Quantifying the effects of psychological interventions on employee job performance and work-force productivity.

1983 ◽  
Vol 38 (4) ◽  
pp. 473-478 ◽  
Author(s):  
John E. Hunter ◽  
Frank L. Schmidt
Keyword(s):  
Job Performance ◽  
Work Force ◽  
Psychological Interventions

scholarly journals Antecedents of Job Performance of Tourism Graduates: Evidence from State University-Graduated Employees in Sri Lanka

2019 ◽  
Vol 10 (18) ◽  
pp. 16-34 ◽  
Author(s):  
Ruwan Ranasinghe
Keyword(s):  
Higher Education ◽  
Job Performance ◽  
Learning Outcomes ◽  
Structural Equation ◽  
Work Force ◽  
Tourism Industry ◽  
Equation Modeling ◽  
Tourism Education ◽  
Industry Needs ◽  
The Impact

Each one in eleven jobs in the world are from tourism sector where a well trained, educated and skilled work force is mandetory. Despite the growth in provision of tourism higher education during past 40 years, uncertainties remain about the content and nature of tourism degrees and how these are aligned with tourism industry needs. Substantial evidence is available on designing tourism higher education curriculum but the extent to which tourism higher education meets the industry needs and the job performance of the graduates has not yet been closely investigated. This study aims to identify the impact of tourism education on the job performance of the tourism graduates. Self-administered questionnaire fielded across the Island secured 260 public sector university tourism graduates response. Data was analyzed using Structural Equation Modeling in Smart-PLS-3. The study found learning outcomes have a moderate positive relationship on job performance. Tourism graduates showed optimistic perception about tourism education in meeting industry requirements. As recommendations tourism curriculum must be well planned and enriched with supplementary practical exposure. Faculty members must provide a great support for the undergraduates in accomplishing their carrier objectives and the learning outcomes. Conducive learning environment should be facilitated to reach learning outcomes smoothly.

Person-Environment Mismatch: Does One Square the Hole or round the Peg?

1983 ◽  
Vol 13 (3) ◽  
pp. 66-70 ◽  
Author(s):  
Alwyn P. Moerdyk
Keyword(s):  
South Africa ◽  
Job Performance ◽  
Organizational Effectiveness ◽  
Work Force ◽  
Organizational Structures ◽  
Organizational Level ◽  
Individual Level ◽  
The Individual ◽  
Local Work

In this paper a look is taken at organizational effectiveness in terms of a Person-Environment (P-E) match and it is argued that the various approaches to the improvement of on-the-job performance focus either on changes at the individual level (‘fitting the man to the job’) or at the organizational level (‘fitting the job to the man’). Furthermore it is also argued that these interventions occur at either a global preventative level or at a localized remedial level. The resulting 2 × 2 classification of four basic strategies for enhancing P-E match are discussed and evaluated. It is concluded that in a mixed-economy situation, such as occurs in South Africa at present, attention should be given to adapting organizational structures and job processes to make them more compatible with the needs and values of the local work force.

Employee Engagement Practices in IT Sector Vis-à-Vis Other Sectors in India

2017 ◽  
Vol 8 (3) ◽  
pp. 1-14 ◽  
Author(s):  
Jitendra Singh Tomar
Keyword(s):  
Job Performance ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Force ◽  
Citizenship Behavior ◽  
Continuance Commitment ◽  
Discretionary Effort ◽  
Important Notion

Employee engagement is an important notion built around the concepts of job satisfaction, employee commitment, retention of talent, that impacts organizational performance. The disengaged employees lead to loss of productivity, procedural imbalances, and decreased efficacy. Organizations are addressing the work force and their job performance, task performance, organizational citizenship behavior, productivity, discretionary effort, effective commitment, and continuance commitment. Engaged employees are emotionally connected with their organization, and are enthusiastic about their job and success of the organization. The employment engagement practices are soulfully needed to understand the employee, give them healthier environment to work, let them grow professionally, award them, and keep them happy, irrespective of the business sector. This study intends to explore the employee engagement practices in Indian IT Sector and compare them with the engagement practices in other leading sectors in India. The study also assesses various engagement attributes in Indian IT organizations.

scholarly journals Partial Least Square – Structural Equation Model for Effect of Employee Engagement on Job Satisfaction and Job Performance in Automobile Industries

2019 ◽  
Vol 9 (2) ◽  
pp. 4725-4729
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Employee Engagement ◽  
Automobile Industry ◽  
Structural Equation ◽  
Business Performance ◽  
Work Force ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square

The major challenges organizations facing today’s competitive world is diversified work force and ever changing environment and technology. It is, therefore, imperative to utilize the employees ‘capabilities to the maximum possible extent to achieve individual and organizational goals. In this perspective, it has been discussed that job satisfaction and employee motivation are wide influencer of employees’ performance. Employee dedication and commitment towards work leads to improved outcomes in performance, organizational productivity and profit. Employees are more loyal and satisfied to the organization when they get recognition from their employers. The understanding of organizations on the factors satisfying employees will lead to deal with the people and get the extra ordinary results from them. The employee engagement and business performances are complimentary to each other. Higher is the employee engagement then greater the business performance. The present research makes an attempt to investigate the concept of job satisfaction and its impact on performance among the employees in the automobile industry, which is one of the key drivers that boost the economic growth of the country. In the time of recessions, the survival of the organization depends on the fully engaged employee. There is no agreement between defining the employee engagement by the earlier researchers and also its impact on job satisfaction and performance. In this concern, this study is significant in the definition of employee engagement and to find its relationship with job satisfaction and job performance in automobile industry.

An Overview of Occupational Alcoholism Issues for the 80's

1982 ◽  
Vol 12 (1) ◽  
pp. 1-27 ◽  
Author(s):  
Keith McClellan
Keyword(s):  
Job Performance ◽  
Insurance Coverage ◽  
Work Force ◽  
Employee Assistance ◽  
Employee Education ◽  
Family Disruption ◽  
The Past ◽  
Start Up ◽  
Drug Free ◽  
The U.S

The past decade has been a period of learning and experimentation in occupational alcoholism and employee assistance programming (EAPs). Assumptions regarding the essential ingredients for such program's sponsorship and principal targets, changed during this period. The professionalization of the U.S. work force is thought to require further modification of EAP casefinding. Future EAPs are expected to place less emphasis on supervisory confrontation than on broader types of casefinding. Early identification, prior to a decline in job performance, is anticipated. Employee involvement, attention to poly-drug addiction, family disruption, employee education, and the need for drug-free lifestyles are essential for future programs to succeed and labor law needs to be considered when employee organizations attempt to operate EAPs. EAP consortia are seen as a method of reaching the bulk of the work force. Start-up capital and uniform insurance coverage are unsolved problems for consortia.

Clinical Update: Functional Capacity Evaluations—An Update

1999 ◽  
Vol 4 (5) ◽  
pp. 4-7 ◽  
Author(s):  
Laura Welch
Keyword(s):  
Job Performance ◽  
Functional Capacity ◽  
Injury Risk ◽  
Disability Evaluation ◽  
Time Period ◽  
Submaximal Effort ◽  
Lack Of Sleep ◽  
Overall Performance ◽  
Time Required ◽  
Specific Limitation

Abstract Functional capacity evaluations (FCEs) have become an important component of disability evaluation during the past 10 years to assess an individual's ability to perform the essential or specific functions of a job, both preplacement and during rehabilitation. Evaluating both job performance and physical ability is a complex assessment, and some practitioners are not yet certain that an FCE can achieve these goals. An FCE is useful only if it predicts job performance, and factors that should be assessed include overall performance; consistency of performance across similar areas of the FCE; consistency between observed behaviors during the FCE and limitations or abilities reported by the worker; objective changes (eg, blood pressure and pulse) that are appropriate relative to performance; external factors (illness, lack of sleep, or medication); and a coefficient of variation that can be measured and assessed. FCEs can identify specific movement patterns or weaknesses; measure improvement during rehabilitation; identify a specific limitation that is amenable to accommodation; and identify a worker who appears to be providing a submaximal effort. FCEs are less reliable at predicting injury risk; they cannot tell us much about endurance over a time period longer than the time required for the FCE; and the FCE may measure simple muscular functions when the job requires more complex ones.

Daily Fluctuations in Work Engagement

2014 ◽  
Vol 19 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Research Evidence ◽  
Organizational Outcomes ◽  
Reciprocal Relationship ◽  
Proactive Behavior ◽  
Negative Events ◽  
Daily Work ◽  
Work Pressure ◽  
Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

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