ICT Competence, Organizational Culture, Motivation, and Task Performance among the Employees of One Polytechnic University Branch

The purpose of this study was to identify the relationship between psychological detachment from work in nonworking time and it’s antecedents such as general self-efficacy and rumination behavior, and the relationship between psychological detachment from work in nonworking time and task performance. Also, this study tests the moderating effect of outcome-oriented culture in the relationship between psychological detachment from work and task performance. Using the survey research method, data were collected from 259 employees who were working in a variety of organizations in Korea. To reduce the effect from the common method bias, task performance of participants was rated by their peers or supervisors. The results indicate that general self-efficacy is positively related with psychological detachment, rumination behavior is negatively related with psychological detachment, and psychological detachment from work is not related with task performance. It is found the relationship between psychological detachment and task performance is moderated by outcome-oriented culture. When employees who perceive organizational culture is more outcome-oriented, there is a negative relationship between psychological detachment and task performance. In contrast, when employees who perceive organizational culture is less outcome-oriented, there is a positive relationship between psychological detachment and task performance. Based on there results, implication of results, future research tasks, and limitations of this study were discussed.

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Successful Workplace Learning: Moderating Effect of Organizational Culture

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v3i4.4180 ◽

2013 ◽

Vol 3 (4) ◽

pp. 1

Author(s):

Younes Daryoush ◽

Abu Daud Silong ◽

Zohara Omar ◽

Jamilah Othman

Keyword(s):

Organizational Culture ◽

Job Performance ◽

Cultural Values ◽

Task Performance ◽

Workplace Learning ◽

Contextual Performance ◽

Moderating Effect ◽

Positive Outcomes ◽

The Relationship ◽

And Task

A main point of this study was that successful workplace learning is depended on workplace environment and its relationship with job performance will be improved in certain organizational culture values and practices. We hypothesized that the relationship between formal, informal and incidental workplace learning with task and contextual performance would be higher in result-oriented cultures. These two hypotheses were supported. We further hypothesized and found support that workplace learning and task performance relationships are stronger in combined outcome- and innovation-oriented cultures. Our results indicate that these two cultural values complement each other in facilitating positive outcomes for workplace learning.

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Contextual and task performance: role of employee engagement and organizational culture in hospitality industry

Vilakshan - XIMB Journal of Management ◽

10.1108/xjm-08-2020-0089 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Bhawana Bhardwaj ◽

Namrita Kalia

Keyword(s):

Organizational Culture ◽

Job Performance ◽

Task Performance ◽

Employee Engagement ◽

Hospitality Industry ◽

Contextual Performance ◽

Content Type ◽

Maximum Contribution ◽

And Task

Purpose Extensive work related to examining predictors and determinants of employee engagement and job performance have been conducted in past studies. A dearth of studies relating organizational culture and employee engagement with contextual and task performance in the hospitality industry necessitated the present study. This study aims to examine variability in the task and contextual performance owing to employee engagement and organizational culture. Design/methodology/approach The study has been conducted in four districts of Himachal Pradesh using a multistage sampling technique. A total of 360 hotel employees were involved in collecting their responses through a structured questionnaire. Findings The results of multiple regression showed that vigor, dedication and absorption variables of employee engagement contribute toward contextual performance. Vigor and absorption affect the task performance of employees. In the case of contextual performance vigor shows maximum contribution followed by absorption and dedication whereas for task performance, the maximum contribution is exhibited by absorption followed by vigor. Organizational culture sub-variables of experimentation, autonomy and trust came out to be major predictors, which help to improve contextual and task performance of employees. Practical implications The study suggests that psychological ownership, along with trust toward top management can create an enriched work culture, which influenced both the contextual and task performance of employees. The findings of the study can be practically used by government and private organizations for improving workforce performance in the hospitality industry. Future research can be conducted based on the findings of the study. Originality/value The study provides insight on how and to what extent cultural and employee engagement variables can affect employee’s contextual and task performance. The present study adds value to the existing literature and investigates the role of culture and employee engagement in enhancing task and contextual job performance. Managers and policymakers can use the findings of the study to improve organizational culture, employee engagement and performance of the employees in the hospitality sector. The study opens avenues for future studies.

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