An empirical analysis of the effects of humor on communication satisfaction and job performance in international joint ventures in Iran

2016 ◽  
Vol 24 (2) ◽  
pp. 295-311 ◽  
Author(s):  
Mohammad Jalalkamali ◽  
Mohammad Iranmanesh ◽  
Davoud Nikbin ◽  
Sunghyup Sean Hyun
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Joint Ventures ◽  
Communication Satisfaction ◽  
International Joint Ventures ◽  
Relational Communication ◽  
Performance Task ◽  
International Joint ◽  
The Relationship ◽  
And Task

AbstractThis study investigates the relationships between humor (frequency and effectiveness), communication satisfaction (informational and relational), and employee job performance (task and contextual) in international joint ventures in Iran. Based on a survey of 375 employees and their supervisors in two of the biggest joint ventures in the automotive industry in Iran, the results indicate that the frequency of humor had significant positive effects on contextual and task performance as well as on informational and relational communication satisfaction. In addition, informational communication satisfaction was significantly related to both contextual performance and task performance, whereas relational communication satisfaction was related only to task performance. Finally, informational communication satisfaction mediated the relationship between the frequency of humor and job performance (task and contextual), while relational communication satisfaction mediated the relationship between the frequency of humor and task performance.

Relationships between work values, communication satisfaction, and employee job performance

2016 ◽  
Vol 54 (4) ◽  
pp. 796-814 ◽  
Author(s):  
Mohammad Jalalkamali ◽  
Anees Janee Ali ◽  
Sunghyup Sean Hyun ◽  
Davoud Nikbin
Keyword(s):  
Job Performance ◽  
Automobile Industry ◽  
Design Methodology ◽  
Work Values ◽  
Communication Satisfaction ◽  
International Joint Ventures ◽  
Relational Communication ◽  
Content Type ◽  
Four Dimensions ◽  
Asian Context

Purpose – The purpose of this paper is to examine the relationships between work values (cognitive, instrumental, social, and prestige), communication satisfaction (informational and relational), and employee job performance (task and contextual) in the context of international joint ventures (IJVs) in Iran. Design/methodology/approach – Validated measurement items for study variables were adopted from previous studies. Data were collected through surveys using a random sample of employees and their direct supervisors from the two largest IJVs in Iran’s automobile industry. Findings – According to the results, cognitive, instrumental, and prestige work values had significant effects on informational communication satisfaction. All dimensions of work values (cognitive, instrumental, social, and prestige) were significantly related to relational communication satisfaction. Both dimensions of communication satisfaction (informational and relational) were significantly related to both dimensions of employee job performance (contextual and task). Research limitations/implications – Data were collected from two IJVs in Iran, which may limit the generalization of results to non-IJVs in Iran. The results have important implications for IJV managers by providing valuable insights into adopting various effective tools in the workplace. Originality/value – Previous studies have generally considered work values as a two-dimensional construct. This study extends the literature by conceptualizing work values based on four dimensions (cognitive, instrumental, social, and prestige). No study has taken into consideration social and prestige values in an Asian context. In addition, few studies have investigated the relationships between work values and communication satisfaction.

Subordinate-oriented strengths-based leadership and subordinate job performance: the mediating effect of supervisor–subordinate guanxi

2020 ◽  
Vol 41 (8) ◽  
pp. 1107-1118
Author(s):  
He Ding ◽  
Enhai Yu
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Performance Task ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

PurposeThe aim of the present study was to examine the association of subordinate-oriented strengths-based leadership (SSBL) with subordinates’ job performance (task performance and innovative behavior) as well as the meditating role of supervisor–subordinate guanxi (SSG) in these relationships.Design/methodology/approachSelf-report data on SSBL, SSG, task performance and innovative behavior were gathered from 642 Chinese employees working in various Chinese enterprises. Structural equation modeling was used to analyze the data.FindingsThe results indicated that SSBL is positively related to subordinates’ job performance (task performance and innovative behavior). Furthermore, SSG partially mediated the relationship of SSBL with task performance and with innovative behavior.Originality/valueThis study is the first to empirically examine the relationship of SSBL with job performance. In addition, this study adds to the knowledge on the SSBL–job performance linkage by investigating the mediational effect of SSG on the relationship.

A Configurational Analysis of International Joint Ventures

2002 ◽  
Vol 23 (5) ◽  
pp. 781-815 ◽  
Author(s):  
John Child
Keyword(s):  
Joint Ventures ◽  
International Joint Ventures ◽  
Configurational Analysis ◽  
Alternative Approach ◽  
International Joint ◽  
And Performance ◽  
And Control ◽  
The Relationship ◽  
Parent Companies ◽  
Variance Approach

A stream of research has focused on the ownership shares that partner companies take in international joint ventures [IJVs] and the leverage this may provide for control and performance. This research has normally adopted a `variance' approach, which examines `independent' variables as potential predictors of the focal phenomenon. The variance approach has yielded reasonably consistent results for the relationship between IJV ownership and control, but not in respect of performance. In searching for the optimum predictive model for whole samples, the variance approach risks overlooking inter-case nuances that may result from somewhat different configurations of variables. An alternative approach seeks to explore how and why variables configure together in different combinations. This paper draws on a study of 20 Sino-UK IJVs and their parent companies. It proceeds from a conventional variance analysis to identify different IV configurations. These configurations can be understood in the light of each IV's formative context, and they relate to performance in different ways. Propositions deriving from the study are offered as guidelines for further research.

The effect of personality on task performance and adaptive performance

2016 ◽  
Vol 29 (4) ◽  
pp. 607-630
Author(s):  
TaeYong Yoo ◽  
ChaeRyeong Lee
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Job Crafting ◽  
Mediation Effect ◽  
Future Research ◽  
Adaptive Performance ◽  
Mediating Effects ◽  
Performance Task ◽  
Moderation Effect ◽  
The Relationship

The first purpose of this study was to investigate the effect of personality(extraversion, openness, conscientiousness) on job crafting. The second purpose was to examine the effects of job crafting on task performance and adaptive performance. The third purpose was to examine the mediating effects of job crafting on the relationship between personality(extraversion, openness, conscientiousness) and job performance(task performance, adaptive performance). The last purpose was to testify the moderating effect of the leader’s empowering behavior on the relationship between personality(extraversion, openness, conscientiousness) and job crafting. Data were collected from 167 employees who were working in a variety of organizations in Korea by the survey research method. Both task performance and adaptive performance were rated by others(peer or supervisor). The result of this study showed that the relationship between personality(openness, conscientiousness) and job crafting, and the relationship between job crafting and job performance(task performance, adaptive performance) were significantly positive. Also, the job crafting had full mediation effect on the relationship between personality(openness, conscientiousness) and job performance(task performance, adaptive performance). Leader’s empowering behavior had moderation effect on the relationship between conscientiousness and job crafting. That is, the positive relationship between conscientiousness and job crafting was stronger when leader’s empowering behavior was lower rather than higher. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

Emotional intelligence and job performance: the role of psychological well-being

2016 ◽  
Vol 9 (4) ◽  
pp. 428-442 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Well Being ◽  
Multiple Mediation ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O). Design/methodology/approach This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach. Findings The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I. Research limitations/implications The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance. Practical implications Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work. Originality/value The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

scholarly journals Professional Culture Compatibility and Performance in International  Joint Ventures: A Chinese Experience

2021 ◽  
Author(s):  
◽  
Xiangfu Gan
Keyword(s):  
Joint Ventures ◽  
Professional Culture ◽  
International Joint Ventures ◽  
Alliance Performance ◽  
International Alliance ◽  
International Joint ◽  
Overall Performance ◽  
And Performance ◽  
The Relationship ◽  
Diverse Cultures

<p>This research was influenced by Sirmon & Lane's (2004) model of cultural differences and international alliance performance. Sirmon & Lane's model introduced the concept and importance of partners' professional culture compatibility in international alliances. However, to date, their model lacks empirical testing. This research therefore took the study further by empirically investigating the influence of professional culture compatibility between partners and international alliance performance by using a selected sample of Sino-Foreign joint ventures in China. The findings overall support Sirmon & Lane's (2004) model that (1) Partners from similar national cultures experience lesser differences in their professional cultures as opposed to partners from diverse cultures; and, (2) Professional culture differences between partners negatively influence the overall performance of international joint ventures. However, this research also argues that the relationships shown in Sirmon & Lane's (2004) model are not as straightforward as was previously proposed, and the findings suggest several additional factors that contribute to the relationship between partner professional culture compatibility and international alliance performance.</p>

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