The dimensions essential to succeed as an emergency medicine (EM) resident have not yet been studied. We aimed to analyze the work of EM residents to determine these essential dimensions. The "critical incident technique" was used to generate scenarios of poor and excellent resident performance. Two reviewers independently read each scenario and labelled the performance dimensions that were reflected in each. All labels assigned to a particular scenario were pooled and reviewed again until a consensus was reached. Five faculty members (25% of our total faculty) comprised the subject experts. Fifty-one incidents were generated and 50 different labels were applied. Eleven dimensions of performance applied to at least 5 incidents. "Professionalism" was the most valued performance dimension, represented in 56% of the incidents, followed by "self-confidence" (22%), "experience" (20%) and "knowledge" (20%). "Professionalism," "self-confidence," "experience" and "knowledge" were identified as the performance dimensions essential to succeed as an EM resident based on our formal job analysis using the critical incident technique. Performing a formal job analysis may assist training program directors with developing admission interviews.

  15. Distance Learning Skills and Responsibilities: A Content Analysis of Job Announcements 1996-2010

    Science.gov (United States)

    Rebmann, Kristen Radsliff; Molitor, Simone; Rainey, Bonnie

    2012-01-01

    Archived job advertisements from the "International Federation of Library Associations and Institutions (IFLA) LIBJOBS" mailing list (1996-2010) were examined using content analysis. Findings suggest that distance learning (DL) skillsets as job qualifications emerged in the late 1990's and continue to be relevant today. Jobs with DL…

  16. The Relationship Between Job Satisfaction and Job Performance Among Midwives Working in Healthcare Centers of Mashhad, Iran

    Directory of Open Access Journals (Sweden)

    Zahra Hadizadeh Talasaz

    2014-07-01

    Full Text Available Background and Aim: Job satisfaction represents individuals' positive or negative attitude towards their occupation. Job satisfaction is of high significance in health care field and could affects the quality of patients' health care and satisfaction. Every organization should pay considerable attention to job satisfaction and performance and continually monitor these indices. Therefore, we aimed to determine the relationship between job satisfaction and job performance of midwives, employed in health care centers of Mashhad, Iran. Methods: This descriptive correlational study was performed on 90 midwives, working in healthcare centers of Mashhad, Iran, in 2014 who were selected through multistage sampling from five healthcare centers. Data collection tools included a questionnaire to record demographic, personal and occupational data, Minnesota Job Satisfaction Questionnaire (MSQ as well as a self-structured observational checklist to measure the quality of educational, care, and communicative job performance of midwives. SPSS version 19 was used to analyze data through descriptive statistics, and also Spearman and Kruskal-Wallis tests. Results: The mean age of the participants was 39.63±6.92 years. Spearman correlation test showed a direct correlation between job satisfaction and the total score of job performance (P

  17. Organizational Justice as an Antecedent of Job Performance

    Directory of Open Access Journals (Sweden)

    Aizzat Mohd. Nasurdin

    2013-06-01

    Full Text Available The present research examines the influence of organizational justice (distributive justice and procedural justice on predicting job performance (task performance and contextual performance. Survey data were drawn from a sample of 136 customer-contact employees within the telecommunications industry in Malaysia. Results of the regression analysis illustrate that distributive justice alone has a significant and positive relationship with task performance. On the other hand, only procedural justice is found to be significantly and positively related to contextual performance. Implications of the findings and directions for future research are highlighted.

  18. Test of job performance aids for power plants. Final report

    International Nuclear Information System (INIS)

    Shriver, E.L.; Zach, S.E.; Foley, J.P. Jr.

    1982-10-01

    The objective of EPRI Research Project 1396-1 was to evaluate the applicability and effectiveness of Job Performance Aids (JPAs) in nuclear power plant situations. For over twenty years, JPAs have been developed in military situations to meet the problems of confusing, incomplete, and inaccurate procedures on maintenance jobs. Kinton, Incorporated of Alexandria, Virginia applied the military experience with JPAs to nuclear power plant situations and identified potential benefits in terms of cost reductions and improved performance. Sample JPAs were developed for Control Room Operations, Maintenance, Plant Operations, Instrumentation and Control, Health Physics, and Quality Assurance tasks (procedures) in selected nuclear plants. JPAs were also developed for a prototype condenser tube leak detection system in the design stage, as well as for generic classes of circuit breaker equipment. Based on the results of the study, the use of JPAs is recommended for plant procedures of medium to high difficulty and for those tasks performed infrequently, even if fairly simple

  19. Preparatory power posing affects nonverbal presence and job interview performance.

    Science.gov (United States)

    Cuddy, Amy J C; Wilmuth, Caroline A; Yap, Andy J; Carney, Dana R

    2015-07-01

    The authors tested whether engaging in expansive (vs. contractive) "power poses" before a stressful job interview--preparatory power posing--would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential mediators: verbal content (e.g., structure, content) and nonverbal presence (e.g., captivating, enthusiastic). As predicted, those who prepared for the job interview with high- (vs. low-) power poses performed better and were more likely to be chosen for hire; this relation was mediated by nonverbal presence, but not by verbal content. Although previous research has focused on how a nonverbal behavior that is enacted during interactions and observed by perceivers affects how those perceivers evaluate and respond to the actor, this experiment focused on how a nonverbal behavior that is enacted before the interaction and unobserved by perceivers affects the actor's performance, which, in turn, affects how perceivers evaluate and respond to the actor. This experiment reveals a theoretically novel and practically informative result that demonstrates the causal relation between preparatory nonverbal behavior and subsequent performance and outcomes. (c) 2015 APA, all rights reserved).

  20. Influence of higher order need strenght and job characteristics on job performance

    Directory of Open Access Journals (Sweden)

    C. J. H. Blignaut

    1975-11-01

    Full Text Available Contemporary theories of work motivation are classified according to (1 those based on the underlying assumption that all individuals posses higher level need, are capable of satisfying and will indeed satisfy such needs provided the job situation incorporates the conditions or characteristics that make satisfaction possible and (2 those theories suggesting that an individual may or may not be motivated by certain job characteristics depending on whether he in fact has specific (higher level needs to be fulfilled and whether he views the job situation as conductive to need satisfaction. 126 Subjects employed by a chemical industry took part in an experiment designed to test the basic assumptions underlying the aforementioned theories. Data relating to higher order need satisfaction, the psychological value of job content and job performance served as input to a 2X2 factorial analysis. Results indicate that only the psychological value of job content represented a significant source of variation (p is smaller as ,01 - a finding which favours category (1 theories to a large extent. No significant interaction between the latter source of variation and higher order need satisfaction could be found. Opsomming Kontemporêre motiveringsteorieë in die Bedryfsielkunde word geklassifiseer in twee groepe naamlik (1 dié wat berus op die basiese aanname dat alle werknemers hoëvlak behoeftes het en die bevrediging daarvan sal nastreef solank die inhoud van die werk dit moontlik maak en (2 dié wat op die aanname berus dat sielkundig gunstige werksinhoud waarskynlik hoëvlak behoeftebevrediging tot gevolg sal hê, afhangende van hoe die individu die werksituasie waarneem. 126 Werknemers in 'n Suid-Afrikaanse chemiese nywerheid is by 'n eksperiment betrek waarin bogenoemde basiese aannames teenoor mekaar gestel is. Data ten opsigte van die sielkundige waarde van werksinhoud, hoëvlak behoeftebevrediging en werksprestasie dien as inset tot 'n 2x2 faktoriale

  1. Job crafting and performance of Dutch and American health care professionals

    NARCIS (Netherlands)

    Gordon, H.J.; Demerouti, E.; Le Blanc, P.M.; Bipp, T.

    2015-01-01

    We explore how job demands and job resources are related to job crafting, and how this, in turn, is related to performance in two samples of American (US; N = 70) and Dutch (NL; N = 144) health care professionals (HCP). A cross-sectional, cross-cultural design revealed that US HCP have higher job

  2. The Impact of Workplace Learning on Job Satisfaction in Small US Commercial Banks

    Science.gov (United States)

    Rowden, Robert W.; Conine, Clyde T., Jr.

    2005-01-01

    Purpose: This study aims to examine workplace learning and job satisfaction in small, commercial US banks. Design/methodology/approach: Survey data collection with correlational procedure. Findings: The study found a statistically significant relationship between the workplace learning variables and the job satisfaction variables. Research…

  3. The Impact of Values-Job Fit and Age on Work-Related Learning

    Science.gov (United States)

    Van Den Ouweland, Loth; Van den Bossche, Piet

    2017-01-01

    Research shows that both individual and job-related factors influence a worker's work-related learning. This study combines these factors, examining the impact of fit between one's work values and job characteristics on learning. Although research indicates that fit benefits multiple work-related outcomes, little is known about the impact of fit…

  4. Job insecurity and job performance : the moderating role of organizational justice and the mediating role of work engagement

    NARCIS (Netherlands)

    Wang, H.; Lu, C.Q.; Siu, O.L.

    2015-01-01

    Organizational justice has been shown to play an important role in employees’ affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees’ performance, and examined the

  5. Emotional Intelligence and job performance: Evidence from railroad industry

    Directory of Open Access Journals (Sweden)

    Masoumeh Bahmanabadi

    2014-08-01

    Full Text Available This paper presents an empirical investigation to study the relationship between emotional intelligence and job performance in railroad industry. The study uses two questionnaires, one for measuring emotional intelligence adopted from Salovey and Mayer (1989 [Salovey, P., & Mayer, J. D. (1989. Emotional intelligence. Imagination, Cognition and Personality, 9(3, 185-211.] and the other one for measuring job performance. The study selects 300 full time employees who work for railroad industry in city of Tehran, Iran, distributes two questionnaires among the employees and managed to collect all filled ones. Using Spearman correlation, the study has determined a positive and meaningful relationship between emotional intelligence and job performance (r = 0.796, Sig. = 0.000. In addition, there were positive and meaningful relationships between four components of emotional intelligence, namely consciousness (r = 0.642, Sig. = 0.000, self-regulation (r = 0.41, Sig. = 0.000, self-awareness ( r = 0.552, Sig. = 0.000 and social skills (r = 0.524, Sig. = 0.000.

  6. The Mediating Role of Job Satisfaction on the Relationship between Teachers' Perceptions of Supervisor Support and Job Performances

    Science.gov (United States)

    Uzun, Tevfik; Ozdem, Güven

    2017-01-01

    The main purpose of this study is to examine the relationship between teachers' perceptions of supervisor support and job performances and the mediating role of job satisfaction in this relationship. The study group consists of 206 teachers working in the public high schools in the Giresun province centre during the 2016-2017 academic year. The…

  7. Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study

    Directory of Open Access Journals (Sweden)

    Leticia Gomes Maia

    2015-07-01

    Full Text Available The goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commitment, and job performance. This paper reports the findings of a longitudinal quanti-qualitative study conducted with newcomers over three years. We identified four trajectories of commitment development: Learning to Love, High Match, Honeymoon Hangover and Learning to Hate. The last one is originally proposed in this study, and it is represented by individuals who began work highly committed to the organization, but then their commitment levels decreased dramatically over time. We discuss some characteristics associated with these trajectories. Our results corroborate the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our findings about the relationship between commitment and job performance were different according to the trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and Honeymoon Hangover contradict it. We offer and discuss some possible explanations for these findings.

  8. Job Performance and Gender Factors of Administrative Staff in South West Nigeria Universities

    Science.gov (United States)

    Olorunsola, E. O.

    2012-01-01

    This study examines the level of administrative staff job performance in South West Nigerian universities and also investigates whether the administrative staff job performance is related to their sexual characteristics. An instrument titled Job Performance Questionnaire (JPQ) was used to collect the data and was administered 400 subjects in…

  9. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

  10. Expatriate job performance in Greater China: Does age matter?

    DEFF Research Database (Denmark)

    Selmer, Jan; Lauring, Jakob; Feng, Yunxia

    to expatriates in Chinese societies. It is possible that older business expatriates will receive more respect and be treated with more deference in a Chinese cultural context than their apparently younger colleagues. This may have a positive impact on expatriates’ job performance. To empirically test...... this presumption, business expatriates in Greater Chine were targeted by a survey. Controlling for the potential bias of a number of background variables, results indicate that contextual/managerial performance, including general managerial functions applied to the subsidiary in Greater China, had a positive...

  11. Modeling the Direct and Indirect Determinants of Different Types of Individual Job Performance

    National Research Council Canada - National Science Library

    Johnson, Jeff W; Duehr, Emily E; Hezlett, Sarah A; Muros, John P; Ferstl, Kerri L

    2008-01-01

    Despite the importance of citizenship performance and adaptive performance to Army junior commissioned officer job performance, there has been very little published research studying these constructs...

  12. CSR organisational taxonomy and job characteristics on performance: SME case studies

    Directory of Open Access Journals (Sweden)

    Thanalechumy Seeramulu

    2017-05-01

    Full Text Available This study examines the relationship between the CSR of organizational structure and job characteristics that influence employee job performance in the Malaysian context. Hence, it is important to study and analyze these two factors within the CSR taxonomy describing how these factors significantly influence employee job performance and to make recommendations how performance can be promoted among employees. This paper is based on a quantitative research approach where responses were gathered from the working population within Malaysia SMEs. The results from this study will help to point out the influence of these factors on the employee job performance and provide guidance to an organization for which these aspects should be emphasized in order to increase employees’ job performance to align performance with organizational goals. The analysis includes two dimensions of CSR taxonomy of organizational structure namely, centralization and formalization, as well as a set of five dimensions of job characteristics, such as task identity, task significance, skill variety, autonomy and feedback. The results of these findings show that job characteristics such as task significance, autonomy, feedback, and skill variety, positively influence job performance with autonomy having highest predictive power on job performance. The results of these findings reveal that the organizational structure does not contribute to the prediction of job performance even though a significant positive correlation exists between the structure and job performance in the Pearson correlation coefficient test. Therefore, this study will enrich the existing knowledge in the area of human resource management by focusing on job performance management.

  13. 34 CFR 692.30 - How does a State administer its community service-learning job program?

    Science.gov (United States)

    2010-07-01

    ...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of... Administer Its Community Service-Learning Job Program? § 692.30 How does a State administer its community service-learning job program? (a)(1) Each year, a State may use up to 20 percent of its allotment for a...

  14. Construction Professionals Job Performance and Characteristics: A Comparison of Indigenous and Expatriate Construction Companies in Nigeria

    Directory of Open Access Journals (Sweden)

    Henry Ndubuisi Onukwube

    2011-06-01

    Job performance is considered one of the most important constructs in human resources management because it helps to explain the value and utility that each employee adds to the organisation. The professionals in the Nigerian construction companies are not exception to the perceived low job performance rate within the industry. Extant literature points to the fact that job characteristics of employees can account for variance in their job performance rate.This study compares the job performance rate and job characteristics of construction professionals in indigenous and expatriate construction companies with a view to establish a relationship between job performance and job characteristics of construction professionals. A total of 762 questionnaires were collected and used for the study.  Eighty one (81 construction companies, 50 (62% indigenous and 31 (38% expatriate were selected using stratified random sampling technique. Data collected were analysed using mean item score, spearman rank correlation, linear regression analysis where appropriate. Findings of the study revealed that the relationship between job characteristics and job performance of construction professionals in construction companies in Nigeria is positive but low and the correlation coefficient is higher in expatriate construction companies. Based on the above finding, the study recommends that construction companies in Nigeria should endeavour and improve on their current core job dimensions (task significance, skill variety, task identity, autonomy and feedback inherent in various jobs designed within their respective organizations as this will constitute as one of the variants that will improve the job performance rate of construction professionals.

  15. The relationships among nurses' job characteristics and attitudes toward web-based continuing learning.

    Science.gov (United States)

    Chiu, Yen-Lin; Tsai, Chin-Chung; Fan Chiang, Chih-Yun

    2013-04-01

    The purpose of this study was to explore the relationships between job characteristics (job demands, job control and social support) and nurses' attitudes toward web-based continuing learning. A total of 221 in-service nurses from hospitals in Taiwan were surveyed. The Attitudes toward Web-based Continuing Learning Survey (AWCL) was employed as the outcome variables, and the Chinese version Job Characteristic Questionnaire (C-JCQ) was administered to assess the predictors for explaining the nurses' attitudes toward web-based continuing learning. To examine the relationships among these variables, hierarchical regression was conducted. The results of the regression analysis revealed that job control and social support positively associated with nurses' attitudes toward web-based continuing learning. However, the relationship of job demands to such learning was not significant. Moreover, a significant demands×job control interaction was found, but the job demands×social support interaction had no significant relationships with attitudes toward web-based continuing learning. Copyright © 2013 Elsevier Ltd. All rights reserved.

  16. Transformational, Transactional Leadership Styles and Job Performance of Academic Leaders

    Science.gov (United States)

    Mahdinezhad, Maryam; Bin Suandi, Turiman; bin Silong, Abu Daud; Omar, Zoharah Binti

    2013-01-01

    In higher learning education, the performance is influenced by many factors. Effective leadership has an imperative role in the better performance and growth of the organization. Yet, several performance efforts were unsuccessful as a result of factors such as satisfactory leadership style of leaders. This study was carried out to identify the…

  17. The moderating role of employee positive well being on the relation between job satisfaction and job performance.

    Science.gov (United States)

    Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

    2007-04-01

    This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, pjob satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. Copyright (c) 2007 APA, all rights reserved.

  18. Job Performance Tests for CH-53E Helicopter Mechanics. Volume 2: Administrative Duties and Job Knowledge Tests

    Science.gov (United States)

    1992-01-01

    SUBTmI.E 5 FU.NDING NUMBERS Job Performance Tests for CII-53E Helicopter Miechanacs - Volume I1: Admiutstrative Duties and Job Knowlede Tests C - N...performance measures to Marine Corps personnel managers . training instructors, and interested researchers who may find them useful. This work comprises...Corps personnel managers , training instructors, and interested researchers who may find them useful. 3. This work comprises two parts: volume I

  19. Self-efficacy as predictor of job performance of public secondary ...

    African Journals Online (AJOL)

    The study investigated the level of job performance and self-efficacy of public secondary school teachers in Osun State. It also examined self-efficacy as a predictor of teachers' job performance with a view to enhancing job productivity. The study adopted survey design. The population consisted of public secondary school ...

  20. Levels of Job Satisfaction and Performance of Sports Officers in Lagos State Secondary Schools

    Science.gov (United States)

    Onifade, Ademola; Keinde, Idou; Kehinde, Eunice

    2009-01-01

    The purpose of this paper was to examine the relationship between job satisfaction levels of sports officers and sports performance of secondary schools in Lagos State. Data were collected from 200 subjects across 10 Local Education Districts. Job Descriptive Index was used to determine job satisfaction while performance in the Principals' Soccer…

  1. Developing Measures of Job Performance for Support Staff in Housing Services for People with Intellectual Disabilities

    Science.gov (United States)

    Hatton, Chris; Wigham, Sarah; Craig, Jaime

    2009-01-01

    Background: There is an absence of research concerning the assessment of housing support worker job performance, particularly in the development of job performance measures that reflect the priorities of people with intellectual disabilities and their families. Method: A worker-oriented job analysis method was used to develop four short job…

  2. The Relationship between Followership Style and Job Performance in Botswana Private Universities

    Science.gov (United States)

    Oyetunji, Christianah O.

    2013-01-01

    This paper describes the followership style and job performance in Botswana private universities. Attempt was made to determine if there is a significant relationship between followership styles in relation to job performance. A total of 102 randomly selected lecturers from the two private universities completed followership and job performance…

  3. 29 CFR 1620.16 - Jobs requiring equal effort in performance.

    Science.gov (United States)

    2010-07-01

    ..., however, that men and women are working side by side on a line assembling parts. Suppose further that one... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which...

  4. Job crafting at the team and individual level: Implications for work engagement and performance

    NARCIS (Netherlands)

    Tims, M.; Bakker, A.B.; Derks, D.; Rhenen, van W.

    2013-01-01

    Previous research suggests that employee job crafting is positively related to job performance through employee work engagement. The present study expands this individual-level perspective to the team level by hypothesizing that team job crafting relates positively to team performance through team

  5. The E-learning system used in the civil servants' job-training

    Science.gov (United States)

    Yang, Rui; Ruan, Jianhai

    The Chinese government is pursuing e-learning policies which makes job-training with a knowledge-based society. To explain more fully the important role of the e-learning environment, this article undertakes some typical examples of the governments' job-training under e-learning environment. The main problems in servants' job-training in China are the low quantity in the servants' training, short of restriction, the uniform manner in the training and less fairness and availability of opportunities for educational training. In order to develop the e-learning system, the civil servant's job-training policies are provided and the measures of the effective e-learning system are designed.

  6. The Paradox of Authentic Selves and Chameleons: Self-monitoring, Perceived Job Autonomy and Contextual Performance

    OpenAIRE

    Giuseppe. Soda; Lorenzo. Bizzi

    2011-01-01

    We investigate how self-monitoring combines with the degree of perceived job autonomy to affect contextual performance. We explore both a mediation model, built on theories on individual differences in the perception of job characteristics, and a moderation model, built on theories of the interaction between personality and perceived job situation. Empirical evidence suggests that self-monitoring and perceived job autonomy significantly predict contextual performance. In addition, an inter...

  7. The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach.

    Science.gov (United States)

    Sun, Tao; Zhao, Xiao Wen; Yang, Li Bin; Fan, Li Hua

    2012-01-01

    The objective of this study was to provide empirical evidence on the relationships between psychological capital, job embeddedness and performance. This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices. Psychological capital was recently identified as a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on job embeddedness and performance among nursing personnel. Questionnaires were distributed to approximately 1000 nurses employed in five university hospitals in Heilongjiang province in China. Data were collected in november 2009. the response rate was 73·3%. structural equation modelling was employed to test the proposed relationships. The results support the hypothesized model. This research outlined a strong relationship between the self-reported psychological capital, job embeddedness and performance of the nurses. The study findings suggest that improving the individual-accumulated psychological state of nurses will have a positive impact on their retention intention and job performance. These findings suggest that higher psychological capital increases the self-reported job embeddedness and performance of these nurses. © 2011 Blackwell Publishing Ltd.

  8. The Impact of Performance Appraisal, Reward System, Job Stress, and Work Life Conflict to Employee Performance

    OpenAIRE

    Rumambie, Yuliana Fransisca

    2014-01-01

    Employee Performance is an important part in a company or organization. It plays a very important role in an organization because performance of the company or organization largely depends on the performance of its employee. Recently, organizations realize that there are several factors that can affect employee performance. Several factors that can considered as the major determinants of employee performance, such as Performance Appraisal, Reward System, Job Stress, and Work life conflict. Th...

  9. The big five personality traits and individual job performance growth trajectories in maintenance and transitional job stages.

    Science.gov (United States)

    Thoresen, Carl J; Bradley, Jill C; Bliese, Paul D; Thoresen, Joseph D

    2004-10-01

    This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories--or systematic patterns of performance growth--in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated with between-person differences in total sales, whereas only conscientiousness predicted performance growth. In the transitional sample, agreeableness and openness to experience predicted overall performance differences and performance trends. All effects remained significant with job tenure statistically controlled. Possible explanations for these findings are offered, and theoretical and practical implications of findings are discussed. (c) 2004 APA, all rights reserved

  10. Exposure to Psychological Aggression at Work and Job Performance: The Mediating Role of Job Attitudes and Personal Health.

    Science.gov (United States)

    Schat, Aaron; Frone, Michael R

    2011-01-01

    Despite the growing literature on workplace aggression and the importance of employee performance at work, few studies have examined the relation between workplace aggression and job performance. The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. Based on Conservation of Resources theory and prior research, a model was developed and tested in which overall job attitudes (i.e., job satisfaction and organizational commitment) and overall personal health (i.e., physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a national probability sample of US workers (N = 2376) and the model was tested using structural equation modelling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work.

  11. Job anxiety, work-related psychological illness and workplace performance

    OpenAIRE

    Jones, Melanie; Latreille, Paul L.; Sloane, Peter J.

    2016-01-01

    This paper uses matched employee-employer data from the British Workplace Employment Relations Survey (WERS) 2004 to examine the determinants of employee job anxiety and work-related psychological illness. Job anxiety is found to be strongly related to the demands of the job as measured by factors such as occupation, education and hours of work. Average levels of employee job anxiety, in turn, are positively associated with work-related psychological illness among the workforce as reported by...

  12. Conditions of job performance quality during nuclear reactor maintenance

    International Nuclear Information System (INIS)

    Babos, K.; Takacs, J.

    1991-01-01

    The education and training programs of the maintenance personnel at the Paks Nuclear Power Plant, Hungary are described. In addition to well trained personnel, the conditions of job quality involves the preparation of job by proper check lists and availability of documentation, and the inspection and checking of the accomplishment of job tasks. Such an inspection procedure is proposed. (R.P.) 2 figs

  13. PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

    Directory of Open Access Journals (Sweden)

    Aginta Chairunnisa Sinulingga

    2018-03-01

    Full Text Available The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

  14. "You Have Enough Problems Pop Up, You Start to Learn": Contradictions Encountered in Learning a New Job

    Science.gov (United States)

    Olson, Joann S.; Kim, Junghwan; Hwang, Jihee

    2017-01-01

    This article explores the workplace learning experiences of professional staff at a small private college who changed jobs, primarily due to a departmental reorganization. In many cases, the emerging jobs were ill-defined, and participants found it challenging to be released from the responsibilities of their previous positions. A…

  15. Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

    OpenAIRE

    Seddigh, Aram; Berntson, Erik; Platts, Loretta G.; Westerlund, Hugo

    2016-01-01

    This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the c...

  16. Age and Expatriate Job Performance in Greater China

    DEFF Research Database (Denmark)

    Selmer, Jan; Lauring, Jakob; Feng, Yunxia

    2009-01-01

    a positive impact on expatriates' job performance. Therefore, the purpose of this paper is toexamine the association between the age of business expatriates and their work performance in a Chinese cultural setting. Design/methodology/approach - Controlling for the potential bias of a number of background......, companies should not discriminate against older candidatesin expatriate selection for Greater China. Furthermore, older expatriates destined for a Chinesecultural context could be trained how to exploit their age advantage. Originality/value - In contrast to previous studies, this investigation attempts...... to match a certain personal characteristic of expatriates with a specific host culture. The results have implications for and contribute to the literature on expatriate selection as well as to the body of research on crosscultural training....

  17. E-Learning--Engineering, On-Job Training and Interactive Teaching

    Science.gov (United States)

    Silva, Anderson, Ed.; Pontes, Elvis, Ed.; Guelfi, Adilson, Ed.; Kofuji, Sergio Takeo, Ed.

    2012-01-01

    Chapters in this book include: (1) Courseware Adaptation to Learning Styles and Knowledge Level (Boyan Bontchev and Dessislava Vassileva); (2) Assisted On-Job Training (Claudio Teixeira and Joaquim Sousa Pinto); (3) Self-Directed Learning Readiness Factors in Physicians for Implementing E-Learning in the Continuing Medical Education Programs…

  18. Using the job demands-resources model to predict burnout and performance

    NARCIS (Netherlands)

    Bakker, A.B.; Demerouti, E.; Verbeke, W.

    2004-01-01

    The job demands-resources (JD-R) model was used to examine the relationship between job characteristics, burnout, and (other-ratings of) performance (N = 146). We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important antecedents of the exhaustion

  19. An Analysis of Person-Job Fit, Job Satisfaction, and Student Academic Performance

    Science.gov (United States)

    Westfall, Richard E., Jr.

    2012-01-01

    The major purpose of this study was to analyze the relationship between person-job fit in new teacher hires, those teachers' perceptions of job satisfaction and the resulting student academic achievement. The survey of teachers and principals was conducted by the Texas Public Schools Research Network (TPSRN). TPSRN received over 729 responses from…

  20. Biomechanical modelling and evaluation of construction jobs for performance improvement.

    Science.gov (United States)

    Parida, Ratri; Ray, Pradip Kumar

    2012-01-01

    Occupational risk factors, such as awkward posture, repetition, lack of rest, insufficient illumination and heavy workload related to construction-related MMH activities may cause musculoskeletal disorders and poor performance of the workers, ergonomic design of construction worksystems was a critical need for improving their health and safety wherein a dynamic biomechanical models were required to be empirically developed and tested at a construction site of Tata Steel, the largest steel making company of India in private sector. In this study, a comprehensive framework is proposed for biomechanical evaluation of shovelling and grinding under diverse work environments. The benefit of such an analysis lies in its usefulness in setting guidelines for designing such jobs with minimization of risks of musculoskeletal disorders (MSDs) and enhancing correct methods of carrying out the jobs leading to reduced fatigue and physical stress. Data based on direct observations and videography were collected for the shovellers and grinders over a number of workcycles. Compressive forces and moments for a number of segments and joints are computed with respect to joint flexion and extension. The results indicate that moments and compressive forces at L5/S1 link are significant for shovellers while moments at elbow and wrist are significant for grinders.

  1. Why job autonomy matters for young companies' performance: company maturity as a moderator between job autonomy and company performance

    NARCIS (Netherlands)

    Preenen, P.T.Y.; Howaldt, J.; Oeij, P.R.A.; Dhondt, S.; Kraan, K.O.; Jansen, E.

    2016-01-01

    Although the positive impact of job autonomy has been widely shown for individual-level employee outcomes, research on job autonomy and company-level outcomes has been surprisingly scarce. Therefore, among 3,311 companies in the Netherlands, we investigate the relationship between employees' job

  2. Training, job satisfaction and workplace performance in Britain: evidence from WERS 2004

    OpenAIRE

    Jones, Melanie K.; Jones, Richard J.; Latreille, Paul L.; Sloane, Peter J.

    2008-01-01

    This paper analyses the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS). Several measures of performance are analysed including absence, quits, financial performance, labour productivity and product quality. While there is clear evidence that training is positively associated with job satisfaction, and job satisfaction in turn is positively associated with most measures of performance, the relationship...

  3. The Effect of Job Performance Aids on Quality Assurance

    Energy Technology Data Exchange (ETDEWEB)

    Fosshage, Erik [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States). System Surety Engineering

    2014-06-01

    Job performance aids (JPAs) have been studied for many decades in a variety of disciplines and for many different types of tasks, yet this is the first known research experiment using JPAs in a quality assurance (QA) context. The objective of this thesis was to assess whether a JPA has an effect on the performance of a QA observer performing the concurrent dual verification technique for a basic assembly task. The JPA used in this study was a simple checklist, and the design borrows heavily from prior research on task analysis and other human factors principles. The assembly task and QA construct of concurrent dual verification are consistent with those of a high consequence manufacturing environment. Results showed that the JPA had only a limited effect on QA performance in the context of this experiment. However, there were three important and unexpected findings that may draw interest from a variety of practitioners. First, a novel testing methodology sensitive enough to measure the effects of a JPA on performance was created. Second, the discovery that there are different probabilities of detection for different types of error in a QA context may be the most far-reaching results. Third, these results highlight the limitations of concurrent dual verification as a control against defects. It is hoped that both the methodology and results of this study are an effective baseline from which to launch future research activities.

  4. Crafting in context: Exploring when job crafting is dysfunctional for performance effectiveness.

    Science.gov (United States)

    Dierdorff, Erich C; Jensen, Jaclyn M

    2018-05-01

    Job crafting theory purports that the consequences of revising one's work role can be simultaneously beneficial and detrimental. Previous research, however, has almost exclusively emphasized the beneficial outcomes of job crafting. In the current study, we proposed dysfunctional consequences of crafting for performance-related outcomes in the form of a U-shaped relationship between job crafting and performance effectiveness (managerial ratings of job proficiency and peer ratings of citizenship behavior). We further predicted that elements of the task context (autonomy and ambiguity) and the social context (interdependence and social support) moderate these curvilinear relationships. Consistent with previous research, job crafting displayed positive and linear effects on work-related attitudes (job satisfaction and affective commitment). Consistent with our predictions, moderate levels of crafting were associated with dysfunctional performance-related outcomes and features of work context either exacerbated or dissipated these dysfunctional consequences of job crafting for individuals. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  5. Understanding well-being and learning of Nigerian nurses: a job demand control support model approach.

    Science.gov (United States)

    van Doorn, Yvonne; van Ruysseveldt, Joris; van Dam, Karen; Mistiaen, Wilhelm; Nikolova, Irina

    2016-10-01

    This study investigated whether Nigerian nurses' emotional exhaustion and active learning were predicted by job demands, control and social support. Limited research has been conducted concerning nurses' work stress in developing countries, such as Nigeria. Accordingly, it is not clear whether work interventions for improving nurses' well-being in these countries can be based on work stress models that are developed in Western countries, such as the job demand control support model, as well as on empirical findings of job demand control support research. Nurses from Nurses Across the Borders Nigeria were invited to complete an online questionnaire containing validated scales; 210 questionnaires were fully completed and analysed. Multiple regression analysis was used to test the hypotheses. Emotional exhaustion was higher for nurses who experienced high demands and low supervisor support. Active learning occurred when nurses worked under conditions of high control and high supervisor support. The findings suggest that the job demand control support model is applicable in a Nigerian nursing situation; the model indicates which occupational stressors contribute to poor well-being in Nigerian nurses and which work characteristics may boost nurses' active learning. Job (re)design interventions can enhance nurses' well-being and learning by guarding nurses' job demands, and stimulating job control and supervisor support. © 2016 John Wiley & Sons Ltd.

  6. The big five personality dimensions and job performance

    Directory of Open Access Journals (Sweden)

    S. Rothmann

    2003-10-01

    Full Text Available The objective of this research was to determine the relationship between personality dimensions and job performance. A cross-sectional survey design was used. The study population consisted of 159 employees of a pharmaceutical company. The NEO-Personality Inventory – Revised and Performance Appraisal Questionnaire were used as measuring instruments. The results showed that Emotional Stability, Extraversion, Openness to Experience and Conscientiousness were related to task performance and creativity. Three personality dimensions, namely Emotional Stability, Openness to Experience and Agreeableness, explained 28% of the variance in participants’ management performance. Opsomming Die doelstelling van hierdie navorsing was om die verband tussen persoonlikheidsdimensies en werksprestasie te bepaal. ‘n Eenmalige dwarsdeursnee-ontwerp is gebruik. Die ondersoekgroep het bestaan uit 159 werknemers binne ‘n farmaseutiese organisasie. Die NEO-Personality Inventory – Revised en die Prestasiebeoordelingsvraelys is as meetinstrumente gebruik. Die resultate het aangetoon dat Emosionele Stabiliteit, Ekstroversie en Konsensieusheid met taakverrigting en kreatiwiteit verband hou. Drie persoonlikheidsdimensies, naamlik Emosionele Stabiliteit, Openheid vir Ervaring en Inskiklikheid, het 28% van die variansie in bestuursprestasie (soos beoordeel deur toesighouers voorspel.

  7. Working mothers: Family-work conflict, job performance and family/work variables

    OpenAIRE

    Cynthia J Patel; Vasanthee Govender; Zubeda Paruk; Sarojini Ramgoon

    2006-01-01

    The present study examined the relationship between family-work conflict, job performance and selected work and family characteristics in a sample of working mothers employed at a large retail organization. The hypothesis of a negative relationship between family-work conflict and job performance was rejected. Married women reported significantly higher family-work conflict than unmarried women, while women in the highest work category gained the highest job performance rating. More than half...

  8. 29 CFR 785.12 - Work performed away from the premises or job site.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Work performed away from the premises or job site. 785.12... of Principles Employees âsuffered Or Permittedâ to Work § 785.12 Work performed away from the premises or job site. The rule is also applicable to work performed away from the premises or the job site...

  9. Performative Tools and Collaborative Learning

    DEFF Research Database (Denmark)

    Minder, Bettina; Lassen, Astrid Heidemann

    of performative tools used in transdisciplinary events for collaborative learning. The results of this single case study add to extant knowledge- and learning literature by providing the reader with a rich description of characteristics and learning functions of performative tools in transdisciplinary events......The use of performative tools can support collaborative learning across knowledge domains (i.e. science and practice), because they create new spaces for dialog. However, so far innovation literature provides little answers to the important discussion of how to describe the effects and requirements...... and a description of how they interrelate with the specific setting of such an event. Furthermore, they complement previous findings by relating performative tools to collaborative learning for knowledge intensive ideas....

  10. Influencing Work-Related Learning: The Role of Job Characteristics and Self-Directed Learning Orientation in Part-Time Vocational Education

    Science.gov (United States)

    Gijbels, David; Raemdonck, Isabel; Vervecken, Dries

    2010-01-01

    Based on the Demand-Control-Support (DCS) model, the present paper aims to investigate the influence of job characteristics such as job demands, job control, social support at work and self-directed learning orientation on the work-related learning behaviour of workers. The present study was conducted in a centre for part-time vocational education…

  11. The Effects of Level of Training on Employee Perceived Empowerment, Commitment and Job Performance

    National Research Council Canada - National Science Library

    Backeberg, Pamela

    2001-01-01

    .... The purpose of this study was to determine the effects of level of training on employees' perceived psychological empowerment, commitment, and resultant job performance within the hospitality industry...

  12. Emotional intelligence and job performance: The mediating role of work-family balance.

    Science.gov (United States)

    Weinzimmer, Laurence G; Baumann, Heidi M; Gullifor, Daniel P; Koubova, Veronika

    2017-01-01

    In this study, we examine the dynamics between emotional intelligence, work-family balance, and job performance. A review of the literature to date has shown distinct relationships between emotional intelligence to job performance and work-family balance to job performance. We utilize a sample of 233 respondents to empirically test our set of hypotheses that contend work-family balance mediates the relationship between emotional intelligence and job performance. Our results support these hypotheses. Practical implications and directions for future research are discussed.

  13. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Science.gov (United States)

    2010-04-01

    ... Provisions § 670.980 What are the indicators of performance for Job Corps? (a) At a minimum, the performance... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the indicators of performance for Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION...

  14. The Association between Meditation Practice and Job Performance: A Cross-Sectional Study.

    Directory of Open Access Journals (Sweden)

    Koichiro Shiba

    Full Text Available Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1 estimate the prevalence of meditation practice, (2 identify the characteristics of individuals who practice meditation, and (3 examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30,665 practiced meditation; these individuals were younger and had a higher education, higher household income, higher stress level, and lower body mass index than those who did not practice meditation. The results of Study 2 (n = 1,470 indicated that meditation practice was significantly predictive of work engagement (β = 0.112, p < .001, subjective job performance (β = 0.116, p < .001, and job satisfaction (β = 0.079, p = .002, even after adjusting for covariates (β = 0.083, p < .001; β = 0.104, p < .001; β = 0.060, p = .015, respectively. The results indicate that meditation practice may positively influence job performance, including job satisfaction, subjective job

  15. Need Satisfaction at Work, Job Strain, and Performance: A Diary Study.

    Science.gov (United States)

    De Gieter, Sara; Hofmans, Joeri; Bakker, Arnold B

    2017-08-24

    We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  16. Hospital nurse job attitudes and performance: the impact of employment status.

    Science.gov (United States)

    Chu, Cheng-I; Hsu, Yao-Feng

    2011-03-01

    According to the 2007 Taiwan Labor Front Human Resources Report, as much as 47.6% of nurses at some public hospitals were contracted rather than full time. Furthermore, turnover rates for contract nurses were found to be as high as five to eight times of those for full-time nurses. Because high turnover rates are likely to induce negative impacts on the stability of care provided in the absence of staffing continuity, the association between nursing employment arrangement and nursing care quality is attracting greater attention. This study was designed to investigate the work status of contract versus full-time nurses at a public hospital in Taiwan and to examine the impact of such on work-related attitudes, organizational citizenship behavior, and job performance. Samples were recruited from a public hospital in Taiwan. In addition to self-rated items, researchers used supervisor-rated structured questionnaires for job performance to attenuate the possible effect of common method bias. The study investigated the impact of hospital nurse employment status on work-related attitudes, organizational citizenship behavior, and job performance using a regression model that included the critical work-related attitudes variables of job satisfaction and organizational commitment. Study findings included the following: (a) organizational commitment, job satisfaction, organizational citizenship behavior, and job performance correlate positively with one another. (b) No significant difference between contract and full-time nurses was found in terms of organizational commitment, job satisfaction, organizational citizenship behavior, and self-rated job performance. However, when rated by supervisors, reported job performance levels for full-time nurses were significantly higher than those of contract nurses. (c) Organizational citizenship behavior exhibited a mediating effect between job satisfaction, organizational commitment, and job performance. In this study, supervisors

  17. Participation in Job-Related Lifelong Learning among Well-Educated Employees in the Nordic Countries

    Science.gov (United States)

    Tikkanen, Tarja; Nissinen, Kari

    2016-01-01

    The purpose of this study was to explore participation in job-related lifelong learning (LLL) among well-educated mature workers and compare it across four Nordic countries. Although this group generally is very active in LLL, the centrality of knowledge work in society, rapid pace of skills-renewal and rising learning demands for all…

  18. Guiding Music Students during Workshop-Based On-the-Job Learning

    Science.gov (United States)

    Virkkula, Esa; Kunwar, Jagat Bahadur

    2017-01-01

    This article explains the realisation and impact of tutoring on learning through a new kind of on-the-job learning method in workshops led by professional musicians. The research is a qualitative case study involving 62 upper secondary Finnish vocational music students who participated in 11 workshops. The research data consist of (a) workshop…

  19. Jobs to Manufacturing Careers: Work-Based Courses. Work-Based Learning in Action

    Science.gov (United States)

    Kobes, Deborah

    2016-01-01

    This case study, one of a series of publications exploring effective and inclusive models of work-based learning, finds that work-based courses bring college to the production line by using the job as a learning lab. Work-based courses are an innovative way to give incumbent workers access to community college credits and degrees. They are…

  20. Relationships among Organizational Commitment, Job Satisfaction, and Learning Organization Culture in One Korean Private Organization

    Science.gov (United States)

    Lim, Taejo

    2010-01-01

    The purpose of this study is to identify dynamic relationships among organizational commitment, job satisfaction, and learning organization culture in a Korean private company. Using a sample of 669 employees from five subsidiaries of a Korean conglomerate, this research found that learning organization culture is moderately and positively related…

  1. A Critical Analysis of Job-Embedded Professional Learning within a Distributed Leadership Framework

    Science.gov (United States)

    Campoli, Ashley Jimerson

    2011-01-01

    Leadership style and professional learning have been linked to student achievement. Studies have linked leadership styles such as distributed leadership to job-embedded professional learning. However, research is mixed when these two constructs are related to student achievement. This study evaluated the relationship between distributed…

  2. Informal learning of temporary agency workers in low-skill jobs: The role of self-profiling, career control, and job challenge

    NARCIS (Netherlands)

    Preenen, P.; Verbiest, S.; van Vianen, A.; van Wijk, E.

    2015-01-01

    Purpose: The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach: An

  3. Informal learning of temporary agency workers in low-skill jobs : the role of self-profiling, career control and job challenge

    NARCIS (Netherlands)

    Preenen, P.T.Y.; Verbiest, S.; Vianen, A. van; Wijk, E. van

    2015-01-01

    Purpose. The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach. An

  4. Status of Job Motivation and Job Performance of Field Level Extension Agents in Ogun State: Implications for Agricultural Development

    Science.gov (United States)

    Fabusoro, E.; Awotunde, J. A.; Sodiya, C. I.; Alarima, C. I.

    2008-01-01

    The field level extension agents (FLEAs) are the lifeline of the agricultural extension system in Nigeria. Their motivation and job performance are therefore important to achieving faster agricultural development in Nigeria. The study identified the factors motivating the FLEAs working with Ogun State Agricultural development programme (OGADEP)…

  5. Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model.

    Science.gov (United States)

    Frieder, Rachel E; Wang, Gang; Oh, In-Sue

    2018-03-01

    By integrating the fundamental principles of the theory of purposeful work behavior (TPWB; Barrick, Mount, & Li, 2013) with cognitive-affective personality system (CAPS) theory (Mischel, 1977; Mischel & Shoda, 1995), we examine how and when salespeople's job-relevant personality traits relate to their performance. We argue that individuals with personality traits that fit outdoor sales jobs (i.e., conscientious, extraversion, openness to experience) will perceive their work as more meaningful and as a result achieve heightened performance. Moreover, drawing from TPWB and CAPS theory, we expect that as an important element of the social context, transformational leadership moderates the indirect effect of salespeople's job-relevant personality traits on their job performance via enhanced perceptions of meaningfulness at work. Results based on data from 496 outdoor salespeople and their 218 supervisors and regional managers provide support for the hypotheses pertaining to conscientiousness and openness, but not extraversion. Specifically, the conditional indirect effects of conscientiousness or openness on performance through perceived meaningfulness are more positive under low, rather than high, levels of transformational leadership. Implications for research and practice are discussed along with study limitations and future research directions. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  6. Relationship between Trust, Distributed Leadership and Job Performance in Health Care Context

    DEFF Research Database (Denmark)

    Jain, Ajay K.; Günzel-Jensen, Franziska

    2014-01-01

    satisfaction mediates the relationship between vertical trust and distributed leadership, and further distributed leadership had a positive impact on job performance. Furthermore, the results also showed that job satisfaction had a positively significant impact on distributed leadership and employees......´ performance. Moreover, distributed leadership has affected employees´ performance positively and it carries the impact of job satisfaction on performance. Implications: The study showed that trust and job satisfaction are important triggers of DL. Furthermore, results are also interesting because literature......Purpose: This study aims at investigating the effect of vertical trust on distributed leadership and performance as mediated by job satisfaction, and further to see the role of DL in carrying out the effect of satisfaction on employees´ performance. Design: Grounded in literature on organizational...

  7. Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

    Directory of Open Access Journals (Sweden)

    Aram Seddigh

    Full Text Available This study investigates the joint effect of office type (cell, shared room, open-plan, and flex and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy. Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

  8. Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

    Science.gov (United States)

    Seddigh, Aram; Berntson, Erik; Platts, Loretta G; Westerlund, Hugo

    2016-01-01

    This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

  9. Job demands as a moderator of the political skill-job performance relationship

    DEFF Research Database (Denmark)

    Blickle, G.; Kramer, J.; Zettler, Ingo

    2009-01-01

    .g. enterprising jobs) where they have the opportunity to exercise interpersonal influence, and where that interpersonal influence is directly related to their performace. Originality/value - This paper makes several contributions to theory and practice in vocational achievement and political skill. Perhaps, most...

  10. What effects do student jobs have on the study performance ...

    African Journals Online (AJOL)

    hospitality management students when they have a student job in the .... and strategies which stimulate professional and academic ... professional concepts, liberal studies and general business ..... A review of case analysis and simulation for.

  11. Revisiting the Impact of Perceived Empowerment on Job Performance: Results from Front-Line Employees

    Directory of Open Access Journals (Sweden)

    Ozgur Devrim Yilmaz

    2015-01-01

    Full Text Available This study was conducted to examine the probable effect of perceived empowerment on job performance and the sample of research consisted of 230 participants working in tourism sector as front-line employees. The outcomes of this study indicated that psychological empowerment was positively correlated with employee job performance and employees’ job performance were mostly effected from self-determination and impact dimensions of empowerment. Moreover, tests were conducted to analyze the significant differences in participants’ perception of empowerment and job performance according to their demographic characteristics. There was a significant difference between perceived empowerment and gender, age and work experience where as there was no significant difference between empowerment and education levels. On the other hand, the relationship between job performance and work experience was supported however no relationship was found between job performance and gender, age and education level of the participants. Trying to find out what might possibly lead front-line employees to increased job performance, it can be claimed that psychological empowerment still turns out to be a central issue and therefore this research makes useful contributions to the current knowledge by entirely investigating the direct effect of perceived empowerment on employee job performance in hospitality industry where especially front-line employees spend most of their time directly with customers.

  12. A Moderated Mediation Model of the Relationship between Organizational Citizenship Behaviors and Job Performance

    Science.gov (United States)

    Ozer, Muammer

    2011-01-01

    Addressing numerous calls for future research on understanding the theoretical mechanisms that explain the relationship between organizational citizenship behaviors (OCBs) and job performance, this study focused on how an employee's relationships with coworkers mediate the relationship between his or her OCBs and his or her job performance. It…

  13. Commitment to Nonwork Roles and Job Performance: Enrichment and Conflict Perspectives

    Science.gov (United States)

    Weer, Christy H.; Greenhaus, Jeffrey H.; Linnehan, Frank

    2010-01-01

    An extensive commitment to nonwork roles was negatively associated with the job performance of 182 women legal secretaries. In addition to its direct negative effect on job performance, nonwork role commitment had both a negative indirect effect (through emotional energy expended on nonwork roles) and a positive indirect effect (through resources…

  14. 29 CFR 778.331 - Awards for performance on the job.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Awards for performance on the job. 778.331 Section 778.331... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for the quality, quantity or efficiency of work done by the employee during his customary working hours at his...

  15. From Positive Orientation to Job performance : The Role of Work Engagement and Self-efficacy Beliefs

    NARCIS (Netherlands)

    Alessandri, Guido; Borgogni, Laura; Schaufeli, Wilmar B.; Caprara, Gian Vittorio; Consiglio, Chiara

    2015-01-01

    This study aims to investigate the validity of a conceptual model that explains the mechanisms linking positive orientation (P-OR) to future job performance in a sample of 388 male security agents. The relationship between P-OR and job performance as rated by three supervisors, each with different

  16. Contribution to Cultural Organization, Working Motivation and Job Satisfaction on the Performance of Primary School Teacher

    Science.gov (United States)

    Murtedjo; Suharningsih

    2016-01-01

    The purposes of this study are: (1) describes the performance of the teacher, organizational culture, work motivation and job satisfaction; (2) determine whether there is a significant direct relationship between organizational culture, work motivation and job satisfaction on the performance of primary school teachers. Through the study of the…

  17. The Role of Job Performance on Career Success and Self-esteem of Staff

    Directory of Open Access Journals (Sweden)

    Sadra Ansaripour

    2017-10-01

    Full Text Available Introduction: Human resources are the most valuable assets to any organisation, identifying factors that affect job performance of these resources has become increasingly important. Aim: To determine the relationship between self-esteem and success with job performance in the staff of the Shahrekord University of Medical Sciences (SKUMS Headquarters, Shahrekord, Iran. Materials and Methods: This descriptive-analytical (correlational study, based on structural equation modeling, was conducted in 2015. The study population included 240 of the staff of SKUMS Headquarters, Shahrekord, Iran. From these people, 86 were selected by simple random sampling. A questionnaire of demographic characteristics, Paterson job performance, Radsyp career success and Eysenck selfesteem questionnaire were used to evaluate the concepts of job performance, success and self-esteem. The data were analysed using Statistical Package for the Social Sciences (SPSS version 23.0. Results: A total of 86 out of which 49 were female (57% and 37 (43% male, with a mean age of 39.85±7.6 (range 24-55 years. There was no significant relationship between demographic characteristics and job performance, career success and selfesteem. Self-esteem could be predicted positively and career success could be predicted negatively. Job performance and selfesteem had a significant positive correlation relationship (p<0.05. Conclusion: According to the direct relationship between job performance and self-esteem in this study, officials can improve job performance of staff through supporting them and reinforcing their self-esteem and thus providing career success.

  18. Sex Role Identity and the Prediction of Job Performance in Stereotypic Masculine and Feminine Tasks.

    Science.gov (United States)

    Dalessio, Anthony; And Others

    Much research on sex roles and their correlates characteristically has been performed in laboratory settings with a college student sample. Job analysis interviews were conducted to extend androgyny research to the work setting. Supervisory performance ratings of job activities and Bem Sex-Role Inventory data were obtained for 135 female nurses. A…

  19. How Can Managers Promote Salespeople's Person-Job Fit? The Effects of Cooperative Learning and Perceived Organizational Support

    Science.gov (United States)

    Tseng, Lu-Ming; Yu, Tsu-Wei

    2016-01-01

    Purpose: This paper aims to examine the impact of salespeople's subjective person-job fit on the salespeople's intention to quit. Moreover, this study further investigates how the subjective person -job fit could be influenced by the cooperative learning and support in the organization. Person-job fit is an important issue for salespeople's career…

  20. Personality and job performance: test of the mediating effects of motivation among sales representatives.

    Science.gov (United States)

    Barrick, Murray R; Stewart, Greg L; Piotrowski, Mike

    2002-02-01

    Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality traits affect job performance. Specifically, striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance. Although Agreeableness was related to striving for communion, neither Agreeableness nor communion striving was related to success in this sales job. The importance of the proposed motivational orientations model is discussed.

  1. Too much of a good thing: curvilinear relationships between personality traits and job performance.

    Science.gov (United States)

    Le, Huy; Oh, In-Sue; Robbins, Steven B; Ilies, Remus; Holland, Ed; Westrick, Paul

    2011-01-01

    The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Conscientiousness and Emotional Stability, and job performance dimensions, including task performance, organizational citizenship behavior, and counterproductive work behaviors. We also hypothesized and found that job complexity moderated the curvilinear personality–performance relationships such that the inflection points after which the relationships disappear were lower for low-complexity jobs than they were for high-complexity jobs. This finding suggests that high levels of the two personality traits examined are more beneficial for performance in high- than low-complexity jobs. We conclude by discussing the implications of these findings for the use of personality in personnel selection.

  2. Neither here, nor there: impression management does not predict expatriate adjustment and job performance

    Directory of Open Access Journals (Sweden)

    HANNAH JACKSON FOLDES

    2006-09-01

    Full Text Available Social desirability scale scores reflect substantive individual differences related to personality. The objective of the current study was to examine whether social desirability, and impression management specifically (a component of social desirability, is predictive of adjustment and job performance for expatriates. Based on theoretical considerations, it was proposed that impression management might be linked to expatriate job performance in a predictive and mediated relationship through adjustment. Job performance ratings provided by host country national co-workers were obtained for 308 expatriates on assignment in Turkey. Expatriates responded to a measure of personality and cross cultural adjustment. It was found that impression management scale scores were not related to either adjustment or job performance. These results are discussed in the broader context of research on social desirability, expatriate job performance, and expatriate research in general.

  3. Job Burnout (Burnout) with Performance by Nurses in Nursing Care Provision

    OpenAIRE

    Triyoga, Akde; Maharani, Puspa Ayu

    2012-01-01

    Job burnout is a condition that physical, emotional and mental drop caused by a very demanding job situation in the long term. This study aims to determine the job burnout relationship with the performance of nurses in providing nursing care in Inpatient Installation Kediri Baptist Hospital. Design used in this study were Analytical Correlation. The populations were nurses who worked in Inpatient Installation Kediri Baptist Hospital. The number of samples were 53 respondents and was taken by ...

  4. Employees’ Perceptions of Corporate Social Responsibility and Job Performance: A Sequential Mediation Model

    Directory of Open Access Journals (Sweden)

    Inyong Shin

    2016-05-01

    Full Text Available In spite of the increasing importance of corporate social responsibility (CSR and employee job performance, little is still known about the links between the socially responsible actions of organizations and the job performance of their members. In order to explain how employees’ perceptions of CSR influence their job performance, this study first examines the relationships between perceived CSR, organizational identification, job satisfaction, and job performance, and then develops a sequential mediation model by fully integrating these links. The results of structural equation modeling analyses conducted for 250 employees at hotels in South Korea offered strong support for the proposed model. We found that perceived CSR was indirectly and positively associated with job performance sequentially mediated first through organizational identification and then job satisfaction. This study theoretically contributes to the CSR literature by revealing the sequential mechanism through which employees’ perceptions of CSR affect their job performance, and offers practical implications by stressing the importance of employees’ perceptions of CSR. Limitations of this study and future research directions are discussed.

  5. Improving job performance of Neighborhood Youth Corps aides in an urban recreation program1

    Science.gov (United States)

    Pierce, Charles H.; Risley, Todd R.

    1974-01-01

    In most federal job training and employment programs, trainees' pay is not contingent on job performance, but upon physical presence. This study sought to increase the job performance of seven Neighborhood Youth Corps workers being paid an hourly wage for serving as aides in an urban recreation program. When thorough job descriptions and threatened termination of employment were insufficient to maintain adequate job performance, an attempt was made to make the hourly wage (required by the Neighborhood Youth Corps program) more contingent on job performance. When the number of hours credited the workers on their payroll sheets was proportional to their rating on a simple checklist of job performance, rather than to the number of hours they were present, their job performance was maintained at near-perfect levels. Although this simple semantic shift in emphasis—from “hours worked” to “hours worked”—was still interpreted as meeting the Neighborhood Youth Corps requirements for hourly pay, its behavioral effects were substantial. This simple procedure might be used in other training programs handicapped by hourly wage requirements. PMID:4436168

  6. Interactions Among Psychological Capital, Performance, Intention to Quit and Job Satisfaction: Moderating Effect of Gender

    Directory of Open Access Journals (Sweden)

    Fatih Çetin

    2015-10-01

    Full Text Available The main purpose of this study is to explore the effects of the psychological capital on job satisfaction, job performance and intention to quit and to determine the mediator and moderator roles of job satisfaction and gender in these relations. Focusing just the relations between variables, the data were collected with using survey method from 237 employees working different positions in a large scale private company in Ankara. The instruments were psychological capital scale (Luthans et al, 2007, job satisfaction scale (Hackman & Oldham, 1975, intention to quit scale (Mobley et al, 1978 and job performance ratings. Results showed that psychological capital has positive relations with job satisfaction and job performance, and negative relations with intention to quit; also job satisfaction has a mediator role in the relations between psychological capital and intention to quit. Moreover it was determined that gender has a moderator role in the relations of psychological capital- job satisfaction, and psychological capital-intention to quit. All these results were discussed in the light of previous findings.

  7. Interactional justice as a mediator of the relationship between pay for performance and job satisfaction

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2011-11-01

    Full Text Available Purpose: This study was conducted to examine the effect of pay for performance and interactional justice on job satisfaction.Design/methodology/approach: A survey method was used to collect 107 usable questionnaires from employees who work in the US subsidiary manufacturing firm operating in a silicon valley in East Malaysia, Malaysia.Findings: The outcomes showed two important findings: first, relationship between interactional justice and adequacy of pay significantly correlated with job satisfaction. Second, relationship between interactional justice and participation in pay systems significantly correlated with job satisfaction. Statistically, this result confirms that interactional justice does act as a mediating variable in the pay for performance models of the studied organization.Originality/value: Most previous research tested a direct effect of pay for performance on job satisfaction. Unlike such research approach, this study discovers that interactional justice has strengthened the effect of pay for performance on job satisfaction in a compensation system framework.

  8. Retaining your high performers: moderators of the performance-job satisfaction-voluntary turnover relationship.

    Science.gov (United States)

    Nyberg, Anthony

    2010-05-01

    Two divergent ideas explain the relationship between performance and voluntary turnover. One suggests that higher performing employees, who are rewarded for their superior work product, will desire to remain with an organization that values their performance and will, consequently, be less likely than lower performing employees to voluntarily leave. An alternative idea suggests that higher performing employees, who are more desirable to external companies as a result of their superior work product, will have more external job opportunities and will, consequently, be more likely than their lower performing colleagues to voluntarily leave. The current study evaluated the behaviors and attitudes of 12,545 insurance employees over a 3-year period to examine how these 2 divergent expectations influence the performance-voluntary turnover relationship. Results show that both pay growth and the relevant unemployment rate interact with performance to influence the performance-voluntary turnover relationship and that they work independently of employee job satisfaction influences. PsycINFO Database Record (c) 2010 APA, all rights reserved.

  9. Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance.

    Science.gov (United States)

    McCarthy, Julie M; Van Iddekinge, Chad H; Lievens, Filip; Kung, Mei-Chuan; Sinar, Evan F; Campion, Michael A

    2013-09-01

    Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved

  10. Perceived barriers to effective job performance among nursing assistants in long-term care.

    Science.gov (United States)

    Parmelee, Patricia A; Laszlo, Mary C; Taylor, Jo A

    2009-10-01

    This research explored perceived barriers to job performance among a national sample of nursing assistants (NAs). Specific objectives were (1) to clarify which of the problems identified by previous research are most troublesome for NAs, (2) to develop a reliable quantitative measure of perceived barriers to job performance, and (3) to test construct validity of the measure vis-à-vis work-related psychological empowerment and job satisfaction. Nursing assistants attending the 2006 national conference of the National Association of Health Care Assistants completed a paper-and-pencil survey including 33 barriers to job performance and standardized measures of empowerment and job satisfaction. The barriers were also rated by a small sample of NAs at a single Georgia nursing home. Factor analysis of barriers items yielded a 30-item Nursing Assistants Barriers Scale (NABS) comprising 6 subscales: Teamwork, Exclusion, Respect, Workload, Work Stress, and New NAs. Lack of teamwork and exclusion from communication processes were rated as most problematic by both samples. The 6 NABS subscales were significantly and independently associated with empowerment and satisfaction; different barriers predicted the 2 constructs. This study is a first step toward quantitative assessment of NAs' perceptions of barriers to doing their jobs. Primary limitations are the select sample and use of a job satisfaction measure that may have artificially inflated correlations with the NABS. Nonetheless, results confirm the validity of the new scale as an operationalization of the barriers construct. The concept of barriers to job performance is a unique construct from work empowerment and satisfaction with one's job. Nursing assistants clearly differentiate various barriers, converging on workload and lack of teamwork as most problematic. Further work is needed to substantiate validity and reliability of the NABS, particularly with respect to NAs' actual job performance, intent to stay on the

  11. The Association between Meditation Practice and Job Performance: A Cross-Sectional Study.

    Science.gov (United States)

    Shiba, Koichiro; Nishimoto, Masahiro; Sugimoto, Minami; Ishikawa, Yoshiki

    2015-01-01

    Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1) estimate the prevalence of meditation practice, (2) identify the characteristics of individuals who practice meditation, and (3) examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ) was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30,665) practiced meditation; these individuals were younger and had a higher education, higher household income, higher stress level, and lower body mass index than those who did not practice meditation. The results of Study 2 (n = 1,470) indicated that meditation practice was significantly predictive of work engagement (β = 0.112, p meditation practice may positively influence job performance, including job satisfaction, subjective job performance, and work engagement.

  12. Performance comparison of some evolutionary algorithms on job shop scheduling problems

    Science.gov (United States)

    Mishra, S. K.; Rao, C. S. P.

    2016-09-01

    Job Shop Scheduling as a state space search problem belonging to NP-hard category due to its complexity and combinational explosion of states. Several naturally inspire evolutionary methods have been developed to solve Job Shop Scheduling Problems. In this paper the evolutionary methods namely Particles Swarm Optimization, Artificial Intelligence, Invasive Weed Optimization, Bacterial Foraging Optimization, Music Based Harmony Search Algorithms are applied and find tuned to model and solve Job Shop Scheduling Problems. To compare about 250 Bench Mark instances have been used to evaluate the performance of these algorithms. The capabilities of each these algorithms in solving Job Shop Scheduling Problems are outlined.

  13. The Relationship between Stress, Job Performance, and Burnout in College Student Resident Assistants.

    Science.gov (United States)

    Nowak, Kenneth M.; Hanson, Alan L.

    1983-01-01

    Examined the relationship of stress, personality characteristics, and cognitive hardiness to job performance, burnout, and physical illness in resident assistants (N=37). Results indicated cognitive hardiness acts as a buffer against burnout and physical illness. Resident assistants rating themselves as Type A received poorer job performance…

  14. The performance of workload control concepts in job shops : Improving the release method

    NARCIS (Netherlands)

    Land, MJ; Gaalman, GJC

    1998-01-01

    A specific class of production control concepts for jobs shops is based on the principles of workload control. Practitioners emphasise the importance of workload control. However, order release methods that reduce the workload on the shop floor show poor due date performance in job shop simulations.

  15. Implications of Job Rotation Literature for Performance Improvement Practitioners

    Science.gov (United States)

    Casad, Scott

    2012-01-01

    Job rotations have existed as a means of developing individual knowledge and skills since the industrial revolution, and in today's dynamic global workplace, they afford organizations an opportunity to manage changing psychological work contracts and employee desires for self-managed careers. Through the systematic mining of psychology, business,…

  16. Graduates' Competence on Employability Skills and Job Performance

    Science.gov (United States)

    Abas, Maripaz C.; Imam, Ombra A.

    2016-01-01

    One critical measure of success in workplaces is an employee's ability to use competently the knowledge, skills and values that match the needs of his job, satisfy the demands of his employer, and contribute to the overall achievement of institutional goals. An explanatory-correlational research design was used to determine the extent of…

  17. Running Batch Jobs on Peregrine | High-Performance Computing | NREL

    Science.gov (United States)

    and run your application. Users typically create or edit job scripts using a text editor such as vi Using Resource Feature to Request Different Node Types Peregrine has several types of compute nodes , which differ in the amount of memory and number of processor cores. The majority of the nodes have 24

  18. Flexible labour, firm performance and the Dutch job creation miracle

    NARCIS (Netherlands)

    Kleinknecht, A.H.; Oostendorp, R.H.; Pradhan, M.P.; Naastepad, C.W.M.

    2006-01-01

    Unlike internal ('functional') forms of flexibility of labour, external ('numerical') forms of flexibility (i.e. high shares of people on temporary contract or a high turnover of personnel) yield substantial savings on a firm's wage bill. Savings on wage bills lead to higher job growth, but do not

  19. The Influence of Creative Process Engagement on Employee Creative Performance and Overall Job Performance: A Curvilinear Assessment

    Science.gov (United States)

    Zhang, Xiaomeng; Bartol, Kathryn M.

    2010-01-01

    Integrating theories addressing attention and activation with creativity literature, we found an inverted U-shaped relationship between creative process engagement and overall job performance among professionals in complex jobs in an information technology firm. Work experience moderated the curvilinear relationship, with low-experience employees…

  20. How job demands, resources, and burnout predict objective performance: a constructive replication.

    Science.gov (United States)

    Bakker, Arnold B; Van Emmerik, Hetty; Van Riet, Pim

    2008-07-01

    The present study uses the Job Demands-Resources model (Bakker & Demerouti, 2007) to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company's management information system about teams' (N=71) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.

  1. From performance measurement to learning

    DEFF Research Database (Denmark)

    Lewis, Jenny; Triantafillou, Peter

    2012-01-01

    Over the last few decades accountability has accommodated an increasing number of different political, legal and administrative goals. This article focuses on the administrative aspect of accountability and explores the potential perils of a shift from performance measurement to learning. While...... overload. We conclude with some comments on limiting the undesirable consequences of such a move. Points for practitioners Public administrators need to identify and weigh the (human, political and economic) benefits and costs of accountability regimes. While output-focused performance measurement regimes...... to comply with accountability requirements, because of the first point. Third, the costs of compliance are likely to increase because learning requires more participation and dialogue. Fourth, accountability as learning may generate a ‘change for the sake of change’ mentality, creating further government...

  2. The honeymoon effect in job performance - Temporal increases in the predictive power of achievement motivation

    Science.gov (United States)

    Helmreich, Robert L.; Sawin, Linda L.; Carsrud, Alan L.

    1986-01-01

    Correlations between a job performance criterion and personality measures reflecting achievement motivation and an interpersonal orientation were examined at three points in time after completion of job training for a sample of airline reservations agents. Although correlations between the personality predictors and performance were small and nonsignificant for the 3-month period after beginning the job, by the end of six and eight months a number of significant relationships had emerged. Implications for the utility of personality measures in selection and performance prediction are discussed.

  3. Direct care worker's perceptions of job satisfaction following implementation of work-based learning.

    Science.gov (United States)

    Lopez, Cynthia; White, Diana L; Carder, Paula C

    2014-02-01

    The purpose of this study was to understand the impact of a work-based learning program on the work lives of Direct Care Workers (DCWs) at assisted living (AL) residences. The research questions were addressed using focus group data collected as part of a larger evaluation of a work-based learning (WBL) program called Jobs to Careers. The theoretical perspective of symbolic interactionism was used to frame the qualitative data analysis. Results indicated that the WBL program impacted DCWs' job satisfaction through the program curriculum and design and through three primary categories: relational aspects of work, worker identity, and finding time. This article presents a conceptual model for understanding how these categories are interrelated and the implications for WBL programs. Job satisfaction is an important topic that has been linked to quality of care and reduced turnover in long-term care settings.

  4. Job performance evaluations as gender barriers in male dominated organizations and occupations

    OpenAIRE

    Serghini Idrissi, Aïcha

    2016-01-01

    In an effort to make documented and fair decisions on work‐related opportunities and career progressions, job performance has emerged as a pivotal Human Resource tool due to its link to quasi‐every career‐related decision in the organization. Indeed, differences in performance evaluations can influence a number of career advancement variables. Performance measurement differences can impart both pay and promotions (Roth, Purvis & Bobko, 2012), lead to lower levels of job satisfaction (Colquitt...

  5. What Differentiates Employees' Job Performance Under Stressful Situations: The Role of General Self-Efficacy.

    Science.gov (United States)

    Lu, Chang-Qin; Du, Dan-Yang; Xu, Xiao-Min

    2016-10-02

    The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.

  6. Experiential Learning: A Definitive Edge in the Job Market

    Science.gov (United States)

    Clark, James; White, Gayle Webb

    2010-01-01

    The value of experiential learning is explored as it has now become a given among educators and corporate leaders that a university must provide experiential learning programs such as internships; real-life cases in marketing research, advertising, etc.; and voluntary student participation in income tax preparation for the needy and elderly; and…

  7. Learning and lifehistory in relation to caring-jobs

    DEFF Research Database (Denmark)

    Liveng, Anne

    2003-01-01

    'Work and Lifelong Learning in Different Contexts'. Proceedings Book V: 'Life History and Work', edited by 3.rd International Conference of Researching Work and Learning, July 2003. University of Tampere. 2003 Kort beskrivelse: Artiklen argumenterer for, hvorfor en subjektiv, livshistorisk vinkel...

  8. Substance use disorder counselors' job performance and turnover after 1 year: linear or curvilinear relationship?

    Science.gov (United States)

    Laschober, Tanja C; de Tormes Eby, Lillian Turner

    2013-07-01

    The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors' job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be "caused" by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program.

  9. Substance Use Disorder Counselors’ Job Performance and Turnover after 1 Year: Linear or Curvilinear Relationship?1

    Science.gov (United States)

    Laschober, Tanja C.; de Tormes Eby, Lillian Turner

    2013-01-01

    The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors’ job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be “caused” by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program. PMID:22527711

  10. Analysis of learning curves in the on-the-job training of air traffic controllers

    NARCIS (Netherlands)

    Oprins, E.A.P.B.; Bruggraaff, E.; Roe, R.

    2011-01-01

    This chapter describes a competence-based assessment system, called CBAS, for air traffic control (ATC) simulator and on-the-job training (OJT), developed at Air Traffic Control The Netherlands (LVNL). In contrast with simulator training, learning processes in OJT are difficult to assess, because

  11. Does on-the-job informal learning in OECD countries differ by contract duration

    NARCIS (Netherlands)

    Ferreira Sequeda, M.T.; de Grip, A.; van der Velden, R.K.W.

    2015-01-01

    Several studies have shown that employees with temporary contracts have a lower training participation than those who have a contract of indefinite duration. There is however no empirical literature on the difference in informal learning on-the-job between permanent and temporary workers. In this

  12. Does on-the-job informal learning in OECD countries differ by contract duration?

    NARCIS (Netherlands)

    Ferreira Sequeda, M.T.; de Grip, A.; van der Velden, R.K.W.

    2015-01-01

    Several studies have shown that employees with temporary contracts have a lower training participation than those who have a contract of indefinite duration. There is however no empirical literature on the difference in informal learning on-the-job between permanent and temporary workers. In this

  13. On-the-Job E-Learning: Workers' Attitudes and Perceptions

    Science.gov (United States)

    Batalla-Busquets, Josep-Maria; Pacheco-Bernal, Carmen

    2013-01-01

    The use of e-learning for on-the-job training has grown exponentially in the last decade due to it being accepted by people in charge of businesses. Few papers have explored virtual training from the workers' standpoint, that is, the perception they have about the different training methodologies (face-to-face vs. virtual) and the attitudes they…

  14. Student Teachers' Perceptions about the Impact of Internet Usage on Their Learning and Jobs

    Science.gov (United States)

    Gialamas, Vasilis; Nikolopoulou, Kleopatra; Koutromanos, George

    2013-01-01

    This study investigated student teachers' perceptions about the impact of internet usage on their learning and future jobs. The sample consisted of 448 student teachers from the Early Childhood and Primary Education Departments at the National University of Athens, in Greece. Student teachers' perceptions regarding the impact of internet usage on…

  15. Workplace Learning, Job Satisfaction, and Organizational Commitment in Small to Midsize Companies in Taiwan

    Science.gov (United States)

    Chiang, Ti-Lin; Wang, Jia

    2008-01-01

    This quantitative study explored the relationships among workplace learning, job satisfaction, and organizational commitment (OC) in the context of small to midsize information technology companies in Taiwan. Twenty-six companies participated in the study, and a total of 206 valid surveys were collected and analyzed out of 450 that were…

  16. Level of Job Creativity among Learning Disabilities Teachers from Their Perspective in Kingdom of Saudi Arabia

    Science.gov (United States)

    Hamadneh, Burhan M.

    2016-01-01

    The current study aims to identify the level of job creativity among learning disabilities teachers from their perspective in Kingdom of Saudi Arabia, and investigate the differences according to gender, scientific qualification and years of experience. The study sample consisted of (80) male and female teachers, who were randomly selected from…

  17. Austerity and On-The-Job Vocational Learning: Power, Technology and the "Knowledge Economy" Reconsidered

    Science.gov (United States)

    Sawchuk, Peter

    2013-01-01

    This article seeks to contribute to an understanding of questions regarding on-the-job vocational learning, power, and technological change in the context of dynamic notions of knowledge economy and contemporary public sector austerity in the West based on a "mind in political economy" approach inspired by the Cultural Historical…

  18. The Relationship between Informal Learning, Burn out, Mental Health and Job Satisfaction among Workers of Esfahan Steel Company

    Directory of Open Access Journals (Sweden)

    mohammad ali nadi

    2014-01-01

    Full Text Available The purpose of this research is to investigate the relationship between informal learning, job satisfaction, burn out and mental health among workers of Esfahan Steel Company. The research approach is typically descriptive and causal - solidarity and for data analysis and syntheses, descriptive statistics solution have been used including mean value, standard deviation and frequency percentages and the inferential statistics solutions included multiple correlation coefficient , Pearson correlation , multivariate analysis of variance and path analysis . In this study, the correlation between informal learning and job satisfaction and the correlation between burn out and job satisfaction level have been found significant at P 0.01. The correlation coefficient between burn out and mental health as well as mental health and job satisfaction have not been found as significant . Findings imply that burnout and informal learning can predict job satisfaction . Norelation ship has been observed between informal learning and burn out and between informal learning and mental health, while the relationships between informal learning and job satisfaction and between burn out and job satisfaction have been confirmed. The conceptual model of research has been evaluated using path analysis and Confirmatory Factor Analysis . Findings denote the direct effect of informal learning on job satisfaction and indirect effect of burn out on job satisfaction . Referring to the Structural Equation Modeling, among three main paths, the effect of informal learning and burn out on job satisfaction has been observed and it has been found that mental health has no effect on job satisfaction. Major limitation of this research is related to generalization of findings to other steel manufacturing companies, industries and public organizations.

  19. Do New Production Concepts and a new Management of Employment Relations, yield higher Employee Performance and lower Job Strain?

    Directory of Open Access Journals (Sweden)

    Karolus Kraan

    2007-05-01

    Full Text Available In this article old versus new production concepts (NPCs and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In the past decades, in reaction to dysfunctions of Tayloristic and professional bureaucratic production concepts and employment relations, several new forms of employment relations and NPCs, appeared. Examples are the Socio-technical NPC and customized employment relations. In this study both this NPC and customized employment relations - i.c. customized performance targets - demonstrate positive associations with employee performance. According to Socio-technical theory the design of employment relations is relatively unimportant, as human resources are mobilised primarily by the production concept. Our results for this NPC show the legitimacy of this assumption, because its high employee performance is irrespective of the employment relation instruments. On the contrary, in the other NPCs and in professional bureaucracies, the (employment relation instruments of respectively an increased period needed for learning the job, and customized performance targets can compensate for the lower employee performance in these production concepts. The results do not show increased job strain, due to new production concepts, or new employment relations. production concepts, employment relations, labour productivity, socio-technical theory

  20. Impact of Health Care Employees’ Job Satisfaction on Organizational Performance Support Vector Machine Approach

    Directory of Open Access Journals (Sweden)

    CEMIL KUZEY

    2018-01-01

    Full Text Available This study is undertaken to search for key factors that contribute to job satisfaction among health care workers, and also to determine the impact of these underlying dimensions of employee satisfaction on organizational performance. Exploratory Factor Analysis (EFA is applied to initially uncover the key factors, and then, in the next stage of analysis, a popular data mining technique, Support Vector Machine (SVM is employed on a sample of 249 to determine the impact of job satisfaction factors on organizational performance. According to the proposed model, the main factors are revealed to be management’s attitude, pay/reward, job security and colleagues.

  1. Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.

    Science.gov (United States)

    Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William

    2013-01-01

    To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.

  2. PERFORMANCE BASED PAY AS A DETERMINANT OF JOB SATISFACTION: A STUDY IN MALAYSIA GIATMARA CENTERS

    Directory of Open Access Journals (Sweden)

    Azman ISMAIL

    2011-01-01

    Full Text Available Compensation management literature highlights that performance based payhas two major characteristics: participation in pay systems and adequacy ofpay. The ability of management to properly implement such pay systems maylead to increased job satisfaction in organizations. Though, the nature of thisrelationship is interesting, little is known about the influence of performancebased pay on job satisfaction in compensation management literature.Therefore, this study was conducted to examine the relationship between payfor performance and job satisfaction in Malaysian GIATMARA centers. Theresults of exploratory factor analysis confirmed that measurement scalesused in this study satisfactorily met the standards of validity and reliabilityanalyses. An outcome of stepwise regression analysis shows thatdeterminant of job satisfaction is performance based pay. Further, this resultconfirms that pay for performance is an important antecedent for jobsatisfaction in the studied organizations.

  3. Impact of Caring Climate, Job Satisfaction, and Affective Commitment on Employees’ Performance in the Banking Sector of Bosnia and Herzegovina

    Directory of Open Access Journals (Sweden)

    M. Sait DINC

    2016-11-01

    Full Text Available The main purpose of this paper is to examine the impact of caring climate, employees' job satisfaction, and affective commitment on employees' job performance in a banking sector. This study proposes that caring climate has a significant direct effect on overall job satisfaction, affective commitment, and job performance. Moreover, it suggests that caring climate has an influence on job performance through overall job satisfaction and affective commitment. Additionally, affective commitment is considered to be a mediator in the relationship between overall job satisfaction and job performance. In this study, the relationships among the variables were evaluated using factor analysis, descriptive statistics, correlations, and regression. The results based on a sample of 152 employees from one public and three private banks in the Federation of Bosnia and Herzegovina support the hypotheses. This study demonstrates that caring climate has a significant direct influence on overall job satisfaction, affective commitment, and job performance. Furthermore, caring climate has an indirect effect on job performance. Finally, this research discovers an indirect relationship between overall job satisfaction and employees’ job performance through a mediating role of affective commitment.

  4. Teamwork, organizational learning, patient safety and job outcomes.

    Science.gov (United States)

    Goh, Swee C; Chan, Christopher; Kuziemsky, Craig

    2013-01-01

    This article aims to encourage healthcare administrators to consider the learning organization concept and foster collaborative learning among teams in their attempt to improve patient safety. Relevant healthcare, organizational behavior and human resource management literature was reviewed. A patient safety culture, fostered by healthcare leaders, should include an organizational culture that encourages collaborative learning, replaces the blame culture, prioritizes patient safety and rewards individuals who identify serious mistakes. As healthcare institution staffs are being asked to deliver more complex medical services with fewer resources, there is a need to understand how hospital staff can learn from other organizational settings, especially the non-healthcare sectors. The paper provides suggestions for improving patient safety which are drawn from the health and business management literature.

  5. Explaining worker strain and learning: how important are emotional job demands?

    Science.gov (United States)

    Taris, Toon W; Schreurs, Paul J G

    2009-05-01

    This study examined the added value of emotional job demands in explaining worker well-being, relative to the effects of task characteristics, such as quantitative job demands, job control, and coworker support. Emotional job demands were expected to account for an additional proportion of the variance in well-being. Cross-sectional data were obtained from 11,361 female Dutch home care employees. Hierarchical stepwise regression analysis demonstrated that low control, low support and high quantitative demands were generally associated with lower well-being (as measured in terms of emotional exhaustion, dedication, professional accomplishment and learning). Moreover, high emotional demands were in three out of four cases significantly associated with adverse well-being, in these cases accounting for an additional 1-6% of the variance in the outcome variables. In three out of eight cases the main effects of emotional demands on well-being were qualified by support and control, such that high control and high support either buffered the adverse effects of high emotional demands on well-being or increased the positive effects thereof. All in all, high emotional demands are as important a risk factor for worker well-being as well-established concepts like low job control and high quantitative job demands.

  6. Improvements in training effectiveness and job performance: getting to what's necessary and sufficient

    International Nuclear Information System (INIS)

    McAllister, J.E.; Foulke, L.R.

    1984-01-01

    This paper describes a Competency Analysis Process for the development of training programs. This process is compared and contrasted with the Job/Task Analysis (J/TA) process being completed by the Institute of Nuclear Power Operations (INPO). Such competency/job analysis processes provide a training and performance base which contributes to improvements in human performance. Data presented in this paper reinforces the authors' belief in the value of competency analysis and the development of training programs based on competency analysis

  7. Neither here, nor there: impression management does not predict expatriate adjustment and job performance

    OpenAIRE

    HANNAH JACKSON FOLDES; DENIZ S. ONES; HANDAN KEPIR SINANGIL

    2006-01-01

    Social desirability scale scores reflect substantive individual differences related to personality. The objective of the current study was to examine whether social desirability, and impression management specifically (a component of social desirability), is predictive of adjustment and job performance for expatriates. Based on theoretical considerations, it was proposed that impression management might be linked to expatriate job performance in a predictive and mediated relationship through ...

  8. Work stressors, Chinese coping strategies, and job performance in Greater China.

    Science.gov (United States)

    Lu, Luo; Kao, Shu-Fang; Siu, Oi-Ling; Lu, Chang-Qin

    2010-08-01

    The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied

  9. PERFORMANCE BASED PAY AS A DETERMINANT OF JOB SATISFACTION: A STUDY IN MALAYSIA GIATMARA CENTERS

    OpenAIRE

    Azman ISMAIL; Nurhana M RAFIUDDIN; Mohd Hamran MOHAMAD; Norashikin Sahol HAMID; Aniza WAMIN; Nurzawani ZAKARIA

    2011-01-01

    Compensation management literature highlights that performance based pay has two major characteristics: participation in pay systems and adequacy of pay. The ability of management to properly implement such pay systems may lead to increased job satisfaction in organizations. Though, the nature of this relationship is interesting, little is known about the influence of performance based pay on job satisfaction in compensation management literature. Therefore, this study was conducted to examin...

  10. Can Social Learning Increase Learning Speed, Performance or Both?

    NARCIS (Netherlands)

    Heinerman, J.V.; Stork, J.; Rebolledo Coy, M.A.; Hubert, J.G.; Eiben, A.E.; Bartz-Beielstein, Thomas; Haasdijk, Evert

    2017-01-01

    Social learning enables multiple robots to share learned experiences while completing a task. The literature offers contradicting examples of its benefits; robots trained with social learning reach a higher performance, an increased learning speed, or both, compared to their individual learning

  11. [Reducing occupational burnout and enhancing job performance in new nurses: the efficacy of "last mile" programs].

    Science.gov (United States)

    Wu, Hsiu-Mei; Liu, Pei-Fen; Ho, Hsueh-Hua; Chen, Ping-Ling; Chao, Hui-Lin; Chen, Hsiao-Lien

    2012-08-01

    New nurses undergo a stressful and challenging transition process in the nursing workplace. Lack of patient care knowledge and skills and work adaption difficulties lead to a high turnover rate that drains essential new talent away from the nursing profession and further exacerbates professional staffing shortages in the healthcare sector. The "last mile" program is a program developed jointly by a nursing school and hospital as a mechanism to bridge classroom learning to clinical practice and smooth the transition of nursing students into nursing professionals. The purpose of this study was to understand the effect of the "last mile" program on job performance and occupational burnout among new nurses. We conducted a quasi-experimental study in 2009 on a convenience sample of new nurses in a medical center. Participants were assigned into two groups, namely those enrolled in the last mile program (n = 29) and those not enrolled in the program (n = 94). Research team members and several collaborative universities developed the last mile program used in this study; Seven experts established content validity; The last mile program included 84 hours of lecture courses and 160 hours of clinical practice. Data was collected using the nursing job performance scale developed in 2007 by Greenslade and Jimmieson and translated ÷ back translated into an equivalent Chinese version. Exploratory factor analysis showed all items aggraded into 8 factors, which could be divided into task performance and contextual performance concept categories. Task performance concepts included: social support, information, coordination of care, and technical care; Contextual performance concepts included: interpersonal support, job-task support, volunteering for additional duties and compliance. The Cronbach's α for the 8 factors were .70-.95. The occupational burnout inventory included the 4 subscales of personal burnout, work-related burnout, client-related burnout, and over

  12. Investigation of quality of work life and its relationship with job performance in health care workers

    Directory of Open Access Journals (Sweden)

    Ehsan Bakhshi

    2017-03-01

    Full Text Available Introduction: Healthcare centers are one of main organizations which play important role in maintaining people s health by providing healthcare services. Therefore, paying attention to quality of work life (QWL & job performance in healthcare workers is very important. The aim of this study was assessment of quality of work life and job performance in health care workers and their relationship with demographic & contextual factors. Method: This cross sectional study conducted on 136 healthcare workers of healthcare centers in Islam Abad West city. Data collection tools were 3 questionnaires: demographics, Quality of work life and job performance questionnaire. In order to data analysis, descriptive statistics, independent sample t-test, one way ANOVA and Pearson correlation coefficient were used. Result: The Mean (Standard Deviation of age of healthcare workers was 36.42 (8 years. Most of practitioners in this study were female and married. The Mean (Standard Deviation score of QWL and job performance were 76.91 (13.25 & 52.5 (9, respectively. There was a significant relationship between QWL and job performance scores (p-value<0.001. Furthermore, the relationship between QWL with educational level and between job performance with sex and educational level were significant (p-value<0.05. Conclusion: Quality of work life was in a lower than average level and job performance was higher than average. Solutions such as increase of salary, encourage employees to continuing their educations, provide retraining course that are related to job can be useful to improve current situation.

  13. More is less: Learning but not relaxing buffers deviance under job stressors.

    Science.gov (United States)

    Zhang, Chen; Mayer, David M; Hwang, Eunbit

    2018-02-01

    Workplace deviance harms the well-being of an organization and its members. Unfortunately, theory and prior research suggest that deviance is associated with job stressors, which are endemic to work organizations and often cannot be easily eliminated. To address this conundrum, we explore actions individuals can take at work that serve as buffering conditions for the positive relationship between job stressors and deviant behavior. Drawing upon conservation of resources theory, we examine a resource-building activity (i.e., learning something new at work) and a demand-shielding activity (i.e., taking time for relaxation at work) as potential boundary conditions. In 2 studies with employee samples using complementary designs, we find support for the buffering role of learning but not for relaxation. When employees learn new things at work, the relationship between hindrance stressors and deviance is weaker; as is the indirect relationship mediated by negative emotions. Taking time for relaxation at work did not show a moderating role in either study. Therefore, although relaxation is a response that individuals might be inclined to turn to for counteracting work stress, our findings suggest that, when it comes to addressing negative emotions and deviance in stressful work environments, building positive resources by learning something new at work could be more useful. In that way, doing more (i.e., learning, and not relaxing) is associated with less (deviance) in the face of job stressors. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  14. Learning Environment And Pupils Academic Performance ...

    African Journals Online (AJOL)

    Learning Environment And Pupils Academic Performance: Implications For Counselling. ... facilities as well as learning materials to make teaching and learning easy. In addition, teachers should provide conducive classroom environment to ...

  15. Understanding negative impacts of perceived cognitive load on job learning effectiveness: a social capital solution.

    Science.gov (United States)

    Lin, Chieh-Peng

    2010-12-01

    This study proposes a model explaining how social capital helps ease excessively required mental effort. Although organizational researchers have studied both social capital and cognitive load, no prior research has critically examined the role of social capital in improving individuals' mental load and effort and consequently enhancing job learning effectiveness. This study surveys participants made up of professionals in Taiwan's information technology industry. It measures the constructs with the use of 5-point Likert-type scale items modified from existing literature. The survey data were analyzed with the use of structural equation modeling. Job learning effectiveness is negatively influenced by role ambiguity and role conflict. Time pressure has a positive influence on role ambiguity and role conflict Although the relationship between task complexity and role ambiguity is insignificant, task complexity has a positive influence on role conflict. Because the relationship between network ties and role conflict is insignificant, trust has a negative influence on role conflict. Last, shared vision has a negative influence on role ambiguity. This study provides an example of how social capital can be applied as a useful remedy to ease the negative impact of perceived cognitive load on job learning effectiveness. The negative relationship between shared vision and role ambiguity suggests that a shared vision helps in disseminating organizationally common goals and directions among employees to alleviate individuals' mental efforts in dealing with the ambiguity of their job roles. A firm's management team should take actions to decrease role conflict by strengthening trust among employees.

  16. Learning Apache Solr high performance

    CERN Document Server

    Mohan, Surendra

    2014-01-01

    This book is an easy-to-follow guide, full of hands-on, real-world examples. Each topic is explained and demonstrated in a specific and user-friendly flow, from search optimization using Solr to Deployment of Zookeeper applications. This book is ideal for Apache Solr developers and want to learn different techniques to optimize Solr performance with utmost efficiency, along with effectively troubleshooting the problems that usually occur while trying to boost performance. Familiarity with search servers and database querying is expected.

  17. Pengaruh Leadership Style Terhadap Financial Performance Melalui Employee Job Satisfaction Dan Innovation Pada Perusahaan Retail Di Surabaya

    OpenAIRE

    Ocsakawati, Serley

    2016-01-01

    This study aimed to examine the direct and significant affect of leadership style to financial performance, leadership style to employee's job satisfaction, leadership style to innovation, employee's job satisfaction to innovation , employee's job satisfaction to financial performace, and innovation to financial performace on retail firms in Surabaya. This study also aimed to examine the indirect and significant affect of leadership style to financial performance through employee's job satisf...

  18. Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses.

    Science.gov (United States)

    Olsen, Espen; Bjaalid, Gunhild; Mikkelsen, Aslaug

    2017-11-01

    To increase understanding of workplace bullying and its relation to work climate and different outcomes among nurses. Examine a proposed bullying model including both job resource and job demands, as well as nurse outcomes reflected in job performance, job satisfaction, and work ability. Workplace bullying has been identified as some of the most damaging mechanisms in workplace settings. It is important to increase understanding of workplace bullying in relation to work climate and different outcomes among nurses. This study adopted a cross-sectional web based survey design. A sample of 2946 Registered Nurses from four public Norwegian hospitals were collected during October 2014. We analysed data using descriptive statistics, correlations, Cronbach's alpa, confirmatory factor analyses, and structural equation modelling. The majority of work climate characteristics confirmed to influence workplace bullying, and additionally had direct influence on nurse outcomes; job performance, job satisfaction, and work ability. Bullying had a mediational role between most of the work climate dimensions and nurse outcomes. This study increases our understanding of organizational antecedent of bullying among nurses. Workplace bullying among nurses functions as a mediator between the majority of work climate dimensions and outcomes related to job satisfaction and work ability. Strategies to reduce bullying should look at the study finding and specifically job resources and job demands that influence bullying and nurse outcomes. © 2017 John Wiley & Sons Ltd.

  19. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    Directory of Open Access Journals (Sweden)

    Shayesteh Khaleghi

    2017-06-01

    Full Text Available The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control.  The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires.  The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.

  20. Change in organizational justice and job performance in Japanese employees: A prospective cohort study.

    Science.gov (United States)

    Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

    2015-01-01

    The aim of the present study was to investigate the association of one-year change in organizational justice (i.e., procedural justice and interactional justice) with job performance in Japanese employees. This study surveyed 425 men and 683 women from a manufacturing company in Japan. Self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the World Health Organization Health and Work Performance Questionnaire (WHO-HPQ) and the scales on demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the OJQ and WHO-HPQ were used again to assess organizational justice and job performance. The change in organizational justice was measured by dichotomizing each OJQ subscale score by median at baseline and follow-up, and the participants were classified into four groups (i.e., stable low, adverse change, favorable change and stable high). Analysis of covariance (ANCOVA) was employed. After adjusting for demographic and occupational characteristics and job performance at baseline, the groups classified based on the change in procedural justice differed significantly in job performance at follow-up (ANCOVA: F [3, 1097]=4.35, pperformance at follow-up compared with the stable low procedural justice group. The groups classified based on change in interactional justice did not differ significantly in job performance at follow-up (p>0.05). The present findings suggest that keeping the level of procedural justice high predicts higher levels of job performance, whereas the psychosocial factor of interactional justice is not so important for predicting job performance.

  1. Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions

    OpenAIRE

    Arman Ismail; Aimi Anuar

    2017-01-01

    The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relatio...

  2. Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions

    Directory of Open Access Journals (Sweden)

    Arman Ismail

    2017-10-01

    Full Text Available The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.

  3. Job stress, depression, work performance, and perceptions of supervisors in military personnel.

    Science.gov (United States)

    Pflanz, Steven E; Ogle, Alan D

    2006-09-01

    Recent studies have identified high levels of job stress in military personnel. This study examined the relationship among job stress, depression, work performance, types of stressors, and perceptions about supervisors in military personnel. Eight hundred nine military personnel answered a 43-item survey on work stress, physical and emotional health, work performance, perceptions about leadership, job stressors, and demographics. More than one- quarter (27.4%) of this military population reported suffering from significant job stress. Both the report of work stress and depression were significantly related to impaired work performance, more days of missed work, poorer physical health, and negative perceptions about the abilities of supervisors and commanders. Depression and job stress were significantly and positively related to each other. These results support accumulating data indicating that work stress is a significant occupational health hazard in the routine military work environment. Targeting and eliminating sources of job stress should be a priority for the U.S. military to preserve and protect the mental health of military personnel.

  4. Using Emotional Intelligence and Social Support to Predict Job Performance of Health Educators

    Science.gov (United States)

    Branscum, Paul; Haider, Taj; Brown, David; Sharma, Manoj

    2016-01-01

    Background: The theory of emotional intelligence (EI) has been developed to evaluate and highlight the importance of emotional health, especially on job performance. Purpose: No study has examined EI's role on the performance of public health educators; therefore, this study examined the role of EI and social support on the performance of health…

  5. Affective-cognitive consistency of attitude as a moderator of the job satisfaction-performance relationship

    Directory of Open Access Journals (Sweden)

    Deléne Visser

    2005-10-01

    Full Text Available Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS and the Minnesota Satisfaction Questionnaire (MSQ, administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported. Opsomming Vorige navorsing het dikwels getoon dat werktevredenheid en werkprestasie nie korreleer nie. Dié ondersoek was ’n poging om lig te werp op hierdie verwantskap deur die rol van affektiewe-kognitiewe konsekwentheid (AKK te ondersoek ten einde te toets of houdingkonsekwentheid die sterkte van die verwantskap beïnvloed. ’n Sekondêre doelwit was om te bepaal of gewysigde weergawes van die Overall Job Satisfaction Scale (OJS en die Minnesota Satisfaction Questionnaire (MSQ, toegepas op 166 voltydse werknemers van ’n verskeidenheid ondernemings, as affektiewe en kognitiewe metings

  6. 20 CFR 670.520 - Are students permitted to hold jobs other than work-based learning opportunities?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are students permitted to hold jobs other than work-based learning opportunities? 670.520 Section 670.520 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT...

  7. What is the relationship between family physicians’ job satisfaction associated and their educational performance?

    Directory of Open Access Journals (Sweden)

    Hossein Jabbari

    2015-03-01

    Full Text Available Introduction: Expansion of strong primary health care (PHC network as a first revolution in Iran health system has led to significant improvements in coverage of the rural population and health indicators. Considering the development of rural health insurance and family physicians programs second revolution in 2004, in this study it was tried to determine the level of family physicians’ job satisfaction and its relationship with educational performance. Methods: All physicians who had worked as family physicians in public health care system of East Azerbaijan, Iran, between 2009 (December and 2011 (May were included in a cross-sectional study. The included population was composed of 367 primary care physicians. A self-administered, anonymous questionnaire was used to collect required information about job satisfaction. Educational performance scores of physicians were extracted from their educational profile in the medical faculty. Results: In this study, 149 questionnaires were analyzed from 238 retained questionnaires (overall response rate of 62.5%. The average score of job satisfaction was 41.84 (19.11 and the average educational performance score was 78.63 (6.66 out of 100. There was only significant relationship between gender, number of undercover population and job satisfaction while the results showed significant relationships between age and educational performance among personal and variables (P > 0.050. However, there was no significant relationship between job satisfaction and educational performance. Conclusion: The low level of job satisfaction and educational performance scores of family physicians indicating the urgent need for more extensive research in identifying the root and basic causes of this situation at first step. Second, finding the appropriate mechanisms to improve the job satisfaction level is great importance. We are proposing the revising of current policies, in payment methods and work condition, educational

  8. Studying the impact of mental health on job performance of managers and staff

    Directory of Open Access Journals (Sweden)

    Parviz Ahmadi

    2012-08-01

    Full Text Available The purpose of present research is to study the relationship between job performance and employees’ mental health in one of Iranian natural gas refinery located in city of Jam, Iran. Data collection was conducted based on two major characteristics of job performance and mental health based on questionnaire methods among 42 people. The methodology is descriptive and correlation – type and to analyze the data, Pearson’s correlation coefficient, variances equality tests as well as t-student were utilized. The findings show that there was a significant relationship between employees’ job performance and mental health and any increase in mental health aspects promotes job performance proportionally. In the meantime, there was no significant relationship between employees’ job performance and their gender and there was no significant difference on mental health status between male and female staff. Based on the results, one can conclude that low mental health level among employees can reduce their performance. Managers should use proper methods to decrease the negative consequences resulted from the lack of mental health in workplaces.

  9. Influence of Motivation and Job Training The Performance of Employees PT. RB Sukasada Palembang.

    Directory of Open Access Journals (Sweden)

    Ika Rakhmalina

    2017-10-01

    Full Text Available The purpose of this study was to determine the effect of motivation and job training to employees performance of PT. RB Sukasada. This research is causality. The population in this study is the overall employees of PT. RB Sukasada Jl. Kebumen Land No. 901-902, 17 Ilir, Ilir Tim. I, Palembang, South Sumatra 30122, amounting to 39 employees, with census sampling.Data collection techniques used in this study was a questionnaire with the answer given a score based on a scale interval of 1-5 with the Likert method. With multiple linear regress analysis tools. The next test of the hypothesis that f test and t-test to determine of independent variables on the dependent variable, and making inferences. Data analysis techniques in this study assisted by the Statistical program for special science (SPSS The results of research by F test resulted in no significant effect Motivation and Job Training together with the Employee Performance at PT. RB Sukasada with a coefficient of determination (R Square of 34.9%. While based on the t-test a significant difference between motivation and job training partially on performance. With the results of multiple regression 57.0% effect of motivation on the performance and 47.6% influence on the performance of job training. Conclusion motivation and job training are still low in achieving performance.

  10. The 21st Century Skills and Job Performance of Teachers

    Science.gov (United States)

    Pa-alisbo, Mark Anthony Cenas

    2017-01-01

    The Philippines' Department of Education through the implementation of the Basic Education Sector Reform Agenda (BESRA) is pursuing a package of policy reforms to further improve education. One of its reforms is the K-12 Program which has opened the way to the mandated 21st Century Skills. These include Learning and Innovation; Information, Media…

  11. Employee participation in developing performance measures and job performance: on the role of measurement properties and incentives

    NARCIS (Netherlands)

    Groen, B.; Wouters, M.; Wilderom, C.

    2013-01-01

    Involving employees in the development of performance measures often results in better employee job performance. Yet not all prior studies find such a direct effect. This study explains these inconsistent findings. It focuses on the measurement properties of performance measures and using them for

  12. "No One Really Knows What It Is That I Need": Learning a New Job at a Small Private College

    Science.gov (United States)

    Olson, Joann S.

    2015-01-01

    Colleges and universities are sites of learning, not only for tuition-paying students, but also for those employed by the institution. This qualitative study explored the workplace learning experiences of non-faculty staff at a small, faith-based private college in the upper Midwest who had recently changed jobs within the institution. Learning to…

  13. Job Motivation and Self-Confidence for Learning and Development as Predictors of Support for Change

    OpenAIRE

    Vithessonthi, Chaiporn; Schwaninger, Markus

    2008-01-01

    For the most part, studies on change management have attempted to determine the factors that influence employee resistance to change. The focus of the present study is to test whether job motivation and self-confidence for learning and development influence employee support for downsizing. Data were gathered from a sample of 86 teachers at one private school in Bangkok, Thailand. The analysis was carried out using multinomial ordered probit regression. The results suggest that the level of jo...

  14. The Job of a Performance Consultant: A Qualitative Content Analysis of Job Descriptions

    Science.gov (United States)

    Carliner, Saul; Castonguay, Chantal; Sheepy, Emily; Ribeiro, Ofelia; Sabri, Hiba; Saylor, Chantal; Valle, Andre

    2015-01-01

    Purpose: This study aims to explore the competencies needed by performance consultants, a particular role identified for training and development professionals. The role was formally named and promoted nearly two decades ago. Two ongoing discussions in the field are the competencies needed by training and development professionals and the role of…

  15. The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

    Directory of Open Access Journals (Sweden)

    Marnis Atmojo

    2012-04-01

    Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

  16. Using individual differences to predict job performance: correcting for direct and indirect restriction of range.

    Science.gov (United States)

    Sjöberg, Sofia; Sjöberg, Anders; Näswall, Katharina; Sverke, Magnus

    2012-08-01

    The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure. © 2012 The Authors. Scandinavian Journal of Psychology © 2012 The Scandinavian Psychological Associations.

  17. Performance-based training: from job and task analysis to training materials

    International Nuclear Information System (INIS)

    Davis, L.T.; Spinney, R.W.

    1983-01-01

    Historically, the smoke filled room approach has been used to revise training programs: instructors would sit down and design a program based on existing training materials and any federal requirements that applied. This failure to reflect a systematic definition of required job functions, responsibilities and performance standards in training programs has resulted in generic program deficiencies: they do not provide complete training of required skills and knowledge. Recognition of this need for change, coupled with a decrease in experienced industry personnel inputs and long training pipelines, has heightened the need for efficient performance-based training programs which are derived from and referenced to job performance criteria. This paper presents the process for developing performance-based training materials based on job and task analysis products

  18. The cultural effects of job mobility and the belief in a fixed world: evidence from performance forecast.

    Science.gov (United States)

    Chen, Jing; Chiu, Chi-yue; Chan, S Fiona

    2009-11-01

    Results from 5 studies illustrate how perception of and experiences with low job mobility can shape culture-characteristic pattern of judgments and behaviors. Although both Americans and some Asian groups (e.g., Chinese, Asian Americans) consider having successful practitioners' personality traits (role personalities) to be important to job performance, the Asian groups place heavier emphasis on possessing role personalities when making performance forecast than do Americans (Studies 1-3). Moreover, even among Americans, a brief subjective experience with low job mobility can increase the perceived importance of possessing role personalities in performance forecast (Study 4), and a brief direct experience with low job mobility can increase job applicants' tendency to claim possession of role personality traits in job applications (Study 5). Furthermore, the belief in a fixed world mediates the relationship between perception of low job mobility and perceived importance of possessing role personalities in performance forecast (Study 2).

  19. Performance of Blended Learning in University Teaching:

    Directory of Open Access Journals (Sweden)

    Michael Reiss

    2010-07-01

    Full Text Available Blended learning as a combination of classroom teaching and e-learning has become a widely represented standard in employee and management development of companies. The exploratory survey “Blended Learning@University” conducted in 2008 investigated the integration of blended learning in higher education. The results of the survey show that the majority of participating academic teachers use blended learning in single courses, but not as a program of study and thus do not exploit the core performance potential of blended learning. According to the study, the main driver of blended learning performance is its embeddedness in higher education. Integrated blended programs of study deliver the best results. In blended learning, learning infrastructure (in terms of software, culture, skills, funding, content providing, etc. does not play the role of a performance driver but serves as an enabler for blended learning.

  20. Learning online and on the job in Mexico | IDRC - International ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2011-02-01

    Feb 1, 2011 ... Employees will be assessed on core competencies, knowledge, and performance, ... including David Waung, Vice President of Knowledge Management and ... the World Bank, the Inter-American Development Bank, and the ...

  1. The Relationship between Attributional Style and Spiritual Intelligence and Job Performance of Employees of Tabriz University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Mina Jasour

    2016-12-01

    Results: Based on Pearson correlation coefficient, SI was significantly correlated with job performance among the employees. In addition, there was a significant correlation between internal locus of control and job performance; however, external locus of control did not exhibit any correlation with job performance. Furthermore, the results showed a significant relationship between SI components and job performance (P = 0.000. The results of the regression analysis revealed that all the components of SI were predictors of variables for job performance (R2 = 0.26. Conclusion: Considering the tests, it was revealed that there is a positive and meaningful relation between the internal control of attributional style and the elements of the SI with personnel job performance. However, based on the result of the regression with the fixed amount of 26 percent, it seems necessary to pay attention to other effective elements on the performance of personnel, except internal control and elements of SI.

  2. Work Scheduling by Use of Worker Model in Consideration of Learning by On-The-Job Training

    Science.gov (United States)

    Tateno, Toshitake; Shimizu, Keiko

    This paper deals with a method of scheduling manual work in consideration of learning by on-the-job training (OJT). In skilled work such as maintenance of trains and airplanes, workers must learn many tasks by OJT. While the work processing time of novice workers is longer than that of experts, the time will be reduced with repeated OJT. Therefore, OJT is important for maintaining the skill level and the long-term work efficiency of an organization. In order to devise a schedule considering OJT, the scheduler must incorporate a management function of workers to trace dynamically changing work experience. In this paper, after the relationship between scheduling problems and worker management problems is defined, a simulation method, in which a worker model and an agent-based mechanism are utilized, is proposed to derive the optimal OJT strategy toward high long-term performance. Finally, we present some case studies showing the effectiveness of OJT planning based on the simulation.

  3. Improving Job Performance of Neighborhood Youth Corps Aides in an Urban Recreation Program

    Science.gov (United States)

    Pierce, Charles H.; Risley, Todd R.

    1974-01-01

    Neighborhood Youth Corps (NYC) aides were paid on the basis of proportion of tasks completed on a simple checklist of job performance rather than on simply being physically present. This procedure was found to be effective for increasing the level of work performance. (EH)

  4. The Effect of Leadership, Organizational Culture, Emotional Intellegence, and Job Satisfaction on Performance

    Science.gov (United States)

    Ilyas, Muhammad; Abdullah, Tamrin

    2016-01-01

    This research aimed to study the influence of Leadership, Organizational Culture, Emotional Quotation, and Job Satisfaction to Teacher Performance of Senior High School at Palopo Municipality South Sulawesi. There were 78 teachers participated in this research. The results were: (1) Leadership directly affects teacher performance; (2) Emotional…

  5. The effects of social embeddedness on job performance of tenured and non-tenured profesionals

    NARCIS (Netherlands)

    van Emmerik, Hetty; Sanders, Karin

    2004-01-01

    This study examines how different employment relationships in academic settings, ie tenured versus non-tenured appointments, are associated with different types of job performance efforts. The social embeddedness model contends that employees' efforts to perform well depend on embeddedness in the

  6. Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress, and Performance

    Science.gov (United States)

    Ivancevich, John M.; Donnelly, James H., Jr.

    1975-01-01

    Reports on the relationship between organizational shape or structure (tall, medium, and flat) and job satisfaction, anxiety-stress, and performance. Indicates that salesmen in flat organizations perceive more autonomy and more satisfaction with respect to self-actualization, perceive lower amounts of anxiety-stress, and perform more efficiently.…

  7. Working mothers: Family-work conflict, job performance and family/work variables

    Directory of Open Access Journals (Sweden)

    Cynthia J Patel

    2006-10-01

    Full Text Available The present study examined the relationship between family-work conflict, job performance and selected work and family characteristics in a sample of working mothers employed at a large retail organization. The hypothesis of a negative relationship between family-work conflict and job performance was rejected. Married women reported significantly higher family-work conflict than unmarried women, while women in the highest work category gained the highest job performance rating. More than half the sample indicated that paid work was more important than their housework and reported that their working had a positive impact on their families. The findings are discussed in relation to the changing work and family identities of non-career women.

  8. Recovery Processes During and After Work: Associations With Health, Work Engagement, and Job Performance.

    Science.gov (United States)

    de Bloom, Jessica; Kinnunen, Ulla; Korpela, Kalevi

    2015-07-01

    We examined energy management during work, recovery experiences after work and their connections to health, work engagement, and job performance. An online survey was completed by 1208 Finnish employees. Energy management was assessed through 13 strategies and recovery experiences through four experiences. As outcomes of recovery, we examined self-reported health, work engagement, and job performance. On average, employees applied three energy management strategies. The most beneficial strategies were work-related: shifting focus, goal setting, and helping coworkers. Both energy management and recovery experiences contributed to the outcomes. Employees benefit in terms of energy from shifting their focus to positive aspects of their jobs and demonstrating proactive social behavior at work. Recovery processes during and after work are closely connected to each other, to well-being and performance at work.

  9. Interactive Distance Learning and Job Support Strategies for Soft Skills.

    Science.gov (United States)

    Campbell, J. Olin; And Others

    1996-01-01

    Discusses the development of soft skills such as management and sales or collaborative problem solving through the use of interactive distance education. Highlights include performance support, including interpersonal skills; long-term cognitive restructuring; and linking training to organizational goals. (Author/LRW)

  10. Does organisational commitment enhance the relationship between job involvement and in-role performance?

    Directory of Open Access Journals (Sweden)

    Talat Islam

    2012-11-01

    Full Text Available Orientation: Job involvement is essential for the performance of employees. Prior researchers have found a weak relationship between job involvement and job performance, but dimensions of commitment have been considered as a mediator to enhance the relationship.Research purpose: This research is aimed at discovering the role of organisational commitment as a mediating variable between the relationship of job involvement and performance.Motivation for the study: The aim of organisations today is to outperform each other in every respect. In order to realise this, the role of employees is crucial. To elicit the best from employees requires much attention from organisations. This research is focused on this specific issue, namely, increasing employees’ performance.Research design, approach and method: The researchers have used structured questionnaires using the quantitative approach. A similar research methodology using the survey method was applied by the researchers to make the results comparable. The simple random sampling technique was used. Data was evaluated on the basis of 208 completed questionnaires.Main findings: Findings of the study indicate that there is a relationship between job involvement and in-role performance. Affective and normative commitment can act as mediator. However, continuance commitment is not a mediator in this relationship.Practical/managerial implications: It is important for organisations that want to gain a competitive edge over its rivals to enhance the level of involvement of its employees.Contribution/value-add: The results of this study will provide a new dimension for managers on how to gain a competitive advantage over rival firms with regard to performance by increasing the level of job involvement.

  11. The Moderating Role of Self-Regulated Learning in Job Characteristics and Attitudes towards Web-Based Continuing Learning in the Airlines Workplace

    Science.gov (United States)

    Lin, Xiao-fan; Liang, Jyh-Chong; Tsai, Chin-Chung; Hu, Qintai

    2018-01-01

    With the increasing importance of adult and continuing education, the present study aimed to examine the factors that influence continuing web-based learning at work. Three questionnaires were utilised to investigate the association of the job characteristics from Karasek et al.'s (1998) job demand-control-support model and the self-regulated…

  12. Patterns of work-related intimate partner violence and job performance among abusive men.

    Science.gov (United States)

    Mankowski, Eric S; Galvez, Gino; Perrin, Nancy A; Hanson, Ginger C; Glass, Nancy

    2013-10-01

    This study assesses different types of work-related intimate partner violence (IPV) perpetration and their relationship to perpetrators' work performance and employment. We determine if groups of abusive men with similar patterns of work-related IPV exist and then examine whether the patterns are related to their characteristics, job performance, and employment outcomes. Participants were 198 adult men (60% Latino, 40% non-Latino) from batterer intervention programs (BIPs) who self-reported their lifetime work-related IPV and job outcomes. Five distinct clusters were identified and named based on the pattern (predominance or absence) of different work-related abusive behaviors reported: (a) low-level tactics, (b) job interference, (c) job interference with threatened or actual violence, (d) extreme abuse without jealousy and (e) extreme abuse. Analyses revealed significant differences between the clusters on ethnicity, parental status, partner's employment status, income, education, and (among Latinos only) acculturation. The probability of men's work-related IPV substantially impacting their own job performance was nearly 4 times greater among those in the extreme abuse cluster than those in the low-level tactics cluster. These data inform the development of employee training programs and workplace policies for reducing IPV that affects the workplace.

  13. Reliability and Validity of the Turkish Version of the Job Performance Scale Instrument.

    Science.gov (United States)

    Harmanci Seren, Arzu Kader; Tuna, Rujnan; Eskin Bacaksiz, Feride

    2018-02-01

    Objective measurement of the job performance of nursing staff using valid and reliable instruments is important in the evaluation of healthcare quality. A current, valid, and reliable instrument that specifically measures the performance of nurses is required for this purpose. The aim of this study was to determine the validity and reliability of the Turkish version of the Job Performance Instrument. This study used a methodological design and a sample of 240 nurses working at different units in four hospitals in Istanbul, Turkey. A descriptive data form, the Job Performance Scale, and the Employee Performance Scale were used to collect data. Data were analyzed using IBM SPSS Statistics Version 21.0 and LISREL Version 8.51. On the basis of the data analysis, the instrument was revised. Some items were deleted, and subscales were combined. The Turkish version of the Job Performance Instrument was determined to be valid and reliable to measure the performance of nurses. The instrument is suitable for evaluating current nursing roles.

  14. Studying the impact of the organizational commitment on the job performance

    Directory of Open Access Journals (Sweden)

    Mojtaba Rafiei

    2014-08-01

    Full Text Available Success of any organization depends on the performance of its employees. Enhancing organizational commitment among employees is an important aspect to perform better. The purpose of this study is to examine the effect of three components of organizational commitment; namely Affective, Continuance and Normative commitment, on employee’s performance. The study is applied among 244 employees of Cooperatives, Labor and Social Welfare department of Markazi Province using a single-stage cluster sampling. The study uses a standard questionnaire for organizational commitment developed by Allen and Meyer and job performance questionnaire developed by Patterson were used to gather data. Structural equations modeling (SEM technique has been used for data analysis. The result of this analysis indicates that the organizational commitment had a positive significant effect on the job performance. In addition, the study also showed that all three dimensions of organizational commitment, Affective, continuance, and normative commitment, had a positive significant effect on the job performance. From the findings, it has been proved that job performance was strongly associated with employee's commitment.

  15. Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation.

    Science.gov (United States)

    Steinbauer, Robert; Renn, Robert W; Chen, H Shawna; Rhew, Nicholas

    2018-01-08

    Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications.

  16. Employee Education and Job Performance: Does Education Matter?

    Science.gov (United States)

    Ariss, Sonny S.; Timmins, Sherman A.

    1989-01-01

    This study examines the relationship between the type of college degree, level of college degree, and superiors' perceptions of managers' attributes and their work performance in some management areas. No significant relationship has been found between managers' college education and their performance at work. Implications of these findings for…

  17. Analysis of Aptitude, Training, and Job Performance Measures

    Science.gov (United States)

    1982-02-01

    provisions have been made for students with unsatisfactory performance to be " recycled ", that is, to retake a module or part of a course (e.g., 2841, Marine...clear, simple language o questions avoided trivia , and were related to task performance o response choices were parallel and realistic. The assessment

  18. Teacher Learning and Instructional Change: How Formal and On-the-Job Learning Opportunities Predict Change in Elementary School Teachers' Practice

    Science.gov (United States)

    Parise, Leigh Mesler; Spillane, James P.

    2010-01-01

    Recent education reform has emphasized the importance of teacher learning in improving classroom instruction and raising student achievement. This article focuses on teachers' learning opportunities, including formal professional development and on-the-job learning that occurs through interactions with colleagues. Using data from 30 elementary…

  19. An Empirical Study of the Relationship between Performance Appraisal Politics and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2011-02-01

    Full Text Available Performance appraisal politics are viewed as a vital human resource management issuewhere it consists of two salient features: motivational motive and punishment motive. The ability ofappraisers (e.g., immediate bosses/managers to properly implement such appraisal politics inallocating performance ratings may have significant impact on job satisfaction. Although the nature ofthis relationship is important, little is known about the role of performance appraisal politics as apredicting variable in the performance appraisal models. Therefore, this study was conducted toexamine the effect of performance appraisal politics on job satisfaction using 150 usablequestionnaires gathered from employees who have worked in a national postal company in Sarawak,Malaysia. In initial data analysis, the results of exploratory factor analysis confirmed that themeasurement scales used in this study satisfactorily met the standards of validity and reliabilityanalyses. Further, in hypothesis testing, the outcomes of stepwise regression analysis showed thatperformance appraisal politics (i.e., motivational motive and punishment motive significantlycorrelated with job satisfaction. Statistically, this result confirms that performance appraisal politicsact as important predictors of job satisfaction in the studied organization. In addition, discussion,implications and conclusion are elaborated.

  20. Daily micro-breaks and job performance: General work engagement as a cross-level moderator.

    Science.gov (United States)

    Kim, Sooyeol; Park, YoungAh; Headrick, Lucille

    2018-03-29

    Despite the growing research on work recovery and its well-being outcomes, surprisingly little attention has been paid to at-work recovery and its job performance outcomes. The current study extends the work recovery literature by examining day-level relationships between prototypical microbreaks and job performance as mediated by state positive affect. Furthermore, general work engagement is tested as a cross-level moderator weakening the indirect effects of microbreaks on job performance via positive affect. Using multisource experience sampling method, the authors collected two daily surveys from 71 call center employees and obtained objective records of daily sales performance for two consecutive weeks (n = 632). Multilevel path analysis results showed that relaxation, socialization, and cognitive microbreaks were related to increased positive affect at work which, in turn, predicted greater sales performance. However, breaks for nutrition-intake (having snacks and drinks) did not show significant effects. Importantly, microbreaks had significant indirect effects on job performance via positive affect only for workers who had lower general work engagement, whereas the indirect effects did not exist for workers who had higher general work engagement. Furthermore, Bayesian multilevel analyses confirmed the results. Theoretical and practical implications, limitations, and future research directions are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  1. Performance factors of mobile rich media job aids for community health workers.

    Science.gov (United States)

    Florez-Arango, Jose F; Iyengar, M Sriram; Dunn, Kim; Zhang, Jiajie

    2011-01-01

    To study and analyze the possible benefits on performance of community health workers using point-of-care clinical guidelines implemented as interactive rich media job aids on small-format mobile platforms. A crossover study with one intervention (rich media job aids) and one control (traditional job aids), two periods, with 50 community health workers, each subject solving a total 15 standardized cases per period per period (30 cases in total per subject). Error rate per case and task, protocol compliance. A total of 1394 cases were evaluated. Intervention reduces errors by an average of 33.15% (p = 0.001) and increases protocol compliance 30.18% (p technologies in general, and the use of rich media clinical guidelines on cell phones in particular, for the improvement of community health worker performance in developing countries.

  2. Prediction of Job Performance: Review of Military Studies

    Science.gov (United States)

    1982-03-01

    an assessment center to predict filed leadership performance of Army officers and NCOs. Proceedings of the 19th Annual Military Testing Association...C. Behaviors, results, and organizational effectiveness: The problem of criteria. In Dunnette, M. D. (Ed.), Handbook of Industrial and organizatin ...than for the Navy enlisted group. 30. Dyer, F. N., & Hlilligoss, R. Z. Using an assessment center to predict field leadership performance of Army

  3. Employee (Dis)Engagement: Learning from Nurses Who Left Organizational Jobs for Independent Practice.

    Science.gov (United States)

    Stahlke Wall, Sarah

    2015-09-01

    Employee engagement is of growing interest in healthcare organizations. Engaged employees give an extra measure of effort to contribute to organization goals, whereas disengaged employees withdraw, have lower performance and are more likely to leave their jobs. The aim of this ethnographic study was, in part, to explore the reasons why high-calibre nurses became disengaged from their work and opted to leave their hospital-based employment in favour of independent practice, as well as to consider the organizational conditions that influenced their desire to leave. The findings revealed that nurses left their hospital-based jobs because of health system change, job characteristics, working conditions and lack of respect, which relate closely to the antecedents of employee engagement. Employee engagement can be fostered through organizational support, trust-building management behaviour and transformational leadership. Copyright © 2015 Longwoods Publishing.

  4. Reducing job insecurity and increasing performance ratings: does impression management matter?

    Science.gov (United States)

    Huang, Guo-hua; Zhao, Helen Hailin; Niu, Xiong-ying; Ashford, Susan J; Lee, Cynthia

    2013-09-01

    Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. PsycINFO Database Record (c) 2013 APA, all rights reserved

  5. Occupational stress and its effect on job performance. A case study of medical house officers of district Abbottabad.

    Science.gov (United States)

    Kazmi, Rubina; Amjad, Shehla; Khan, Delawar

    2008-01-01

    Doctors especially house officers are under a great deal of stress related to a variety of occupational stressors. Occupational stressors contribute to organizational inefficiency, high staff turnover, absenteeism due to sickness, decreased quality, and quantity of practice, increased costs of health care, and decreased job satisfaction. One of the organizational outcomes that affected by occupational stress is job performance. The purpose of the present study was to investigate the effect of job stress on job performance. The universe of the study is District Abbottabad and the complete population of house officers was targeted which were present at that time were 55. The data obtained through questionnaire was analyzed using the statistical methods including descriptive statistics, Spearman's correlation and multiple regression. The analysis showed strong support for the hypothesis that there is an inverse relationship between job stress and job performance indicating that there is high job stress in the house officers, resulting in low job performance. Correct stress management should start from improved health and good intrapersonal relationships. The prevention and management of workplace stress requires organizational level interventions, because it is the organization that creates the stress. Success in managing and preventing stress will depend on the culture in the organization. A culture of openness and understanding, rather than of criticism, is essential. Those house officers who had high level of job stress had low job performance. All the factors affected male house officers more than the female house officers.

  6. An empirical study on the impact of stress on the relationship between locus of control and job satisfaction and job performance

    Directory of Open Access Journals (Sweden)

    Mahbobeh Khorshidifar

    2011-10-01

    Full Text Available Stress plays an important role on job satisfaction in many industries such as accounting. We present an empirical study to examine the impact of job stress on the relationship between the locus of control and accountants' job satisfaction. The study selects a sample of 65 senior and regular accountants who work for thirteen different regional municipalities of city of Mashad located in east part of Iran. The study uses different well-known questionnaire methods such as stress diagnostic survey, locus of control, job satisfaction and employees' performance to perform the study. The results indicate that the stress is on average level for the dominant locos of control factors and job satisfaction and employee performance are in relatively high level. The study also reveals that there are four important factors of role of ambiguity, quantitative overload, career development and handling other workers' responsibilities play important role on job satisfaction and managing career development has important impact on the performance of accountants.

  7. Psychological variables involved in teacher’s job performance

    OpenAIRE

    Torres Valladares, Manuel; Lajo Lazo, Rosario

    2014-01-01

    The purpose of this study is to analyze the casual relations that can exist between some psychological variables (Personality Type A, Stress facing and Burnout Syndrome) and the labour performance of university teachers from  five faculties of medicine of Lima Metropolitana. The instruments used were: Blumenthal’s inventory of auto report of behaviour type A, COPE, Maslasch’s Burnout inventory and the teacher’s labour performance made by Manuel Fernández Arata. All these instruments were subj...

  8. Uncovering curvilinear relationships between conscientiousness and job performance: how theoretically appropriate measurement makes an empirical difference.

    Science.gov (United States)

    Carter, Nathan T; Dalal, Dev K; Boyce, Anthony S; O'Connell, Matthew S; Kung, Mei-Chuan; Delgado, Kristin M

    2014-07-01

    The personality trait of conscientiousness has seen considerable attention from applied psychologists due to its efficacy for predicting job performance across performance dimensions and occupations. However, recent theoretical and empirical developments have questioned the assumption that more conscientiousness always results in better job performance, suggesting a curvilinear link between the 2. Despite these developments, the results of studies directly testing the idea have been mixed. Here, we propose this link has been obscured by another pervasive assumption known as the dominance model of measurement: that higher scores on traditional personality measures always indicate higher levels of conscientiousness. Recent research suggests dominance models show inferior fit to personality test scores as compared to ideal point models that allow for curvilinear relationships between traits and scores. Using data from 2 different samples of job incumbents, we show the rank-order changes that result from using an ideal point model expose a curvilinear link between conscientiousness and job performance 100% of the time, whereas results using dominance models show mixed results, similar to the current state of the literature. Finally, with an independent cross-validation sample, we show that selection based on predicted performance using ideal point scores results in more favorable objective hiring outcomes. Implications for practice and future research are discussed.

  9. Running Interactive Jobs on Peregrine | High-Performance Computing | NREL

    Science.gov (United States)

    shell prompt, which allows users to execute commands and scripts as they would on the login nodes. Login performed on the compute nodes rather than on login nodes. This page provides instructions and examples of , start GUIs etc. and the commands will execute on that node instead of on the login node. The -V option

  10. Employees’ Perceived Opportunities to Craft and In-Role Performance: The Mediating Role of Job Crafting and Work Engagement

    Science.gov (United States)

    van Wingerden, Jessica; Poell, Rob F.

    2017-01-01

    The present study was designed to gain knowledge of the relationship between employees’ perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees’ perceived opportunities to craft their job may predict their actual job crafting behavior, which may have consequences for their well-being and performance, no study has examined the relationships between these variables. We collected data among a heterogeneous group of Dutch employees (N = 2090). Participants of the study reported their perceived opportunities to craft, job crafting behavior, work engagement and performance. Results indicated that individuals who experience a high level of opportunities to craft reported higher levels of job crafting behavior. In turn, perceived opportunities to craft and job crafting behavior related to higher levels of work engagement and subsequently performance. We discuss the implications of these findings for theory and practice. PMID:29118729

  11. Employees' Perceived Opportunities to Craft and In-Role Performance: The Mediating Role of Job Crafting and Work Engagement.

    Science.gov (United States)

    van Wingerden, Jessica; Poell, Rob F

    2017-01-01

    The present study was designed to gain knowledge of the relationship between employees' perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees' perceived opportunities to craft their job may predict their actual job crafting behavior, which may have consequences for their well-being and performance, no study has examined the relationships between these variables. We collected data among a heterogeneous group of Dutch employees ( N = 2090). Participants of the study reported their perceived opportunities to craft, job crafting behavior, work engagement and performance. Results indicated that individuals who experience a high level of opportunities to craft reported higher levels of job crafting behavior. In turn, perceived opportunities to craft and job crafting behavior related to higher levels of work engagement and subsequently performance. We discuss the implications of these findings for theory and practice.

  12. Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment and Turnover Intent

    Science.gov (United States)

    Reio, Thomas G., Jr.; Trudel, Jeannie

    2013-01-01

    The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style…

  13. Emotional intelligence and job performance: The role of enactment and focus on others’ emotions

    NARCIS (Netherlands)

    Pekaar, K.A. (Keri A.); D. van der Linden (Dimitri); A.B. Bakker (Arnold); M.Ph. Born (Marise)

    2017-01-01

    textabstractThe link between emotional intelligence (EI) and job performance was examined focusing on the interplay between self- and other-focused EI dimensions. Two diary studies were conducted among divorce lawyers and salespersons. We adopted a two-level perspective including individual

  14. Personal Skills, Job Satisfaction, and Productivity in Members of High Performance Teams

    Science.gov (United States)

    Valdes-Flores, Patricia; Campos-Rodriguez, Javier Arturo

    2008-01-01

    The intention of the study is to identify the development of personal skills, as well as the increase of job satisfaction and productivity of the employee, as a result of their participation in high performance teams. Volunteered in the study 139 members of self-managed teams belonging to the Production Area, 39 of Operational Administrative…

  15. Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

    Science.gov (United States)

    Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

    2006-01-01

    This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

  16. The Influence of Competence, Motivation, and Organisational Culture to High School Teacher Job Satisfaction and Performance

    Science.gov (United States)

    Arifin, H. Muhammad

    2015-01-01

    The study aims to find out and analyze the influence of competence, motivation, and organizational competence to high school teacher job satisfaction and performance in Jayapura City, Papua, Indonesia. The study was conducted on 117 respondents of 346 teachers by means of questionnaire. Data is analyzed by SEM analysis method in AMOS program.…

  17. Analysis of the role and level of job performance among extension ...

    African Journals Online (AJOL)

    The study analysed the role performance and job satisfaction of extension agents in technology delivery in Imo State. The multistage random sampling technique was adopted in the selection of farmers and simple random sampling for the selection of extension agents. The instruments for data collection were four sets of ...

  18. Work Experiences, Job Performance, and Feelings of Personal and Family Well-Being.

    Science.gov (United States)

    Greenhaus, Jeffrey H.; And Others

    1987-01-01

    Examined interaction between job performance and specific work experiences on three indicators of personal and family well-being among 336 accountants. Perceptions of nonsupportive and inequitable work environment, role conflict, and extensive time commitment to work were each related to one or more indicators of well-being. (Author)

  19. Comparisons of Performance and Job Insecurity in Union and Nonunion Sites of a Manufacturing Company

    Science.gov (United States)

    Filipkowski, Monica; Johnson, C. Merle

    2008-01-01

    Layoffs and employment changes caused by current economic conditions have significant effects on employee work behavior and emotions as well as organizational outcomes. We examined the relationships between measures of job insecurity, organizational commitment, turnover, absenteeism, and worker performance within a manufacturer in Chapter 11…

  20. The Effects of Diversity Management on Job Satisfaction and Individual Performance of Teachers

    Science.gov (United States)

    Ordu, Aydan

    2016-01-01

    In this research, the effects of teachers' perceptions of the diversity management on their job satisfaction and individual performance were examined. Teachers who are working in public high schools during 2014 to 2015 academic year constituted the study group of the research. The data of the research in which quantitative method used were…

  1. Small Business Leadership and Organizational Culture, Job Satisfaction and Performance: Correlational Research

    Science.gov (United States)

    Frazier, Eugene

    2013-01-01

    This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the…

  2. A Survey of the Duties and Job Performance of Student Assistants in Access Services

    Science.gov (United States)

    Tolppanen, Bradley P.; Derr, Janice

    2009-01-01

    The results of a recently conducted Web-based survey of Access Services department supervisors are presented in this article. The survey, which was completed by 94 respondents, identified 19 core tasks completed by student assistants and further found a high overall approval of student assistant job performance. The information generated by the…

  3. Context Matters: Principals' Sensemaking of Teacher Hiring and On-the-Job Performance

    Science.gov (United States)

    Ingle, Kyle; Rutledge, Stacey; Bishop, Jennifer

    2011-01-01

    Purpose: School principals make sense of multiple messages, policies, and contexts within their school environments. The purpose of this paper is to examine specifically how school leaders make sense of hiring and subjective evaluation of on-the-job teacher performance. Design/methodology/approach: This qualitative study drew from 42 interviews…

  4. Leaders' Communication Pattern: A Predictor of Lecturers' Job Performance in Nigeria

    Science.gov (United States)

    Oluwatoyin, Fashiku Christopher

    2016-01-01

    The study investigated the influence leaders' communication pattern has on lecturers' job performance in Kwara State Colleges of Education, Nigeria. Using the descriptive survey method, the population of the study was made up of all lecturers and students of the existing three state government owned Colleges of Education in the state. Five hundred…

  5. Effects of Individual Characteristics on Expatriates' Adjustment and Job Performance

    Science.gov (United States)

    Bhatti, Muhammad Awais; Kaur, Sharan; Battour, Mohamed Mohamed

    2013-01-01

    Purpose: Researchers have been focusing on the predictors of expatriates' adjustment and job performance at different levels (individual level, organizational level and societal level), but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to develop a comprehensive framework…

  6. Leadership among Secondary School Agricultural Science Teachers and Their Job Performance in Akwa Ibom State, Nigeria

    Science.gov (United States)

    Ben, Camilus Bassey

    2012-01-01

    The main purpose of this study is to investigate leadership among secondary school Agricultural Science teachers and their job performance in Akwa Ibom State. To achieve the aim of this study, three research hypotheses were generated to direct the study. Literature was reviewed based on the variables derived from the postulated hypotheses. Survey…

  7. Principal Licensure Exams and Future Job Performance: Evidence from the School Leaders Licensure Assessment

    Science.gov (United States)

    Grissom, Jason A.; Mitani, Hajime; Blissett, Richard S. L.

    2017-01-01

    Many states require prospective principals to pass a licensure exam to obtain an administrative license, but we know little about the potential effects of principal licensure exams on the pool of available principals or whether scores predict later job performance. We investigate the most commonly used exam, the School Leaders Licensure Assessment…

  8. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.

    Science.gov (United States)

    Wong, Carol A; Laschinger, Heather K S

    2013-04-01

    To report a study conducted to test a model linking authentic leadership of managers with nurses' perceptions of structural empowerment, performance, and job satisfaction. Authentic leadership has been proposed as the root element of effective leadership needed to build healthier work environments because there is special attention to the development of empowering leader-follower relationships. Although the influence of leadership style and empowerment on job satisfaction is well documented, there are few studies examining the influence of authentic leadership on nurses' empowerment and work outcomes. A non-experimental, predictive survey. In 2008, a random sample of 600 Registered Nurses working in acute care hospitals across Ontario in Canada was surveyed. The final sample consisted of 280 (48% response rate) nurses. Variables were measured using the Authentic Leadership Questionnaire, Conditions of Work Effectiveness Questionnaire, Global Job Satisfaction Survey, and General Performance scale. The theoretical model was tested using structural equation modelling. The final model fit the data acceptably. Authentic leadership significantly and positively influenced staff nurses' structural empowerment, which in turn increased job satisfaction and self-rated performance. The results suggest that the more managers are seen as authentic, by emphasizing transparency, balanced processing, self-awareness and high ethical standards, the more nurses perceive they have access to workplace empowerment structures, are satisfied with their work, and report higher performance. © 2012 Blackwell Publishing Ltd.

  9. Estimates of Job Performance for Applicants Differing in Gender, Marital and Parental Status.

    Science.gov (United States)

    Borges, Marilyn A.; Clothier, Tamara A.

    Women and men tend to be defined by their marital and parental status; thus, these factors may be crucial in understanding societal attitudes toward working men and women. The influence of marital and parental status on perceived job performance was investigated with a college undergraduate sample (N=128). From paragraph descriptions that varied…

  10. The Evaluation of Teachers' Job Performance Based on Total Quality Management (TQM)

    Science.gov (United States)

    Shahmohammadi, Nayereh

    2017-01-01

    This study aimed to evaluate teachers' job performance based on total quality management (TQM) model. This was a descriptive survey study. The target population consisted of all primary school teachers in Karaj (N = 2917). Using Cochran formula and simple random sampling, 340 participants were selected as sample. A total quality management…

  11. Person-Environment Congruence and Personality Domains in the Prediction of Job Performance and Work Quality

    Science.gov (United States)

    Kieffer, Kevin M.; Schinka, John A.; Curtiss, Glenn

    2004-01-01

    This study examined the contributions of the 5-Factor Model (FFM; P. T. Costa & R. R. McCrae, 1992) and RIASEC (J. L. Holland, 1994) constructs of consistency, differentiation, and person-environment congruence in predicting job performance ratings in a large sample (N = 514) of employees. Hierarchical regression analyses conducted separately by…

  12. Job performance ratings : The relative importance of mental ability, conscientiousness, and career adaptability

    NARCIS (Netherlands)

    Ohme, Melanie; Zacher, Hannes

    According to career construction theory, continuous adaptation to the work environment is crucial to achieve work and career success. In this study, we examined the relative importance of career adaptability for job performance ratings using an experimental policy-capturing design. Employees (N =

  13. When and why creativity-related conflict with coworkers can hamper creative employees' individual job performance

    NARCIS (Netherlands)

    Janssen, Onne; Giebels, Ellen

    2013-01-01

    We examined when and why focal employees' creativity-related conflict with coworkers is related to their individual job performance. As hypothesized, a survey among 113 employees in 14 manufacturing work groups showed that creativity-related conflict with coworkers escalates into dysfunctional

  14. Autonomy, Workload, Work-Life Balance and Job Performance among Teachers

    Science.gov (United States)

    Johari, Johanim; Yean Tan, Fee; Zulkarnain, Zati Iwani Tjik

    2018-01-01

    Purpose: The purpose of this paper is to examine the influence of autonomy, workload, and work-life balance on job performance among teachers. A survey was carried out among teachers in public schools in the Northern Region of Peninsular Malaysia. Design/methodology/approach: This study adopted a quantitative approach to address the research…

  15. Relationships among Job Satisfaction, Professional Efficacy, Student and School Performance, and Teacher Absenteeism

    Science.gov (United States)

    Dana, Laura Beckham

    2014-01-01

    The purpose of this study was to determine the relationships among job satisfaction, professional efficacy, student and school performance, and teacher absenteeism in Mississippi. This study also addressed methods that can be used by policymakers to better ensure low rates of absenteeism. The study measured the relationship between teachers'…

  16. A multi-source, multi-study investigation of job performance prediction by political skill

    DEFF Research Database (Denmark)

    Blickle, G.; Ferris, G.R.; Munyon, T.P.

    2011-01-01

    -sectional and longitudinal designs, this research tested the hypotheses that employee political skill, measured from the perspective of employees' assessor A, will positively predict job performance rated by assessor B (i.e. Hypothesis 1a), and vice versa, that employee political skill measured by assessor B will predict...

  17. The influence of future time perspective on work engagement and job performance: the role of job crafting.

    NARCIS (Netherlands)

    Kooij, T.A.M.; Tims,; Akkermans,

    2017-01-01

    This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke

  18. Applying Consumer and Homemaking Skills to Jobs and Careers. Secondary Learning Guide 13. Project Connect. Linking Self-Family-Work.

    Science.gov (United States)

    Emily Hall Tremaine Foundation, Inc., Hartford, CT.

    This competency-based secondary learning guide on applying consumer and homemaking skills to jobs and careers is part of a series that are adaptations of guides developed for adult consumer and homemaking education programs. The guides provide students with experiences that help them learn to do the following: make decisions; use creative…

  19. Jobs, Jobs, Jobs!

    Science.gov (United States)

    Jacobson, Linda

    2011-01-01

    Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…

  20. The Impact of Trust on Job Performance in Organisations

    Directory of Open Access Journals (Sweden)

    Ana Nešić

    2016-04-01

    Full Text Available In circumstances governed by consistent change in all aspects of business, trust represents a significant factor in the behavioural patterns of organisations. Of great importance for a successful communication in organisations is understanding the levels of trust among staff, employees and their management, and trust in the organisation itself. Trust is a cohesive and motivating factor in work groups. Also, based on trust are identification and commitment to the organisation, as well as the relationships of employees. In successful organisations special attention is given to the problems of trust and mistrust. This work considers different theoretical concepts of how trust is created and maintained in organisations, different dimensions of organisational trust, as well as the effects of trust in organisational performance.

  1. Work-family conflict and job performance in nurses: the moderating effects of social support.

    Science.gov (United States)

    Wang, Mei-Ling; Tsai, Li-Jane

    2014-09-01

    A large number of women are employed in the labor market. This phenomenon has widely supplanted the traditional family model of full-time working fathers and full-time housewives with the dual-income family model. Most nurses have both family and work responsibilities and hope to balance these two aspects of their lives. Work-family conflict (WFC) is thus a significant issue faced by professional nurses. This study examines the relationship between WFC and job performance in the nursing context and explores the moderating effects of different sources of social support. This study questionnaire used a self-reporting scale. To avoid common method variance, research data were collected at two time points. Five hundred twenty questionnaires were sent to nurses working at five hospitals in Taiwan, and 501 were returned, of which 495 were valid and used in analysis. Hierarchical regression analysis was used to test study hypotheses. Study findings were (a) degree of family-to-work conflict influenced job performance negatively, (b) level of WFC did not significantly affect job performance, (c) support from friends strengthened the negative effect of family-to-work conflict on job performance, and (d) support from coworkers weakened the relationship between WFC and job performance. It is hoped that the findings of this study will be useful for nursing managers, organizations, and future research. Hospital organizations and nursing departments have a positive role to play in fostering an organizational culture that helps its staffs balance work and family responsibilities. A strategy of human resource management that is consistent with the demands of nurses may help reduce WFC.

  2. Investigating antecedent factors to job performance: Contemporary evidence from government supply management professionals

    Directory of Open Access Journals (Sweden)

    Chengedzai Mafini

    2015-06-01

    Full Text Available Purpose: The purpose of the study was to investigate the influence of transformational leadership, organisational citizenship behaviour and quality of work life on job performance amongst supply management professionals employed by the South African government. Rationale: The depressed job performance of supply management professionals in the South African government presents an impetus to generate new empirical information on the subject in order to find solutions. Methodology: A quantitative survey approach was followed using a sample of 264 supply management professionals employed in the South African government and were based in Gauteng Province. A Confirmatory Factor Analysis (CFA was conducted to assess psychometric properties of the measurement instrument. Hypotheses were tested using Structural Equation Modelling (SEM. Findings: Transformational leadership had positive and significant relationships with organisational citizenship behaviour and quality of work life. Quality of work life exerted a greater influence of job performance than organisational citizenship behaviour. Value of research: The study provides current evidence of the influence of transformational leadership on organisational citizenship behaviour and quality of work life, as well as the influence of organisational citizenship behaviour and quality of work life on job performance amongst supply management professionals. Conclusion: Transformational leadership has a positive influence on organisational citizenship behaviour and quality of work life amongst supply management professionals in the government. Both organisational citizenship behaviour and quality of work life exerta positive influence on the job performance of supply management professionals in the government. Future studies should be extended to other professional cohorts in both the private and the government sectors.

  3. Job satisfaction

    OpenAIRE

    PODROUŽKOVÁ, Lucie

    2013-01-01

    Bachelor thesis deals with job satisfaction. It is often given to a context with the attitude to work which is very much connected to job satisfaction. Thesis summarises all the pieces of information about job satisfacion, factors that affect it negatively and positively, interconnection of work satisfaction and work motivation, work behaviour and performance of workers, relationship of a man and work and at last general job satisfaction and its individual aspects. In the thesis I shortly pay...

  4. Generation Z’s Sustainable Volunteering: Motivations, Attitudes and Job Performance

    Directory of Open Access Journals (Sweden)

    Meehee Cho

    2018-05-01

    Full Text Available Generation Z (Gen Z, the future of America’s workforce, is forecasted to represent more than 30 million persons by 2020. Volunteer rates have been declining since 2002. Most compelling is that overall lowest volunteer rates were found to be within the Gen Z segment, with expectations of continued decline. Thus, this study explored motivations associated with sustainable volunteering by Gen Z based upon past research that documented intent to volunteer is strongly associated with age. In doing so, the Volunteer Functions Inventory was adopted to identify Gen Z motivations for volunteering. This study then employed the theory of planned behavior to test the relationships between Gen Z volunteering motivations, their attitudes and job performance using data obtained from 306 Gen Z volunteer special event participants. Among five motives identified to be important to Gen Z, only four motives (“value”, “career”, “learning” and “self-esteem” were found to significantly influence their attitudes. The ‘social’ motive was found to have no significant effect on their attitudes towards volunteering. This research framework was supported by validating the significant relationships between volunteer motivations, attitudes and job performance specific to the Gen Z volunteer segment. “Job training appropriateness” was found to be an important moderator for improving the relationships between Gen Z volunteer attitudes and job performance.

  5. Examining the relationships between span of control and manager job and unit performance outcomes.

    Science.gov (United States)

    Wong, Carol A; Elliott-Miller, Pat; Laschinger, Heather; Cuddihy, Michael; Meyer, Raquel M; Keatings, Margaret; Burnett, Camille; Szudy, Natalie

    2015-03-01

    Our aim was to examine the combination of frontline manager (FLM) personal characteristics and span of control (SOC) on their job and unit performance outcomes. Healthcare downsizing and reform have contributed to larger spans for FLMs in Canadian hospitals and increased concerns about manager workload. Despite a heightened awareness of SOC issues among decision makers, there is limited empirical evidence related to the effects of SOC on outcomes. A non-experimental predictive survey design was used to examine FLM SOC in 14 Canadian academic hospitals. Managers (n = 121) completed an online survey of work characteristics and The Ottawa Hospital (TOH) SOC tool. Unit turnover data were collected from organisational databases. The combination of SOC and core self-evaluation significantly predicted role overload, work control and job satisfaction, but only SOC predicted unit adverse outcomes and neither significantly predicted unit turnover. The findings contribute to an understanding of connections between the combination of SOC and core self-evaluation and manager job and unit performance outcomes. Organisational strategies to create manageable FLM SOC are essential to ensure exemplary job and unit outcomes. Core self-evaluation is a personality characteristic that may enhance manager performance in the face of high spans of control. © 2013 John Wiley & Sons Ltd.

  6. Statistical learning methods: Basics, control and performance

    Energy Technology Data Exchange (ETDEWEB)

    Zimmermann, J. [Max-Planck-Institut fuer Physik, Foehringer Ring 6, 80805 Munich (Germany)]. E-mail: zimmerm@mppmu.mpg.de

    2006-04-01

    The basics of statistical learning are reviewed with a special emphasis on general principles and problems for all different types of learning methods. Different aspects of controlling these methods in a physically adequate way will be discussed. All principles and guidelines will be exercised on examples for statistical learning methods in high energy and astrophysics. These examples prove in addition that statistical learning methods very often lead to a remarkable performance gain compared to the competing classical algorithms.

  7. Statistical learning methods: Basics, control and performance

    International Nuclear Information System (INIS)

    Zimmermann, J.

    2006-01-01

    The basics of statistical learning are reviewed with a special emphasis on general principles and problems for all different types of learning methods. Different aspects of controlling these methods in a physically adequate way will be discussed. All principles and guidelines will be exercised on examples for statistical learning methods in high energy and astrophysics. These examples prove in addition that statistical learning methods very often lead to a remarkable performance gain compared to the competing classical algorithms

  8. Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance.

    Science.gov (United States)

    Rothrauff-Laschober, Tanja C; Eby, Lillian Turner de Tormes; Sauer, Julia B

    2013-01-01

    When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.

  9. 20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

    Science.gov (United States)

    2010-04-01

    ... Student Support § 670.620 Are Job Corps students eligible to receive cash allowances and performance... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps students eligible to receive cash allowances and performance bonuses? 670.620 Section 670.620 Employees' Benefits EMPLOYMENT AND...

  10. Contributions of Self-Efficacy and Problem Solving Skills on Secretaries' Job Performance in Ogun State Public Service, Nigeria

    Science.gov (United States)

    Abosede, Subuola Catherine; Adesanya, Adebimpe Olusola

    2017-01-01

    This study is aimed at determining the contributions of self-efficacy and problem solving skills to the job performance of secretaries. The study also ascertained the relationship among self-efficacy, problem solving skills and job performance of the secretaries. The study employed the descriptive research design. Ten (10) secretaries were…

  11. Internal Homogeneity, Descriptiveness, and Halo: Resurrecting Some Answers and Questions About the Structure of Job Performance Rating Categories.

    Science.gov (United States)

    Cooper, William H.

    1983-01-01

    Assessed the effects of two rating category attributes on halo in job performance ratings. Results suggested reducing halo by using rating categories that do not force raters to rely on their overall evaluation of the ratee, or use the same salient observations for rating job performance on multiple categories. (JAC)

  12. The effect of performance-based pay systems on job satisfaction and stress

    OpenAIRE

    Hornbach, Jessica Janina

    2013-01-01

    Previous investigations regarding the health- and wellbeing-related outcomes of performance-based pay systems have been scarce and ambiguous so far. Considering the huge economic and organizational impact of stress-related health problems, it is important to further investigate this relation, including the impact of different variables that can help to explain the variation in the relationship between performance-based pay and job strain. The main purpose of this study is to challenge the res...

  13. The effects of job satisfaction, employee commitment, workplace friendship and team culture on service recovery performance

    OpenAIRE

    Abednego Feehi Okoe; Henry Boateng; Tiniwah Deborah Mensah

    2016-01-01

    The existing literature has called for more studies to be conducted on how human resource activities affect service recovery performance. This study therefore ascertains the effects of Job Satisfaction, employee Commitment, Workplace Friendship and Team Culture on Service Recovery Performance. The survey research design was used in this study. The participants were frontline employees from the various service sectors in Ghana. The convenience sampling was used as the sampling technique. A tot...

  14. Job crafting in changing organizations: Antecedents and implications for exhaustion and performance.

    Science.gov (United States)

    Petrou, Paraskevas; Demerouti, Evangelia; Schaufeli, Wilmar B

    2015-10-01

    The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).

  15. Family incivility and job performance: a moderated mediation model of psychological distress and core self-evaluation.

    Science.gov (United States)

    Lim, Sandy; Tai, Kenneth

    2014-03-01

    This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relationship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.

  16. Transformational leadership and safety performance among nurses: the mediating role of knowledge-related job characteristics.

    Science.gov (United States)

    Lievens, Ilse; Vlerick, Peter

    2014-03-01

    To report the impact of transformational leadership on two dimensions of nurses' safety performance (i.e. safety compliance and safety participation) and to study the mediating role of knowledge-related job characteristics in this relationship. Safety performance refers to the behaviours that employees exhibit to adhere to safety guidelines and to promote health and safety at their workplace. Nurses' safety performance is a major challenge for healthcare settings, urging the need to identify the key determinants and psychological mechanisms that influence it. A cross-sectional survey study. The study was carried out in September 2010 in a large Belgian hospital. We used self-administered questionnaires; 152 nurses participated. The hypotheses were tested using hierarchical regression analyses. In line with our first hypothesis, the results show that transformational leadership exerted a significant positive impact on both dimensions of nurses' safety performance. This positive relation was mediated by knowledge-related job characteristics, supporting our second hypothesis. Head nurses' transformational leadership can enhance nurses' compliance with and participation in safety. Furthermore, transformational head nurses are able to influence the perception that their nurses have about the kind and amount of knowledge in their job, which can also lead to increases in both dimensions of nurses' safety performance. This study therefore demonstrates the key impact that transformational head nurses have, both directly and indirectly, on the safety performance of their nurses. © 2013 John Wiley & Sons Ltd.

  17. Correlating Emotional Intelligence and Job Performance Among Jordanian Hospitals' Registered Nurses.

    Science.gov (United States)

    Al-Hamdan, Zaid; Oweidat, Islam Ali; Al-Faouri, Ibrahim; Codier, Estelle

    2017-01-01

    Emotional intelligence (EI) is an ability to recognize our and others' emotions, and manage emotions in ourselves and in relationships with other people. A large body of research evidence outside nursing shows that measured (EI) abilities correlated with employee performance, motivation, and job satisfaction; and preliminary nursing research evidence shows the correlation between EI ability and nurses' clinical performance. There is less research on the EI ability of Jordanian nurses, and the present study was undertaken to address this gap. A descriptive, cross-sectional, correlation comparative design (nonexperimental) was employed. Six Jordanian hospitals were included in the study. Two hundred fifty questionnaires were distributed to prospective participants. One hundred ninety-four questionnaires were returned, giving a response rate of 78%. EI was measured using the Genos Instrument. Clinical performance was measured using a self-report measure. Findings demonstrated significant positive relationships between all subscales of EI and job performance, ranging from r = .250, p = .000 to r = .193, p = .007. Regression analysis indicated working in medical-surgical wards, recognizing and expressing emotions scores (β = 0.186, p = .048), and controlling emotions (β = 0.255, p = .027) explained 19.1% of variance in nurses' job performance. The study findings confirm the correlation between nurse EI ability and clinical performance. © 2016 Wiley Periodicals, Inc.

  18. Learning in occupational transitions: a study of the process following job loss.

    Science.gov (United States)

    Hallqvist, Anders; Hydén, Lars-Christer

    2012-01-01

    This article examines how workers supported by outplacement services engage with an occupational transition through problem solving and learning. The participants were 23 mid-life redundant white collar workers with at least eight years in their sector, organization or occupation. The selected interviewees either participated in training to broaden their professional competence or did not make any such 'expansive' efforts. The study was based on narrative interviews, which enabled a detailed cross case examination of individuals' actions and choices and how the process unfolds over time. The results showed that people treat their job loss as a practical problem to be solved using various strategies. This problem-solving process is structured, with people passing similar crossroads defining particular challenges and opportunities giving people limited sets of choices. The results point to the significance of creativity and learning in occupational transitions.

  19. THE EFFECT OF PERSON-JOB FIT ON THE PERFORMANCE APPRAISAL: A RESEARCH IN KONYA TEXTILE ENTERPRISES

    Directory of Open Access Journals (Sweden)

    Ali Şükrü ÇETİNKAYA

    2017-12-01

    Full Text Available Lack of person-job fit may be one of the possible reasons for the symptoms of absence at work, increase in social loafing, employee turnover, burnout, stress etc. among employees in an organization. The compatibility of knowledge level, skills and personal traits with job characteristics determines the level of employee job satisfaction, effectiveness, productivity and performance. Performance appraisal practices, which assess employee performance level, enable organizations get aware of the importance of person-job fit. This quantitative research aimed to determine the effect of person-job fit on performance appraisal in organizations. Exploratory factor analysis and structural equation modeling techniques were employed to test the proposed hypotheses based on 223 valid responses gathered through questionnaire from textile enterprises operating in Konya province. Research findings revealed that both person fit and job fit components of the person-job fit structure have positive effect on performance appraisal. Results revealed that when person-job fit was satisfied, employees have positive attitude against performance appraisal practices.

  20. The effects of job satisfaction, employee commitment, workplace friendship and team culture on service recovery performance

    Directory of Open Access Journals (Sweden)

    Abednego Feehi Okoe

    2016-11-01

    Full Text Available The existing literature has called for more studies to be conducted on how human resource activities affect service recovery performance. This study therefore ascertains the effects of Job Satisfaction, employee Commitment, Workplace Friendship and Team Culture on Service Recovery Performance. The survey research design was used in this study. The participants were frontline employees from the various service sectors in Ghana. The convenience sampling was used as the sampling technique. A total of 372 responses were used in the final analysis. The scale items were adapted from the existing literature. Confirmatory factor analysis was used to assess the fit of the model. Multiple linear regression was used to test the hypotheses. The findings indicate that Job Satisfaction, Employee Commitment, Workplace Friendship and Team Culture significantly exerts positive influence on Service Recovery Performance of frontline employees. The findings from the study imply that there are several antecedents to Service Recovery Performance. Team Culture, Workplace Commitment, and Employee Commitment can influence Job Satisfaction which in turn will affect Service Recovery Performance resulting in customer satisfaction and retention.

  1. A study on impact of Job role stressors on Frontline employee role performance towards the customers

    Directory of Open Access Journals (Sweden)

    Kasturi Naik

    2016-03-01

    Full Text Available Rapid developments in the Indian Economy post-liberalization in 1991 have prompted institutions like the World Bank to forecast that India would be the fourth largest economy in the world by 2020 (Budhwar and Bhatnagar, 2009. Following globalization this has attracted a large numbers of foreign investors and companies to India. HRM in India has evolved as a specialised function (Budhwar and Bhatnagar, 2009. According to Budhwar and Bhatnagar, 2009 India had a long history of labour legislation and industrial relations and there are many challenges to the HRM systems in India, due to the diverse nature of India’s society which is marked by regional, sectoral, socio-cultural and political variation. In such a climate it is extremely difficult to have a uniform HR system. According to Wheatherly and Tansik (1993 employees have to deal with the demands from superiors as well as the needs and wishes of customers. Because of such a boundary spanning role, the retail frontline employees are in dilemma whether to customize the retail services as per customers needs or to obey the organizational guidelines and procedures (Bitner, 1990. This dilemma often leads to job role stress. There are different types of job role stress (Pareek, 1993 of these the research under study deals with the two job role stressors prominent in retail industry job role conflict and job role ambiguity ( Kahn et.al, 1964. According to Heskett et al. (2003 front line employee’s behavior and perception affects the customer satisfaction and intent of buying behavior which in turn have impact on service productivity. There have been many studies conducted on job role stress and its impact on employee job performance but hardly any with respect to organized Indian retail sector.In the prior research studies it can be noted that employee point of view is hardly taken into consideration. Hence as an attempt to fill in this gap the research focuses on understanding how job role

  2. The Impact of Technology, Job Complexity and Religious Orientation on Managerial Performance

    Directory of Open Access Journals (Sweden)

    Jesmin Islam

    2011-12-01

    Full Text Available This paper explores the impact of technology, job complexity and religious orientation on the performance of managers in the financial services industries. Data were collected from bank managers representing Islamic and conventional banks in Bangladesh. Path models were used to analyse the data. The results provide supportfor the hypothesis that a management accounting systems (MAS adequacy gap exists in the financial sector in a developing country such as Bangladesh. These Islamic and conventional banks also experienced varied outcomes regarding the impact of the MAS adequacy gap on managerial effectiveness. Significant results emerged concerning the direct influence of technology and job complexity on managerial effectiveness, although these findings again differed across religious and conventional banks. Significant intervening effects of both MAS adequacy gap and job complexity on the relationships between contingency factors and managers' effectiveness were also found. Overall the findings showed that the type of religious orientation in Islamic banks wielded an important influence on the sensitivity of the MAS adequacy gap. Religious orientation served as a control device for the relationships between job-related contingency factors andmanagerial effectiveness.

  3. Does the proportion of pay linked to performance affect the job satisfaction of general practitioners?

    Science.gov (United States)

    Allen, Thomas; Whittaker, William; Sutton, Matt

    2017-01-01

    There is concern that pay-for-performance (P4P) can negatively affect general practitioners (GPs) by reducing their autonomy, increasing their wage dispersion or eroding their intrinsic motivation. This is especially a concern for the Quality and Outcomes Framework (QOF), a highly powered P4P scheme for UK GPs. The QOF affected all GPs but the exposure of their income to P4P varied. GPs did not know their level of exposure before the QOF was introduced and could not choose or manage it. We examine whether changes in GPs' job satisfaction before and after the introduction of the QOF in 2004 were correlated with the proportion of their income that became exposed to P4P. We use data on 1920 GPs observed at three time points spanning the introduction of the QOF; 2004, 2005 and 2008. We estimate the effect of exposure to P4P using a continuous difference-in-differences model. We find no significant effects of P4P exposure on overall job satisfaction or 12 additional measures of working lives in either the short or longer term. The level of exposure to P4P does not harm job satisfaction or other aspects of working lives. Policies influencing the exposure of income to P4P are unlikely to alter GP job satisfaction subject to final income remaining constant. Copyright © 2016 Elsevier Ltd. All rights reserved.

  4. Cataloguers May Tend to Have Learning Styles Different from Other Library Job Responsibilities

    Directory of Open Access Journals (Sweden)

    Eamon C. Tewell

    2016-04-01

    Full Text Available Objective – To determine whether relationships exist between academic librarians’ learning styles and their professional work responsibilities. Design – Self-selecting survey. Setting – Email listservs. Subjects – 1579 academic librarians. Methods – The authors used the Index of Learning Styles questionnaire, based on the Felder-Silverman Learning Styles model consisting of eight dimensions on four scales: Active/Reflective, Sensing/Intuitive, Visual/Verbal, and Sequential/Global. The multiple choice survey was distributed online to 23 email listservs for academic librarians in 2011, and to 14 additional listservs in 2013 targeting technical services librarians. 1579 responses were received in total, which were analyzed using ANOVA with a Tukey-Kramer post-hoc mean separation, and descriptively using observed frequencies. Main Results – In examining the relationship between positions and learning styles, the study revealed there to be five statistically significant p-values when the data were analyzed. Catalogers (n=145 were found to be more reflective learners compared to Administrative (n=321 and Instruction librarians (n=228 at the p = 0.009 level. Administrative, Instruction, and “Other” librarians were found to be more intuitive learners than Catalogers, who are more likely to be sensing learners, at the p = 0.0004 level. Digital librarians (n=40 are more likely to be visual learners and Catalogers more likely to be sequential learners when compared to several other librarian categories, at the p = 0.020 and p = 0.001 levels respectively. Conclusions – The authors concluded that there were some statistically significant differences between librarians’ learning styles scores according to job responsibilities. Catalogers were found to have different learning styles than other types of librarians for three out of four scales. Based on these findings, the authors indicate that further research into how librarians’ work

  5. Problems in air traffic management. VII., Job training performance of air traffic control specialists - measurement, structure, and prediction.

    Science.gov (United States)

    1965-07-01

    A statistical study of training- and job-performance measures of several hundred Air Traffic Control Specialists (ATCS) representing Enroute, Terminal, and Flight Service Station specialties revealed that training-performance measures reflected: : 1....

  6. Transformational leadership and employee safety performance: a within-person, between-jobs design.

    Science.gov (United States)

    Inness, Michelle; Turner, Nick; Barling, Julian; Stride, Chris B

    2010-07-01

    We investigated the extent to which the safety performance (i.e., self-reported safety compliance and safety participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors. We compared 2 within-person models: a context-specific model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance only in that context) and a context-spillover model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance in the same and other contexts). Our sample comprised 159 "moonlighters" (73 men, 86 women): employees who simultaneously hold 2 different jobs, each with a different supervisor, providing within-person data on the influence of different supervisors on employee safety performance across 2 job contexts. Having controlled for individual differences (negative affectivity and conscientiousness) and work characteristics (e.g., hours worked and length of relationship with supervisor), the context-specific model provided the best fit to the data among alternative nested models. Implications for the role of transformational leadership in promoting workplace safety are discussed.

  7. Does organisational commitment enhance the relationship between job involvement and in-role performance?

    Directory of Open Access Journals (Sweden)

    Talat Islam

    2012-11-01

    Research purpose: This research is aimed at discovering the role of organisational commitment as a mediating variable between the relationship of job involvement and performance. Motivation for the study: The aim of organisations today is to outperform each other in every respect. In order to realise this, the role of employees is crucial. To elicit the best from employees requires much attention from organisations. This research is focused on this specific issue, namely, increasing employees’ performance. Research design, approach and method: The researchers have used structured questionnaires using the quantitative approach. A similar research methodology using the survey method was applied by the researchers to make the results comparable. The simple random sampling technique was used. Data was evaluated on the basis of 208 completed questionnaires. Main findings: Findings of the study indicate that there is a relationship between job involvement and in-role performance. Affective and normative commitment can act as mediator. However, continuance commitment is not a mediator in this relationship. Practical/managerial implications: It is important for organisations that want to gain a competitive edge over its rivals to enhance the level of involvement of its employees. Contribution/value-add: The results of this study will provide a new dimension for managers on how to gain a competitive advantage over rival firms with regard to performance by increasing the level of job involvement.

  8. Associations of job demands and intelligence with cognitive performance among men in late life.

    Science.gov (United States)

    Potter, Guy G; Helms, Michael J; Plassman, Brenda L

    2008-05-06

    To examine the association of job characteristics and intelligence to cognitive status in members of the National Academy of Sciences-National Research Council Twins Registry of World War II veterans. Participants (n = 1,036) included individuals with an assessment of intelligence based on Armed Services testing in early adulthood. In late adulthood, these individuals completed the modified Telephone Interview for Cognitive Status (TICS-m) and occupational history as part of an epidemiologic study of aging and dementia. Occupational history was coded to produce a matrix of job characteristics. Based on factor analysis, job characteristics were interpreted as reflecting general intellectual demands (GI), human interaction and communication (HC), physical activity (PA), and visual attention (VA). Based on regression analysis of TICS-m score covarying for age, intelligence, and years of education, higher levels of GI and HC were independently associated with higher TICS-m performance, whereas higher PA was independently associated with lower performance. There was an interaction of GI and intelligence, indicating that individuals at the lower range of intellectual aptitude in early adulthood derived greater cognitive benefit from intellectually demanding work. Intellectually demanding work was associated with greater benefit to cognitive performance in later life independent of related factors like education and intelligence. The fact that individuals with lower intellectual aptitude demonstrated a stronger positive association between work and higher cognitive performance during retirement suggests that behavior may enhance intellectual reserve, perhaps even years after peak intellectual activity.

  9. Teaching and Learning in Performance

    DEFF Research Database (Denmark)

    Høeg, Mette Obling

    : Findings in the fields of neuroscience and cognitive science suggest that our mind and consciousness are inherently embodied. According to this perspective everything we can learn and know is related to our embodied interactions with the world. Findings in these scientific fields also suggest that most...... of our thoughts and thinking processes are unconscious, and that abstract concepts, to a wide extend, are metaphorical. These ideas belong to the embodied cognition paradigm in cognitive science and lead us to the philosophical paradigm of experientialism. According to this paradigm human beings learn...

  10. Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance.

    Science.gov (United States)

    Ceschi, Andrea; Demerouti, Evangelia; Sartori, Riccardo; Weller, Joshua

    2017-01-01

    The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning.

  11. Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance

    Directory of Open Access Journals (Sweden)

    Andrea Ceschi

    2017-05-01

    Full Text Available The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy and decision environment management (DEM. Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning.

  12. The role of age in the perceptions of politics--job performance relationship: a three-study constructive replication.

    Science.gov (United States)

    Treadway, Darren C; Ferris, Gerald R; Hochwarter, Wayne; Perrewé, Pamela; Witt, L A; Goodman, Joseph M

    2005-09-01

    This research examined the interaction of organizational politics perceptions and employee age on job performance in 3 studies. On the basis of conservation of resources theory, the authors predicted that perceptions of politics would demonstrate their most detrimental effects on job performance for older workers. Results across the 3 studies provided strong support for the hypothesis that increases in politics perceptions are associated with decreases in job performance for older employees and that perceptions of politics do not affect younger employees' performance. Implications of these results, strengths and limitations, and directions for future research are discussed. Copyright 2005 APA, all rights reserved.

  13. The influence of a real job on upper limb performance in motor skill tests: which abilities are transferred?

    Science.gov (United States)

    Giangiardi, Vivian Farahte; Alouche, Sandra Regina; de Freitas, Sandra Maria Sbeghen Ferreira; Pires, Raquel Simoni; Padula, Rosimeire Simprini

    2018-06-01

    To investigate whether the specificities of real jobs create distinctions in the performance of workers in different motor tests for the upper limbs, 24 participants were divided into two groups according to their specific job: fine and repetitive tasks and general tasks. Both groups reproduced tasks related to aiming movements, handling and strength of the upper limbs. There were no significant differences between groups in the dexterity and performance of aiming movements. However, the general tasks group had higher grip strength than the repetitive tasks group, demonstrating differences according to job specificity. The results suggest that a particular motor skill in a specific job cannot improve performance in other tasks with the same motor requirements. The transfer of the fine and gross motor skills from previous experience in a job-specific task is the basis for allocating training and guidance to workers.

  14. Quality Management, Job-related Contentment and Performance: an empirical analysis of British workplaces

    OpenAIRE

    de Menezes, L. M.; Wood, S.

    2015-01-01

    Purpose - This article investigates whether a quality management philosophy underlies the joint use of operations and human resource management practices, and the relationships with job-related contentment and performance.\\ud \\ud Design/ methodology/approach - Data from an economy-wide survey is used to test hypotheses via latent variable analyses (latent trait and latent class models) and structural equation models. The sensitivity of each path is then assessed using regression models.\\ud \\u...

  15. Simulation of the job processing performance at an ALICE Tier-2 site with MONARC

    International Nuclear Information System (INIS)

    Zach, C; Adamová, D; Betev, L

    2011-01-01

    The MONARC (MOdels of Networked Analysis at Regional Centers) framework has been developed and designed with the aim to provide a tool for realistic simulations of large scale distributed computing systems, with a special focus on the Grid systems of the experiments at the CERN LHC. In this paper, we describe a usage of the MONARC framework and tools for a simulation of the job processing performance at an ALICE Tier-2 site.

  16. Impact of a poka-yoke device on job performance of individuals with cognitive impairments.

    Science.gov (United States)

    Erlandson, R F; Noblett, M J; Phelps, J A

    1998-09-01

    Job performance and production related issues are important not only to successful vocational training and ultimate job placement for individuals with cognitive disabilities, but also for their ability to have expanded vocational options. This study hypothesized that the application of Kaizen philosophy, and poka-yoke techniques in particular, could create job opportunities and improve productivity of individuals with cognitive disabilities. Poka-yoke or error-proofing techniques are part of the collection of Kaizen techniques. Kaizen refers to continuous improvement in performance, cost/effectiveness, and quality. Kaizen strives to empower the worker, increase worker satisfaction, facilitate a sense of accomplishment, and thereby create pride-of-work. These techniques typically reduce the physical and cognitive demands of a task and thereby render the task more accessible. The job was a fuel clamp assembly. A redesigned assembly fixture was the poka-yoke intervention. Consistent with poka-yoke principles, the intervention improved the productivity of everyone attempting the assembly. In particular, the workers in this study showed an 80% increase in productivity and an average percent error drop from 52% to about 1% after the process redesign. Furthermore, the workers showed improved morale, self-esteem, and pride-of-work. Prior to the process redesign, only the higher functioning workers could successfully perform the assembly. After the redesign a greater number of workers could successfully perform the assembly. These results not only validated the study hypothesis, but demonstrated that the success facilitated by applying Kaizen techniques had similar results with individuals with cognitive disabilities as with nondisabled workers.

  17. Job stress models, depressive disorders and work performance of engineers in microelectronics industry.

    Science.gov (United States)

    Chen, Sung-Wei; Wang, Po-Chuan; Hsin, Ping-Lung; Oates, Anthony; Sun, I-Wen; Liu, Shen-Ing

    2011-01-01

    Microelectronic engineers are considered valuable human capital contributing significantly toward economic development, but they may encounter stressful work conditions in the context of a globalized industry. The study aims at identifying risk factors of depressive disorders primarily based on job stress models, the Demand-Control-Support and Effort-Reward Imbalance models, and at evaluating whether depressive disorders impair work performance in microelectronics engineers in Taiwan. The case-control study was conducted among 678 microelectronics engineers, 452 controls and 226 cases with depressive disorders which were defined by a score 17 or more on the Beck Depression Inventory and a psychiatrist's diagnosis. The self-administered questionnaires included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, demography, psychosocial factors, health behaviors and work performance. Hierarchical logistic regression was applied to identify risk factors of depressive disorders. Multivariate linear regressions were used to determine factors affecting work performance. By hierarchical logistic regression, risk factors of depressive disorders are high demands, low work social support, high effort/reward ratio and low frequency of physical exercise. Combining the two job stress models may have better predictive power for depressive disorders than adopting either model alone. Three multivariate linear regressions provide similar results indicating that depressive disorders are associated with impaired work performance in terms of absence, role limitation and social functioning limitation. The results may provide insight into the applicability of job stress models in a globalized high-tech industry considerably focused in non-Western countries, and the design of workplace preventive strategies for depressive disorders in Asian electronics engineering population.

  18. Training Affects Variability in Training Performance both Within and Across Jobs

    Science.gov (United States)

    2016-03-01

    was measured by a verbal/ math composite derived from the US military enlistment test, the Armed Services Vocational Aptitude Battery. Training...performance was assessed by written tests of job-related knowledge content. Predictive validity of the verbal/ math composite ranged from .124 to .836...146, Room 122 Wright-Patterson AFB, OH 45433-7511 Malcolm James Ree Department of Leadership Studies School of Business and Leadership Our

  19. The effect of environmental factors on job Performance using manual and mental tests

    Directory of Open Access Journals (Sweden)

    F. Golbabaei

    2014-07-01

    Conclusion: Finding of the present research manifested that increase in noise and heat stress and also reduction in lighting lessen the speed of manual tests and time and accuracy of mathematical calculations. Therefore this result confirm the effects of various environmental factors on individuals’ job performance, in a way that by variation of different environmental factors, time of manual test and time and accuracy of mental tests would be changed.

  20. Intrinsic Motivation and Its Determinants as Factors Enhancing the Prediction of Job Performance from Ability. Research Report No. 11.

    Science.gov (United States)

    Howard, Ann

    The primary purpose of the present research was to explore the relationship of ability and intrinsic motivation in the prediction of job performance. Intrinsic motivation was traced to two primary determinants. One, an organizational factor, is the extent to which an employee's job is "enriched," or incorporates challenging elements such as…

  1. Socioanalytic Theory and Work Behavior: Roles of Work Values and Political Skill in Job Performance and Promotability Assessment

    Science.gov (United States)

    Blickle, Gerhard; Frohlich, Julia K.; Ehlert, Sandra; Pirner, Katharina; Dietl, Erik; Hanes, T. Johnston; Ferris, Gerald R.

    2011-01-01

    Socioanalytic theory postulates that job performance ratings are predicted by basic social motives moderated by social competency. The two motives are the motive to get along with others and the motive to achieve status and power. The present two-study investigation assessed these motives as work values and collected supervisors' job performance…

  2. Realistic Job Previews: Can a Procedure to Reduce Turnover Also Influence the Relationship between Abilities and Performance?

    Science.gov (United States)

    Wanous, John P.

    1978-01-01

    The current state of theory, research, and practice in realistic job previews (RJP) for recruitment is still immature. RJPs have been used to reduce employee turnover, but not necessarily to influence the job performance of newcomers. This research looks at the background, research results, and unanswered issues. (Author/RK)

  3. On-the-Job E-Learning: Workers’ Attitudes and Perceptions

    Directory of Open Access Journals (Sweden)

    Josep-Maria Batalla-Busquets

    2013-03-01

    Full Text Available The use of e-learning for on-the-job training has grown exponentially in the last decade due to it being accepted by people in charge of businesses. Few papers have explored virtual training from the workers’ standpoint, that is, the perception they have about the different training methodologies (face-to-face vs. virtual and the attitudes they have towards on-the-job learning. Training, in this context, is an investment for both the two participating agents: businesses and workers. It seems logical that knowing the perceptions and attitudes shown by the targets of the training is, at least, as important as knowing the advantages for the companies.To analyse workers’ perceptions and attitudes we conducted an online survey of 2,000 employees of the leading European savings bank, CaixaBank (http://www.caixabank.com/index_en.html, on training habits, perceptions, motivations, and disincentives of undertaking face-to-face or online instruction.The results reveal that workers perceive e-learning as a more flexible and up-to-date training methodology. On the other hand, face-to-face training continues to be perceived as a more motivating methodology compared to virtuality and with better explanations from the course trainers. As regards motivations given by the workers when it comes to training, there are three main groups of attitudes: those which are more affective and social, those which reveal poor adaptability or fear of the new training requirements, and, finally, those linked to the knowledge society.Such results state that while the benefits of distance methodology can be clearly identified from the company’s point of view (i.e., as a flexible and efficient methodology to develop the employees’ skills and knowledge, from the employees’ standpoint, the advantages of virtual training are not so clear and depend to a great extent on their attitude towards the use of virtuality.

  4. Job requirements compared to dental school education: impact of a case-based learning curriculum.

    Science.gov (United States)

    Keeve, Philip L; Gerhards, Ute; Arnold, Wolfgang A; Zimmer, Stefan; Zöllner, Axel

    2012-01-01

    Case-based learning (CBL) is suggested as a key educational method of knowledge acquisition to improve dental education. The purpose of this study was to assess graduates from a patient-oriented, case-based learning (CBL)-based curriculum as regards to key competencies required at their professional activity. 407 graduates from a patient-oriented, case-based learning (CBL) dental curriculum who graduated between 1990 and 2006 were eligible for this study. 404 graduates were contacted between 2007 and 2008 to self-assess nine competencies as required at their day-to-day work and as taught in dental school on a 6-point Likert scale. Baseline demographics and clinical characteristics were presented as mean ± standard deviation (SD) for continuous variables. To determine whether dental education sufficiently covers the job requirements of physicians, we calculated the mean difference ∆ between the ratings of competencies as required in day-to-day work and as taught in medical school by subtracting those from each other (negative mean difference ∆ indicates deficit; positive mean difference ∆ indicates surplus). Spearman's rank correlation coefficient was calculated to reveal statistical significance (statistical significance plearning/working" (∆+0.08), whereas "Problem-solving skills" (∆-0.07), "Psycho-social competence" (∆-0.66) and "Business competence" (∆-2.86) needed improvement in the CBL-based curriculum. CBL demonstrated benefits with regard to competencies which were highly required in the job of dentists. Psycho-social and business competence deserve closer attention in future curricular development.

  5. Using Machine Learning to Predict Student Performance

    OpenAIRE

    Pojon, Murat

    2017-01-01

    This thesis examines the application of machine learning algorithms to predict whether a student will be successful or not. The specific focus of the thesis is the comparison of machine learning methods and feature engineering techniques in terms of how much they improve the prediction performance. Three different machine learning methods were used in this thesis. They are linear regression, decision trees, and naïve Bayes classification. Feature engineering, the process of modification ...

  6. Cancer and treatment effects on job task performance for gynecological cancer survivors.

    Science.gov (United States)

    Nachreiner, Nancy M; Shanley, Ryan; Ghebre, Rahel G

    2013-01-01

    Over 91,000 new cases of gynecological cancers are expected to be diagnosed in 2013 in the US alone. As cancer detection technology and treatment options improve, the number of working-age cancer survivors continues to grow. To describe US gynecological cancer survivors' perceptions of the effects of cancer and treatment on their job tasks. 104 adult gynecological cancer survivors who were working at the time of their cancer diagnosis, treated at a University-based women's health clinic, diagnosed in the previous 24 months, and spoke English. Women completed written surveys to describe their work experiences following diagnosis. Clinical characteristics were obtained through medical record review. Descriptive statistics and cross tabulations were performed to describe characteristics and associations. Fifteen percent of women had chemotherapy and radiation treatment; 48% had only chemotherapy, 9% only radiation therapy, and 28% had neither. Survivors described the frequency of performing seven job tasks, such as 'intense concentration', 'analyzing data', and 'lifting heavy loads.' Women who had undergone radiation treatment were more likely to indicate limitations for physical tasks; women undergoing chemotherapy were more likely to report limitations in more analytic tasks. Only 29% of women noted an employer-based policy facilitated their return-to-work process. Cancer and treatment have important effects on job performance and may vary by type of treatment. Employer-based policies focusing on improved communication and work accommodations may improve the return to work process.

  7. Work-family enrichment and job performance: a constructive replication of affective events theory.

    Science.gov (United States)

    Carlson, Dawn; Kacmar, K Michele; Zivnuska, Suzanne; Ferguson, Merideth; Whitten, Dwayne

    2011-07-01

    Based on affective events theory (AET), we hypothesize a four-step model of the mediating mechanisms of positive mood and job satisfaction in the relationship between work-family enrichment and job performance. We test this model for both directions of enrichment (work-to-family and family-to-work). We used two samples to test the model using structural equation modeling. Results from Study 1, which included 240 full-time employees, were replicated in Study 2, which included 189 matched subordinate-supervisor dyads. For the work-to-family direction, results from both samples support our conceptual model and indicate mediation of the enrichment-performance relationship for the work-to-family direction of enrichment. For the family-to-work direction, results from the first sample support our conceptual model but results from the second sample do not. Our findings help elucidate mixed findings in the enrichment and job performance literatures and contribute to an understanding of the mechanisms linking these concepts. We conclude with a discussion of the practical and theoretical implications of our findings.

  8. Workplace Violence and Job Performance among Community Healthcare Workers in China: The Mediator Role of Quality of Life

    Science.gov (United States)

    Lin, Wei-Quan; Wu, Jiang; Yuan, Le-Xin; Zhang, Sheng-Chao; Jing, Meng-Juan; Zhang, Hui-Shan; Luo, Jia-Li; Lei, Yi-Xiong; Wang, Pei-Xi

    2015-01-01

    Objective: To explore the impact of workplace violence on job performance and quality of life of community healthcare workers in China, especially the relationship of these three variables. Methods: From December 2013 to April 2014, a total of 1404 healthcare workers were recruited by using the random cluster sampling method from Community Health Centers in Guangzhou and Shenzhen. The workplace violence scale, the job performance scale and the quality of life scale (SF-36) were self-administered. The structural equation model constructed by Amos 17.0 was employed to assess the relationship among these variables. Results: Our study found that 51.64% of the respondents had an experience of workplace violence. It was found that both job performance and quality of life had a negative correlation with workplace violence. A positive association was identified between job performance and quality of life. The path analysis showed the total effect (β = −0.243) of workplace violence on job performance consisted of a direct effect (β = −0.113) and an indirect effect (β = −0.130), which was mediated by quality of life. Conclusions: Workplace violence among community healthcare workers is prevalent in China. The workplace violence had negative effects on the job performance and quality of life of CHCs’ workers. The study suggests that improvement in the quality of life may lead to an effective reduction of the damages in job performance caused by workplace violence. PMID:26610538

  9. Workplace Violence and Job Performance among Community Healthcare Workers in China: The Mediator Role of Quality of Life.

    Science.gov (United States)

    Lin, Wei-Quan; Wu, Jiang; Yuan, Le-Xin; Zhang, Sheng-Chao; Jing, Meng-Juan; Zhang, Hui-Shan; Luo, Jia-Li; Lei, Yi-Xiong; Wang, Pei-Xi

    2015-11-20

    To explore the impact of workplace violence on job performance and quality of life of community healthcare workers in China, especially the relationship of these three variables. From December 2013 to April 2014, a total of 1404 healthcare workers were recruited by using the random cluster sampling method from Community Health Centers in Guangzhou and Shenzhen. The workplace violence scale, the job performance scale and the quality of life scale (SF-36) were self-administered. The structural equation model constructed by Amos 17.0 was employed to assess the relationship among these variables. Our study found that 51.64% of the respondents had an experience of workplace violence. It was found that both job performance and quality of life had a negative correlation with workplace violence. A positive association was identified between job performance and quality of life. The path analysis showed the total effect (β = -0.243) of workplace violence on job performance consisted of a direct effect (β = -0.113) and an indirect effect (β = -0.130), which was mediated by quality of life. Workplace violence among community healthcare workers is prevalent in China. The workplace violence had negative effects on the job performance and quality of life of CHCs' workers. The study suggests that improvement in the quality of life may lead to an effective reduction of the damages in job performance caused by workplace violence.

  10. Job resources and emotional exhaustion: The mediating role of learning opportunities

    NARCIS (Netherlands)

    Ruysseveldt, J. van; Verboon, P.; Smulders, P.G.W.

    2011-01-01

    The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process. We

  11. Performance of population specific job exposure matrices (JEMs) : European collaborative analyses on occupational risk factors for chronic obstructive pulmonary disease with job exposure matrices (ECOJEM)

    NARCIS (Netherlands)

    Le Moual, N; Bakke, P; Orlowski, E; Heederik, D; Kromhout, H; Kennedy, SM; Rijcken, B; Kauffmann, F

    Objectives-To compare the performance of population specific job exposure matrices (JEMs) sand self reported occupational exposure with data on exposure and lung function from three European general populations. Methods-Self reported occupational exposure (yes or no) and present occupation were

  12. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    OpenAIRE

    Shayesteh Khaleghi; Rezvan Homaei

    2017-01-01

    The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control).  The...

  13. The Influence of Organizational Commitment and Islamic Work Ethic Toward Job Performance of Teaching Staff at Universities in Surakarta with Institutional Base as a Moderator Variable

    OpenAIRE

    Wahyudi, Amin

    2015-01-01

    The purposes of this study are: (1) examine the impact of organizational commitment to job performance of faculty member in Surakarta; (2) examine the impact of Islamic work ethic to job performance; and (3) examine the mediating role of institutional-base on the impact of Islamic work ethic to job performance. The results show that organizational commitment and Islamic work ethic had significance effect to job performance, but institutional-based had no moderating role in the effect of Islam...

  14. Performance of R-GMA based grid job monitoring system for CMS data production

    CERN Document Server

    Byrom, Robert; Fisher, Steve M; Grandi, Claudio; Hobson, Peter R; Kyberd, Paul; MacEvoy, Barry; Nebrensky, Jindrich Josef; Tallini, Hugh; Traylen, Stephen

    2004-01-01

    High Energy Physics experiments, such as the Compact Muon Solenoid (CMS) at the CERN laboratory in Geneva, have large-scale data processing requirements, with stored data accumulating at a rate of 1 Gbyte/s. This load comfortably exceeds any previous processing requirements and we believe it may be most efficiently satisfied through Grid computing. Management of large Monte Carlo productions (~3000 jobs) or data analyses and the quality assurance of the results requires careful monitoring and bookkeeping, and an important requirement when using the Grid is the ability to monitor transparently the large number of jobs that are being executed simultaneously at multiple remote sites. R-GMA is a monitoring and information management service for distributed resources based on the Grid Monitoring Architecture of the Global Grid Forum. We have previously developed a system allowing us to test its performance under a heavy load while using few real Grid resources. We present the latest results on this system and comp...

  15. Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers

    Directory of Open Access Journals (Sweden)

    Sajid Haider

    2018-03-01

    Full Text Available This research examined a moderated mediation model for answering how and why work-life balance affects employee job performance, and how satisfaction with coworkers is contingent upon it by enhancing employee’s psychological wellbeing. Data were collected from subordinates and their supervisors in the banking sector (N = 284. Empirical results indicate that psychological wellbeing mediates the link between work-life balance and job performance, and employees’ satisfaction with coworkers enhances job performance by strengthening the effect of work-life balance on psychological wellbeing. This research contributes to personnel management literature by describing moderated mediation mechanisms through which work-life balance influences employee job performance, and guides practitioners by emphasizing that employees with greater work-life balance perform better when their psychological wellbeing is reinforced by their satisfaction with coworkers.

  16. "Preparatory power posing affects nonverbal presence and job interview performance": Correction to Cuddy et al. (2015).

    Science.gov (United States)

    2018-05-01

    Reports an error in "Preparatory power posing affects nonverbal presence and job interview performance" by Amy J. C. Cuddy, Caroline A. Wilmuth, Andy J. Yap and Dana R. Carney ( Journal of Applied Psychology , 2015[Jul], Vol 100[4], 1286-1295). In the article, the degrees of freedom associated with the three F-tests noted on pages 1289 and 1290 should be 1 and 59 (and not 1 and 60, as previously reported). Also, on p. 1290, in the first sentence under the "Mediation" heading, it should be noted that the dependent variables were regressed onto the mediators, and not the other way around. Finally, in Figures 2 and 3 (on p.interview-preparatory power posing-would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential mediators: verbal content (e.g., structure, content) and nonverbal presence (e.g., captivating, enthusiastic). As predicted, those who prepared for the job interview with high- (vs. low-) power poses performed better and were more likely to be chosen for hire; this relation was mediated by nonverbal presence, but not by verbal content. Although previous research has focused on how a nonverbal behavior that is enacted during interactions and observed by perceivers affects how those perceivers evaluate and respond to the actor, this experiment focused on how a nonverbal behavior that is enacted before the interaction and unobserved by perceivers affects the actor's performance, which, in turn, affects how perceivers evaluate and respond to the actor. This experiment reveals a theoretically novel and practically informative result that demonstrates the causal relation between preparatory nonverbal behavior and subsequent performance and outcomes. (PsycINFO Database

  17. THE INFLUENCE OF ORGANIZATIONAL CLIMATE, TRANSFORMATIONAL LEADERSHIP, AND WORK MOTIVATION ON TEACHER JOB PERFORMANCE

    Directory of Open Access Journals (Sweden)

    K. Kartini

    2017-07-01

    Full Text Available This research aimed at investigating the influence of organizational climate, transformational leadership, and work motivation on teacher job performance at Pondok Modern Tazakka, Batang - Central Java.The research using a quantitative approach with survey method. Amount of the samples in this research are 55 teachers that selected randomly. The data were analyzed by using descriptive statistics and inferential statistic using path analysis. (1 organizational climate have positive direct effect on teacher performance with path coefficient (py1 = 0,257 and t-count 2,963> t-table 1,684; (2 transformational leadership have positive direct effect on teacher performance with path coefficient (py2 = 0,489 and t-count 5,164> t-table 1,684, (3 work motivation have positive direct effect to teacher performance with path coefficient (py3 = 0,261 and t count 2,42> t-table 1,684, (4 organizational climate have positive direct effect (p31 = 0.391 and t-count 3.990> t-table 1.684, and (5 transformational leadership have a direct positive effect on work motivation with path coefficient (p32 = 0.526 and t-count 5,376> t- table 1,684. The Conclusion is organizational climate, transformational leadership, and work motivation have a direct effect on teacher job performance. Organizational climate and transformational leadership also have a direct effect on teacher work motivation. Therefore to improve teacher job performance, organizational climate, transformational leadership, and work motivation must be considered to be improved.

  18. Fostering Entrepreneurial Learning On-the-Job: Evidence from Innovative Small and Medium-Sized Companies in Europe

    Science.gov (United States)

    Baggen, Yvette; Lans, Thomas; Biemans, Harm J. A.; Kampen, Jarl; Mulder, Martin

    2016-01-01

    As economies become more innovation-driven, the need for entrepreneurial behaviour amongst employees working for existing companies increases in order to enhance the organisations' capacity to develop new ideas, products and services. Hence, entrepreneurial learning and the development of entrepreneurial competencies of employees on-the-job become…

  19. A Study on Relationship among Leadership, Organizational Culture, the Operation of Learning Organization and Employees' Job Satisfaction

    Science.gov (United States)

    Chang, Su-Chao; Lee, Ming-Shing

    2007-01-01

    Purpose: The main purpose of this paper is to investigate the relationship among leadership, organizational culture, the operation of learning organization and employees' job satisfaction. Design/methodology/approach: A quantitative research design was employed. A total of 1,000 questionnaires were mailed out and received 134 valid replies.…

  20. Impacts of Organizational Knowledge Sharing Practices on Employees' Job Satisfaction: Mediating Roles of Learning Commitment and Interpersonal Adaptability

    Science.gov (United States)

    Malik, Muhammad Shaukat; Kanwal, Maria

    2018-01-01

    Purpose: The purpose of this paper is to investigate empirically impacts of organizational knowledge-sharing practices (KSP) on employees' job satisfaction (JS), interpersonal adaptability (IA) and learning commitment (LC). Indirect effects of KSP on JS are also confirmed through mediating factors (LC and IA). Design/methodology/approach:…

  1. Workplace Identity as a Mediator in the Relationship between Learning Climate and Job Satisfaction during Apprenticeship: Suggestions for HR Practitioners

    Science.gov (United States)

    Cortini, Michela

    2016-01-01

    Purpose: The purpose of this paper was to explore if and to what extent workplace identity can mediate the relationship between learning climate dimensions and job satisfaction in a group of apprentices. Design/methodology/approach: Data were gathered thanks to a non-profit organization devoted to vocational training. Participants (N 87) were…

  2. Department of Defense Physical Strength and Job Performance Survey: Report on the Ability of First-Term Enlisted Personnel to Perform Physically Demanding Work

    National Research Council Canada - National Science Library

    Cooper, Barrie

    2002-01-01

    ... to perform physically demanding tasks. Within each service, 10 occupational specialties with moderate to high strength requirements were identified as the target populations for the DOD Physical Strength mid Job Performance Survey...

  3. Identification of the Learning Styles and "On-the-Job" Learning Methods Implemented by Nurses for Promoting Their Professional Knowledge and Skills.

    Science.gov (United States)

    Rassin, Michal; Kurzweil, Yaffa; Maoz, Yael

    2015-05-09

    The aim of this study was to identify the learning styles and methods used by nurses to promote their professional knowledge and skills. 928 nurses from 11 hospitals across Israel completed 2 questionnaires, (1) Kolb's Learning Style Inventory, Version 3.1. and (2) the On-The-Job Learning Styles Questionnaire for the Nursing Profession. The most common learning style was the convergent style. The other learning styles were rated in the following descending order: accommodation, assimilation, and divergence. The on-the-job learning style consistently ranked highest was experience of relevant situations. On the other hand, seeking knowledge from books, journals, television, or the Internet was ranked lowest on all the indicators examined. With respect to general and on-the-job learning styles, statistically significant differences were found between groups of nurses by: country of birth, gender, department, age, education, and role. Nurses required to take more personal responsibility for their own professional development by deepening their self-learning skills.

  4. Impression Management and Interview and Job Performance Ratings: A Meta-Analysis of Research Design with Tactics in Mind.

    Science.gov (United States)

    Peck, Jessica A; Levashina, Julia

    2017-01-01

    Impression management (IM) is pervasive in interview and job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Our results suggest IM is used more frequently in the interview rather than job performance settings. Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. We explore several research design moderators including research fidelity, rater, and participants. IM has a somewhat stronger impact on interview ratings in lab settings than field settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact.

  5. Job Strain and Cognitive Decline: A Prospective Study of the Framingham Offspring Cohort

    Directory of Open Access Journals (Sweden)

    W Agbenyikey

    2015-04-01

    Full Text Available Background: Workplace stress is known to be related with many behavioral and disease outcomes. However, little is known about its prospective relationship with measures of cognitive decline. Objective: To investigate the association of job strain, psychological demands and job control on cognitive decline. Methods: Participants from Framingham Offspring cohort (n=1429, were assessed on job strain, and received neuropsychological assessment approximately 15 years and 21 years afterwards. Results: High job strain and low control were associated with decline in verbal learning and memory. Job strain was associated with decline in word recognition skills. Active job and passive job predicted decline in verbal learning and memory relative to low strain jobs in the younger subgroup. Active job and demands were positively associated with abstract reasoning skills. Conclusions: Job strain and job control may influence decline in cognitive performance.

  6. Are health workers motivated by income? Job motivation of Cambodian primary health workers implementing performance-based financing.

    Science.gov (United States)

    Khim, Keovathanak

    2016-01-01

    Financial incentives are widely used in performance-based financing (PBF) schemes, but their contribution to health workers' incomes and job motivation is poorly understood. Cambodia undertook health sector reform from the middle of 2009 and PBF was employed as a part of the reform process. This study examines job motivation for primary health workers (PHWs) under PBF reform in Cambodia and assesses the relationship between job motivation and income. A cross-sectional self-administered survey was conducted on 266 PHWs, from 54 health centers in the 15 districts involved in the reform. The health workers were asked to report all sources of income from public sector jobs and provide answers to 20 items related to job motivation. Factor analysis was conducted to identify the latent variables of job motivation. Factors associated with motivation were identified through multivariable regression. PHWs reported multiple sources of income and an average total income of US$190 per month. Financial incentives under the PBF scheme account for 42% of the average total income. PHWs had an index motivation score of 4.9 (on a scale from one to six), suggesting they had generally high job motivation that was related to a sense of community service, respect, and job benefits. Regression analysis indicated that income and the perception of a fair distribution of incentives were both statistically significant in association with higher job motivation scores. Financial incentives used in the reform formed a significant part of health workers' income and influenced their job motivation. Improving job motivation requires fixing payment mechanisms and increasing the size of incentives. PBF is more likely to succeed when income, training needs, and the desire for a sense of community service are addressed and institutionalized within the health system.

  7. Effects of Profile, Religiosity and Job Attitude on the Job Performance of the Philippine National Police: The Case of Bulacan Province

    Directory of Open Access Journals (Sweden)

    Romeo D.C. Inasoria

    2014-10-01

    Full Text Available The Philippine National Police in the Province of Bulacan continuously update and enrich themselves to ensure peace and order in the province by reviewing the police operational procedures. Reform programs take place and seek to address the ills of society and the root causes of insurgency. Dynamic program actions are further reinforced by activities and projects towards capability building. Various programs had been develop in order to uplift the moral status of the police. But despite of these undertakings, there are still police officers who engage themselves in corruption and unethical practices. Hence, this research tries to look into a way to understand the relationship between the profile, religiosity, job attitude and job performance of the Philippine National Police in the Province of Bulacan. The respondents of this study consist ofthree hundred and ten (310 Police Non-Commissioned Officers (PNCO assigned in twenty-one (21 Municipal Police Stations,three (3 City Police Stations, the Provincial Head Quarter and provincial Public Safety Company.Using a descriptive-correlation survey method, the researcher believes to find the link between and among the variables. The findings of the study proved that there is a correlation in the profiles, level of religiosity and job attitude of the respondents to job performance Conclusion and recommendation are also presented in the paper.

  8. Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers

    OpenAIRE

    Sajid Haider; Shaista Jabeen; Jamil Ahmad

    2018-01-01

    This research examined a moderated mediation model for answering how and why work-life balance affects employee job performance, and how satisfaction with coworkers is contingent upon it by enhancing employee’s psychological wellbeing. Data were collected from subordinates and their supervisors in the banking sector (N = 284). Empirical results indicate that psychological wellbeing mediates the link between work-life balance and job performance, and employees’ satisfaction with coworkers enha...

  9. The impact of health-management training programs in Latin America on job performance

    Directory of Open Access Journals (Sweden)

    Díaz-Monsalve Sonia Janeth

    2004-01-01

    Full Text Available A study was undertaken in Mexico, Colombia, and El Salvador to determine the impact of a management training program on health managers' job performance. A quasi-experimental design was used where in the baseline study an intervention group of 85 district health managers in the three countries was compared with a control group of 71 managers who did not receive the training program. After the implementation of an 18-month training program (which included 5-day training workshops and a series of tasks to be carried out between the workshops, the outcome in terms of improved job performance (i.e. use of predefined management techniques was measured through twelve management performance indicators. The data collection tools were two questionnaires, participant observation in managers' workplaces, focus group discussions, staff interviews, and document analysis. In Mexico, the control group showed 8.3 times weaker management performance compared to the intervention group; in Colombia the value was 3.6 and in El Salvador 2.4. Factors associated with a successful training outcome were: (a training techniques, (b strengthening of enabling factors, and (c reinforcement mechanisms.

  10. Performance management when innovation and learning become critical performance indicators

    NARCIS (Netherlands)

    Molleman, E.; Timmerman, H.

    2003-01-01

    If the organization's leading performance indicators shift towards innovation and the creation of knowledge, this will result in more non-routine work and a higher level of interdependency among workers. We argue that a contingent performance management (PM) system has to focus on Learning and group

  11. Learning Performance Enhancement Using Computer-Assisted Language Learning by Collaborative Learning Groups

    Directory of Open Access Journals (Sweden)

    Ya-huei Wang

    2017-08-01

    Full Text Available This study attempted to test whether the use of computer-assisted language learning (CALL and innovative collaborative learning could be more effective than the use of traditional collaborative learning in improving students’ English proficiencies. A true experimental design was used in the study. Four randomly-assigned groups participated in the study: a traditional collaborative learning group (TCLG, 34 students, an innovative collaborative learning group (ICLG, 31 students, a CALL traditional collaborative learning group (CALLTCLG, 32 students, and a CALL innovative collaborative learning group (CALLICLG, 31 students. TOEIC (Test of English for International Communication listening, reading, speaking, and writing pre-test and post-test assessments were given to all students at an interval of sixteen weeks. Multivariate analysis of covariance (MANCOVA, multivariate analysis of variance (MANOVA, and analysis of variance (ANOVA were used to analyze the data. The results revealed that students who used CALL had significantly better learning performance than those who did not. Students in innovative collaborative learning had significantly better learning performances than those in traditional collaborative learning. Additionally, students using CALL innovative collaborative learning had better learning performances than those in CALL collaborative learning, those in innovative collaborative learning, and those in traditional collaborative learning.

  12. Personality and cognitive ability as predictors of the job performance of insurance sales people

    Directory of Open Access Journals (Sweden)

    L. la Grange

    2001-09-01

    Full Text Available The purpose of this study was to determine whether personality and a measure of cognitive ability (’verbal reasoning ability’ would significantly predict the job performance (’managerial ratings’ of sales people in a large South African insurance company.The Customer Contact Styles Questionnaire (CCSQ 5.2 and the Verbal Evaluation Test (VCC 3were administered to 170 broker consultants, and their managers rated their job performance on the Customer Contact Competency Inventory (CCCI. By making use of multiple regression analysis it was found that certain personality dimensions significantly predict job performance, and that ’verbal reasoning ability’ did not have any significant predictive power. These findings, the implications thereof and suggestions for possible further research are discussed. Opsomming Die doel van hierdie studie was om te bepaal of persoonlikheid en ’n meting van kognitiewe vermoe (’verbale redeneervermoe«’ beduidende voorspellings van die werksprestasie (’bestuursbeoordelings’ van verkoopsmense in ’n groot Suid-Afrikaanse versekeringsmaatskappy, kan maak. Die ’Customer Contact Styles Questionnaire’ (CCSQ 5.2 en die ’Verbal EvaluationTest’ (VCC 3 was op 170 makelaarskonsultante afgeneem, en is deur hul bestuurders,met behulp van die ’Customer Contact Competency Inventory’ (CCCI, beoordeel. Deur gebruik te maak van meervoudige regressie analises is daar bevind dat werksprestasie beduidend deur sekere persoonlikheidsdimensies voorspelword.Ook is bevind dat ’verbale redeneervermoe«’niewerksprestasie beduidend voorspel nie. Hierdie bevindinge, die implikasies daarvan en voorstelle vir moontlike verdere navorsing, word bespreek.

  13. Does Multiple Leadership Styles Mediated by Job Satisfaction Influence Better Business Performance? Perception of MNC Employees in Malaysia

    Directory of Open Access Journals (Sweden)

    Kader Ali Noor Nasir

    2016-01-01

    Full Text Available One of the biggest challenges facing leaders today is the need to develop new business models that stress on effective leadership styles, employee job satisfaction and sustainability without sacrificing the financial and non-financial performance. The objective of this study is to examine the relationship between leadership styles and business performance of multinational companies operating in Malaysia mediated by job satisfaction. A quantitative study, using self-administered structured questionnaire, are issued using purposive sampling via direct distribution to 150 employees working in MNC. Analysis using Statistical Package for the Social Sciences (SPSS and Partial Least Square (PLS indicated that spiritual leadership style has the highest significant influence on job satisfaction, followed by authentic leadership style, transformational leadership style, and transactional leadership style. In addition, job satisfaction has a mediating effect on the relationship between each of the leadership styles, namely, transactional, transformational, authentic, and spiritual on business performance.

  14. Limitation for performance of jobs in power unit control room of nuclear power plant

    International Nuclear Information System (INIS)

    Janas, D.

    1988-01-01

    The procedure is described for an analysis of the somatic and mental health condition of operating personnel in the unit control room of a nuclear power plant. It was divided into three stages, viz.: (1) determination of adverse and favorable effects of work; (2) the recording of social, psychological, physiological and biochemical changes in the personnel; (3) determination of possibilities of controlling the limit for performance of a job. The analysis showed that the problem is complex and should permanently remain in the centre of attention. (J.B.). 3 refs

  15. What Students Can Learn from Steve Jobs. Footnotes. Volume 16, Number 08

    Science.gov (United States)

    Husick, Lawrence

    2011-01-01

    A few days ago, Steve Jobs, the rockstar founder and Chief Executive Officer of Apple, Inc. resigned from his job to become Chairman of the Board, instead. For more than ten years, Mr. Jobs has been paid one dollar a year to run what has become the most valuable company in the world. From his first partner, Steve Wozniak, to the small team of…

  16. Consequences of Team Job Demands: Role Ambiguity Climate, Affective Engagement, and Extra-Role Performance

    Science.gov (United States)

    Mañas, Miguel A.; Díaz-Fúnez, Pedro; Pecino, Vicente; López-Liria, Remedios; Padilla, David; Aguilar-Parra, José M.

    2018-01-01

    In the absence of clearly established procedures in the workplace, employees will experience a negative affective state. This situation influences their well-being and their intention to behave in ways that benefit the organization beyond their job demands. This impact is more relevant on teamwork where members share the perception of ambiguity through emotional contagion (role ambiguity climate). In the framework of the job demands-resources model, the present study analyzes how high levels of role ambiguity climate can have such an effect to reduce employee affective engagement. Over time it has been associated with negative results for the organization due to a lack of extra-role performance. The sample included 706 employees from a multinational company, who were divided into 11 work teams. In line with the formulated hypotheses, the results confirm the negative influence of the role ambiguity climate on extra-role performance, and the mediated effect of affective engagement in the relationship between the role ambiguity climate and extra-role performance. These findings indicate that the role ambiguity climate is related to the adequate or inadequate functioning of employees within a work context. PMID:29375424

  17. Consequences of Team Job Demands: Role Ambiguity Climate, Affective Engagement, and Extra-Role Performance

    Directory of Open Access Journals (Sweden)

    Miguel A. Mañas

    2018-01-01

    Full Text Available In the absence of clearly established procedures in the workplace, employees will experience a negative affective state. This situation influences their well-being and their intention to behave in ways that benefit the organization beyond their job demands. This impact is more relevant on teamwork where members share the perception of ambiguity through emotional contagion (role ambiguity climate. In the framework of the job demands-resources model, the present study analyzes how high levels of role ambiguity climate can have such an effect to reduce employee affective engagement. Over time it has been associated with negative results for the organization due to a lack of extra-role performance. The sample included 706 employees from a multinational company, who were divided into 11 work teams. In line with the formulated hypotheses, the results confirm the negative influence of the role ambiguity climate on extra-role performance, and the mediated effect of affective engagement in the relationship between the role ambiguity climate and extra-role performance. These findings indicate that the role ambiguity climate is related to the adequate or inadequate functioning of employees within a work context.

  18. Consequences of Team Job Demands: Role Ambiguity Climate, Affective Engagement, and Extra-Role Performance.

    Science.gov (United States)

    Mañas, Miguel A; Díaz-Fúnez, Pedro; Pecino, Vicente; López-Liria, Remedios; Padilla, David; Aguilar-Parra, José M

    2017-01-01

    In the absence of clearly established procedures in the workplace, employees will experience a negative affective state. This situation influences their well-being and their intention to behave in ways that benefit the organization beyond their job demands. This impact is more relevant on teamwork where members share the perception of ambiguity through emotional contagion (role ambiguity climate). In the framework of the job demands-resources model, the present study analyzes how high levels of role ambiguity climate can have such an effect to reduce employee affective engagement. Over time it has been associated with negative results for the organization due to a lack of extra-role performance. The sample included 706 employees from a multinational company, who were divided into 11 work teams. In line with the formulated hypotheses, the results confirm the negative influence of the role ambiguity climate on extra-role performance, and the mediated effect of affective engagement in the relationship between the role ambiguity climate and extra-role performance. These findings indicate that the role ambiguity climate is related to the adequate or inadequate functioning of employees within a work context.

  19. Budgetary participation and performance: The mediating effects of medical managers' job engagement and self-efficacy.

    Science.gov (United States)

    Macinati, Manuela S; Bozzi, Stefano; Rizzo, Marco Giovanni

    2016-09-01

    Professional hybrids in healthcare have attracted a great deal of policy, managerial, and research interest. However, the current literature offers little guidance on (i) how hybrid roles can be supported by the hospital organization they work for as well as (ii) the cognitive and behavioral driving forces underpinning medical managers' managerial work that determine how they inhabit their roles and consequently meet the standards of performance that contribute to organizational effectiveness. Building on engagement theory and social cognitive theory and using data collected from clinical managers working in a large Italian public hospital, the current study focuses on the mediating role of psychological variables associated with the managerial role of medical managers, namely managerial job engagement and managerial self-efficacy, in the budgetary participation-job performance link. The results suggest that the information gained by participating in budgeting impact medical managers' thoughts and feelings about their managerial role and these, in turn, motivate different aspects of their performance. The findings are discussed in relation to theory and their managerial and policy implications. Copyright © 2016 Elsevier Ireland Ltd. All rights reserved.

  20. Koeberg - Performance and lessons learned

    International Nuclear Information System (INIS)

    Oaten, B.E.

    1990-01-01

    The paper gives a summary of Plant Performance since build in terms of broad indicators such as total energy, availability, total radiation doses and radioactive waste generation. Success in nuclear and conventional safety, radwaste management, chemical management and special projects are highlighted. The difficulties and achievements in training staff for an isolated nuclear facility are discussed. Some systems have had redundancy improved through the inclusion of optional plant and the benefit of two such options is indicated. Operating regimes that improve fuel utilization are described and progress in occurrence reporting is shown. The success of community relations and conservation programmes are outlined. (author)

  1. Koeberg - Performance and lessons learned

    Energy Technology Data Exchange (ETDEWEB)

    Oaten, B E [Koeberg Nuclear Power Station, Melkbosstrand (South Africa)

    1990-06-01

    The paper gives a summary of Plant Performance since build in terms of broad indicators such as total energy, availability, total radiation doses and radioactive waste generation. Success in nuclear and conventional safety, radwaste management, chemical management and special projects are highlighted. The difficulties and achievements in training staff for an isolated nuclear facility are discussed. Some systems have had redundancy improved through the inclusion of optional plant and the benefit of two such options is indicated. Operating regimes that improve fuel utilization are described and progress in occurrence reporting is shown. The success of community relations and conservation programmes are outlined. (author)

  2. Parents' job insecurity affects children's grade performance through the indirect effects of beliefs in an unjust world and negative mood.

    Science.gov (United States)

    Barling, J; Mendelson, M B

    1999-10-01

    The authors postulated a model in which children's perceptions of their parents' job insecurity indirectly affect their grade performance through the effects of beliefs in an unjust world and negative mood. A total of 127 undergraduate students (55 male, 72 female) completed questionnaires on their perceptions of their parents' job insecurity and their own beliefs in an unjust world and negative mood. The parents reported on their own job insecurity. In addition, students provided their course grades from the previous semester 3 months after completing the questionnaires. Support for the proposed model was provided using LISREL 8.

  3. Influence of transactive memory on perceived performance, job satisfaction and identification in anaesthesia teams.

    Science.gov (United States)

    Michinov, E; Olivier-Chiron, E; Rusch, E; Chiron, B

    2008-03-01

    There is an increasing awareness in the medical community that human factors are involved in effectiveness of anaesthesia teams. Communication and coordination between physicians and nurses seems to play a crucial role in maintaining a good level of performance under time pressure, particularly for anaesthesia teams, who are confronted with uncertainty, rapid changes in the environment, and multi-tasking. The aim of this study was to examine the relationship between a specific form of implicit coordination--the transactive memory system--and perceptions of team effectiveness and work attitudes such as job satisfaction and team identification. A cross-sectional study was conducted among 193 nurse and physician anaesthetists from eight French public hospitals. The questionnaire included some measures of transactive memory system (coordination, specialization, and credibility components), perception of team effectiveness, and work attitudes (Minnesota Job Satisfaction Questionnaire, team identification scale). The questionnaire was designed to be filled anonymously, asking only biographical data relating to sex, age, status, and tenure. Hierarchical multiple regression analyses revealed as predicted that transactive memory system predicted members' perceptions of team effectiveness, and also affective outcomes such as job satisfaction and team identification. Moreover, the results demonstrated that transactive memory processes, and especially the coordination component, were a better predictor of teamwork perceptions than socio-demographic (i.e. gender or status) or contextual variables (i.e. tenure and size of team). These findings provided empirical evidence of the existence of a transactive memory system among real anaesthesia teams, and highlight the need to investigate whether transactive memory is actually linked with objective measures of performance.

  4. Sleep loss, learning capacity and academic performance.

    Science.gov (United States)

    Curcio, Giuseppe; Ferrara, Michele; De Gennaro, Luigi

    2006-10-01

    At a time when several studies have highlighted the relationship between sleep, learning and memory processes, an in-depth analysis of the effects of sleep deprivation on student learning ability and academic performance would appear to be essential. Most studies have been naturalistic correlative investigations, where sleep schedules were correlated with school and academic achievement. Nonetheless, some authors were able to actively manipulate sleep in order to observe neurocognitive and behavioral consequences, such as learning, memory capacity and school performance. The findings strongly suggest that: (a) students of different education levels (from school to university) are chronically sleep deprived or suffer from poor sleep quality and consequent daytime sleepiness; (b) sleep quality and quantity are closely related to student learning capacity and academic performance; (c) sleep loss is frequently associated with poor declarative and procedural learning in students; (d) studies in which sleep was actively restricted or optimized showed, respectively, a worsening and an improvement in neurocognitive and academic performance. These results may been related to the specific involvement of the prefrontal cortex (PFC) in vulnerability to sleep loss. Most methodological limitations are discussed and some future research goals are suggested.

  5. RELATIONSHIP BETWEEN ELEMENTS OF JOB ENRICHMENT AND ORGANIZATIONAL PERFORMANCE AMONG THE NON ACADEMIC STAFF IN NIGERIAN PUBLIC UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    Odunayo SALAU

    2014-10-01

    Full Text Available Job enrichment has become an essential aspect in motivating employees for better and greater performance through a mutual sense for skill variety, task identity, task significance and autonomy. The main objective of this study is to investigate the relationship between the elements of job enrichment and organization performance among the non-teaching staff in Nigerian public universities. Descriptive research method was adopted for this study using one hundred and ninety seven (197 valid questionnaires which were completed by selected public universities in Ogun State, South-West Nigeria. A stratified and simple random sampling techniques were adopted for the study. The data collected were statistically analyzed in a significant manner. The result of the findings revealed that there are positive correlation between job depth, on the job training and core job dimension elements of the job enrichment and workers/organizational performance while there was no correlation between motivators’ elements and performance. Hence, increased recognition of task significance will stimulate the employees to further raise their commitment towards the attainment and realization of the goal and objectives of the institutions/organizations.

  6. A survey on the relationship between organizational citizenship behavior and job performance of the staff at doctor Kermanshahi hospital

    Directory of Open Access Journals (Sweden)

    Ashkan Chavoshi

    2014-02-01

    Full Text Available Background: Understanding the factors affecting the performance of the staff in organizations will lead to increased their efficiency. The purpose of this study was to investigate the impact of organizational citizenship behavior (OCB on job performance in Dr. Kermanshahi hospital in Kermanshah. OCB is a voluntary behavior that goes beyond formal job descriptions of the staff and improves organizational performance . Methods: This descriptive-analytical study, which was based on structural equation modeling, was conducted in 2012.The study population included 311 staff at doctor Muhammad Kermanshahi hospital that were selected by simple random sampling. To evaluate the concepts of organizational citizenship behavior, job performance and personality attributes, Podsakoff, Patterson and NEO questionnaires were used, respectively. Data were analyzed by SPSS and AMOS software (version 21. Results: The results of the study revealed that 57% of respondents were women, 37.8% were in the age group 25 to 35 years, 40.7% had bachelor's degree and 30.2% had less than 5 years of experience. Also, personality characteristics of the staff affected their job performance. There was a significant relationship between organizational citizenship behaviour and job performance. Conclusions: This study confirmed the effects of OCB on promoting the performance of the staff. So, we can reinforce OCB in the hospital by taking advantage of the benefits of meta-functional behaviors in organization and consequently promoting the performance of the staff to.

  7. An integrated dataset on organisational culture, job satisfaction and performance in the hospitality industry.

    Science.gov (United States)

    Dirisu, Joy; Worlu, Rowland; Osibanjo, Adewale; Salau, Odunayo; Borishade, Taiye; Meninwa, Sandra; Atolagbe, Tolulope

    2018-08-01

    The relevance of organisational culture on job satisfaction and performance particularly within the hospitality sector cannot be over-emphasized. The culture of an organization goes a long way in distinguishing it from other organizations because it shows its ability to either be successful or to fail. To however achieve excellence and high-level performance, it is important to note that for effective and efficient operation, an organization would need a formal approach of communication as well as for making decisions and completing the tasks to match the needs of the organization. The managerial implications drawn from the study is that organizations should take advantage of their culture and inculcate values that will enhance performance.

  8. Medication adherence, comorbidities, and health risk impacts on workforce absence and job performance.

    Science.gov (United States)

    Loeppke, Ronald; Haufle, Vince; Jinnett, Kim; Parry, Thomas; Zhu, Jianping; Hymel, Pamela; Konicki, Doris

    2011-06-01

    To understand impacts of medication adherence, comorbidities, and health risks on workforce absence and job performance. Retrospective observational study using employees' medical/pharmacy claims and self-reported health risk appraisals. Statin medication adherence in individuals with Coronary Artery Disease was significant predictor (P absenteeism. Insulin, oral hypoglycemic, or metformin medication adherence in type 2 diabetics was significant (P performance. Number of comorbidities was found as significant (P absenteeism in five of nine subsamples. Significant links (P performance were found across all nine subsamples. Results suggest integrated health and productivity management strategies should include an emphasis on primary and secondary prevention to reduce health risks in addition to tertiary prevention efforts of disease management and medication management.

  9. The Validity of Conscientiousness Is Overestimated in the Prediction of Job Performance.

    Science.gov (United States)

    Kepes, Sven; McDaniel, Michael A

    2015-01-01

    Sensitivity analyses refer to investigations of the degree to which the results of a meta-analysis remain stable when conditions of the data or the analysis change. To the extent that results remain stable, one can refer to them as robust. Sensitivity analyses are rarely conducted in the organizational science literature. Despite conscientiousness being a valued predictor in employment selection, sensitivity analyses have not been conducted with respect to meta-analytic estimates of the correlation (i.e., validity) between conscientiousness and job performance. To address this deficiency, we reanalyzed the largest collection of conscientiousness validity data in the personnel selection literature and conducted a variety of sensitivity analyses. Publication bias analyses demonstrated that the validity of conscientiousness is moderately overestimated (by around 30%; a correlation difference of about .06). The misestimation of the validity appears to be due primarily to suppression of small effects sizes in the journal literature. These inflated validity estimates result in an overestimate of the dollar utility of personnel selection by millions of dollars and should be of considerable concern for organizations. The fields of management and applied psychology seldom conduct sensitivity analyses. Through the use of sensitivity analyses, this paper documents that the existing literature overestimates the validity of conscientiousness in the prediction of job performance. Our data show that effect sizes from journal articles are largely responsible for this overestimation.

  10. Bullying among radiation therapists: effects on job performance and work environment.

    Science.gov (United States)

    Trad, Megan; Johnson, Jordan

    2014-01-01

    To identify the effects of workplace bullying in the radiation therapy department on job performance and explore the environment and morale of individuals who work with a bully. A quantitative research study was designed to assess the prevalence and effects of bullying in the radiation therapy workplace. A total of 308 radiation therapists participated in the study for a return rate of 46%. Of those, 194 indicated that workplace bullying was present either in their current workplace or in a previous radiation therapy environment and that it negatively affected job performance and satisfaction. Findings of this study indicate a need for evaluation of the radiation therapy workplace, education on how to identify and prevent bullying behavior, and better communication among members of the radiation therapy environment. Participants indicated that working in a hostile environment led to forgetfulness, ineffective communication, and perceived discrepancies in promotion and treatment by management. Any bullying behavior contributes to an overall toxic work environment, which is unhealthy and unsafe for patients and therapists. Those who manage therapists should promote a culture of safety and embrace their staff's independence.

  11. Maximizing as a predictor of job satisfaction and performance: A tale of three scales

    Directory of Open Access Journals (Sweden)

    Nicole M. Giacopelli

    2013-07-01

    Full Text Available Research on individual differences in maximizing (versus satisficing has recently proliferated in the Judgment and Decision Making literature, and high scores on this construct have been linked to lower life satisfaction as well as, in some cases, to worse decision-making performance. The current study exported this construct to the organizational domain and evaluated the utility of the three most widely used measures of maximizing in predicting several criteria of interest to organizational researchers: job satisfaction, intentions to quit the organization, performance in the job role, and income. Moreover, this study used relative weight analyses to determine the relative importance of maximizing and two dispositional variables (conscientiousness and core self-evaluations that are traditionally used to predict these criteria in the organizational literature. Results indicate that relationships between maximizing and these criteria are influenced by the way in which maximizing is measured. Yet, regardless of how it is measured, maximizing is not a particularly strong predictor of these criteria compared to traditional organizational predictors. Limitations and future research directions are discussed.

  12. Attachment and Interpersonal Specifics if Well-Being in Relation to Employee Job Performance of Contact Centres

    OpenAIRE

    Ivana Tomanová Čergeťová; Lucia Bošiaková

    2015-01-01

    The research is focused on exploring of multiple relations between interpersonal and attachment characteristics, job performance, job satisfaction and well-being of employees in contact centres. Global assessment of well-being represents cognitive and emotional approach of one ́s life as a whole. However, global view can be deformed by distorted perception of reality, so therefore it is necessary to evaluate well-being not only in general, ...

  13. The Effect of Job Characteristic, Welfare and Work Environment to Employee Performance at PT. Federal International Finance Manado

    OpenAIRE

    Walangitan, Mac Donald; Mandey, S. L.; Tulandi, Christy

    2015-01-01

    Job characteristic is the determinant of the fit between person with a particular line of work that explored. Welfare is the remuneration provided by the company based on the company rules. Work environment is physical and non-physical workplaces that have direct effect on employee. The purpose of this study is to determine the influence of job characteristic, welfare and work environment on employee performance at PT. Federal International Finance Manado. The population in the study is 65 e...

  14. Predicting law enforcement officer job performance with the Personality Assessment Inventory.

    Science.gov (United States)

    Lowmaster, Sara E; Morey, Leslie C

    2012-01-01

    This study examined the descriptive and predictive characteristics of the Personality Assessment Inventory (PAI; Morey, 1991) in a sample of 85 law enforcement officer candidates. Descriptive results indicate that mean PAI full-scale and subscale scores are consistently lower than normative community sample scores, with some exceptions noted typically associated with defensive responding. Predictive validity was examined by relating PAI full-scale and subscale scores to supervisor ratings in the areas of job performance, integrity problems, and abuse of disability status. Modest correlations were observed for all domains; however, predictive validity was moderated by defensive response style, with greater predictive validity observed among less defensive responders. These results suggest that the PAI's full scales and subscales are able to predict law enforcement officers' performance, but their utility is appreciably improved when taken in the context of indicators of defensive responding.

  15. Placing perceptions of politics in the context of the feedback environment, employee attitudes, and job performance.

    Science.gov (United States)

    Rosen, Christopher C; Levy, Paul E; Hall, Rosalie J

    2006-01-01

    The authors proposed a model suggesting that organizational environments supporting high levels of informal supervisor and coworker feedback are associated with lower employee perceptions of organizational politics. Furthermore, these lowered perceptions of politics were proposed to result in higher employee morale (as reflected in job satisfaction and affective commitment) and, through morale, to higher levels of task performance and organizational citizenship. The proposed mediational model was supported with empirical results from 150 subordinate-supervisor dyads sampled across a variety of organizations. Higher quality feedback environments were associated with lower perceptions of organizational politics, and morale mediated the relationships between organizational politics and various aspects of work performance. These findings suggest that when employees have greater access to information regarding behaviors that are acceptable and desired at work, perceptions of politics are reduced and work outcomes are enhanced. (c) 2006 APA, all rights reserved.

  16. The effect of intelligent physical exercise training on sickness absence and job performance among office workers

    DEFF Research Database (Denmark)

    Christensen, Jeanette Reffstrup; Sjøgaard, Gisela; Søgaard, Karen

    companies located across Denmark were allocated to a training group, TG, (N = 194) or a control group, CG, (N = 195). The TG received one-hour high intensity IPET every week within working hours, and was recommended to perform 30 minutes of moderate intensity physical activity six days a week during leisure...... at baseline mean 4,4 days in TG and 3,5 days in CG. Discussion One-hour high intensity IPET in working hours combined with recommendations of 30 minutes daily leisure time moderate intensity physical activity improved job performance and decreased sickness absence if adhering to the intervention protocol...... time. The principles of IPET have previously been described in details (Sjogaard, Justesen et al. 2014). Before and after the one-year intervention the office workers answered a questionnaire on work ability (ten-step ordinal scale), productivity (ten-step ordinal scale), and health (five–step ordinal...

  17. MODEL OF EMERGENCY DEPARTMENT NURSE PERFORMANCE IMPROVEMENT BASED ON ASSOCIATION OF INDIVIDUAL CHARACTERISTIC, ORGANIZATION CHARACTERISTIC AND JOB CHARACTERISTIC

    Directory of Open Access Journals (Sweden)

    Maria Margaretha Bogar

    2017-04-01

    Full Text Available Introduction: Nursing care is integral part of health care and having important role in management of patient with emergency condition. The purpose of this research was to develop nurse performance improvement model based on individual, organization and job characteristics association in Emergency Department of RSUD dr TC Hillers Maumere. Method: This was an explanative survey by cross sectional approach held on July -August 2012. Respondents in this study were 22 nurses and 44 patients were obtained by purposive sampling technique. Data were analyzed by partial least square test and signi fi cant t value > 1.64 (alpha 10%. Result: Results showed that individual characteristic had effect on nurse performance (t = 7.59, organization characteristic had effect on nurse performance (t = 2.03 and job characteristic didn’t have effect on nurse performance (t = 0.88. Nurse performance had effect on patient satisfaction (t = 6.54 but nurse satisfaction didn’t have effect on nurse performance (t = 1.31, and nurse satisfaction didn’t have effect either on patient satisfaction (t = 0.94. Discussion: This research concluded that individual characteristics which in fl uence nurse performance in nursing care were ability and skill, experience, age, sex, attitude and motivation. Organization characteristic that influence nurse performance was reward while job characteristic that include job design and feedback didn’t influence nurse performance in nursing care. Nurse performance influenced patient satisfaction but nurse satisfaction didn’t influence patient satisfaction and nurse performance.

  18. Sexual rehabilitation after myocardial infarction and coronary bypass surgery: Why do we not perform our job?

    Directory of Open Access Journals (Sweden)

    Đurović Aleksandar

    2010-01-01

    Full Text Available Background/Aim. There is a perception that in patients with heart diseases in Serbia sexual rehabilitation does not exist. Why do we not perform our job? A kind of resistance to sexual rehabilitation is common for heart disease patients. Prejudices regarding patients' sexuality, fear and limited knowledge are not rare among the members of medical staff. The aim of this study was to assess knowledge on sexual rehabilitation, inner sense during conversation on sexual rehabilitation and quality of sexual life in patients with myocardial infarction (MI and bypass surgery (BPS. Also, we wanted to assess an opinion of the medical staff members about that. Methods. We performed a prospective nonrandomized clinical study, which involved 40 participants: ten patients, six partners and twenty four medical staff members. All participants were tested by the self-created questionnaires. The main issues of observation were: knowledge about sexual rehabilitation, quality of sexual life and inner sense during conversation on sexual rehabilitation. The data were analyzed by the Shapiro-Wilk test, Kolmogorov Smirnov test, Mann Whitney Exact test and Fishers Exact test. Statistical significance was set up to p < 0.05. Results. There was a statistically significant difference among the participants regarding an attitude when sexual activity should be resumed after MI or BPS. The members of medical staff had a significantly different opinion about the most important team members responsible for sexual rehabilitation performance. There was a statistically significant difference (p = 0.01 in quality of patient's sexual life after MI or BPS (score: 14.2 ± 5.5 in relation to conditions before them (score: 21.3 ± 3.1. The members of medical staff had significantly (p = 0.05 worse inner sense (score: 3.8 ± 0.7 during and after fulfilling the questionnaires than the patients (score: 4.6 ± 0.5. Conclusion. Ignorance and prejudices are reasons why we do not perform our

  19. ANTESEDEN KOMITMEN ORGANISASIONAL DAN DAMPAKNYA TERHADAP KINERJA TUGAS (JOB PERFORMANCE GURU

    Directory of Open Access Journals (Sweden)

    Harif Amali Rivai

    2015-11-01

    Full Text Available AbstractThe current research examines fit model of relationships among antecedents of organizational commitment (i.e. perceived organizational support, participative leadership style, psychological empowerment and its impact on job performance of teachers. A theoretical model was estimated using senior high school teachers in Padang. Anonym questionnaires were distributed to maintain confidentiality of the respondents. Two hundred eighty two respondents voluntarily participated and included into statistical analysis. The results of testing model using AMOS 16 found that parti¬cipative leadership style and perceived organizational support have significant effect on organiza¬tional commitment of the teachers. Organizational commitment also demonstrated significant im¬pact on job performance of teachers. Meanwhile, psychological empowerment did not significantly influence on organizational commitment. This study provides insight to help police makers how to improve tearchers’ performance. Implication of the research was also discussed in this study.Key words:Perceived organizational support, participative leadership, psychologival empower¬ment, organizational commitment, job performance.AbstrakPenelitian ini bertujuan untuk menguji ketepatan model yang menjelaskan anteseden komitmen organisasional (persepsi atas dukungan organisasional, gaya kepemimpinan partisipatif, pemberdayaan psikologis dan dampaknya terhadap kinerja tugas guru. Model teoritis penelitian diestimasi dengan menggunakan sampel dari guru-guru yang mengajar pada Sekolah Menengah Atas di kota Padang. Kuesioner tanpa nama (anonym didistribusikan untuk menjaga kerahasiaan responden. Sebanyak 282 responden dianalisis dalam penelitian ini. Hasil pengujian dengan menggunakan aplikasi AMOS 16.0. menemukan bahwa model teoritikal dapat memenuhi kriteria goodness of fit model. Hasil penelitian mendukung bahwa variable persepsi yang terdiri dari gaya kepemimpinan partisipatif dan

  20. Performance assessment in algebra learning process

    Science.gov (United States)

    Lestariani, Ida; Sujadi, Imam; Pramudya, Ikrar

    2017-12-01

    The purpose of research to describe the implementation of performance assessment on algebra learning process. The subject in this research is math educator of SMAN 1 Ngawi class X. This research includes descriptive qualitative research type. Techniques of data collecting are done by observation method, interview, and documentation. Data analysis technique is done by data reduction, data presentation, and conclusion. The results showed any indication that the steps taken by the educator in applying the performance assessment are 1) preparing individual worksheets and group worksheets, 2) preparing rubric assessments for independent worksheets and groups and 3) making performance assessments rubric to learners’ performance results with individual or groups task.