scholarly journals Job characteristics, work involvement, and job performance of public servants

2016 ◽  
Vol 40 (7) ◽  
pp. 554-575 ◽  
Author(s):  
Johanim Johari ◽  
Khulida Kirana Yahya
Keyword(s):  
Job Performance ◽  
Empirical Evidence ◽  
Positive Impact ◽  
Practical Implication ◽  
Job Characteristics ◽  
Partial Support ◽  
Public Servants ◽  
Content Type ◽  
Work Involvement ◽  
Task Significance

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 total of 256 public servants reported on their job characteristics and work involvement while supervisory ratings were used to assess their level of job performance. SPSS version 14 and AMOS 16 were used for statistical analyses of the data. A hypothesized structural equation model was tested to examine both direct and indirect influence of job characteristics on job performance. Findings The findings revealed that task significance and feedback significantly influence job performance and the relationships are mediated by work involvement. Skill variety, however, has a significant and direct influence on public servants’ job performance. Research limitations/implications The research results have provided support for the key theoretical propositions. Specifically, this study has managed to substantiate some empirical evidences in partial support of the job characteristics theory. Practical implications As for practical implication, the significant and positive impact of skill variety, task significance and feedback on job performance suggests the importance of these job characteristics dimensions in promoting high level of job performance among public servants. Originality/value This study aims to provide additional empirical evidence in support of the job characteristics theory. The theoretical framework of this study managed to substantiate empirical evidence in partial support of the job characteristics theory.

Effects of individual and job characteristics on hotel contact employees’ work engagement and their performance outcomes

2019 ◽  
Vol 31 (1) ◽  
pp. 349-369 ◽  
Author(s):  
Aleksandra Grobelna
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Job Characteristics ◽  
Performance Outcomes ◽  
Equation Modeling ◽  
Positive Affectivity ◽  
Content Type ◽  
Hotel Employees ◽  
Task Significance ◽  
And Task

Purpose This study aims to examine the effects of individual and job-related characteristics on employees’ work engagement and its influence on their performance outcomes. This study develops and tests the research model where the impact of positive affectivity, polychronicity and task significance on employees’ work engagement is investigated, and its consequences for employees’ job performance are analyzed. Design/methodology/approach The relationships between study constructs were tested using the structural equation modeling. Data were collected from 222 hotel contact employees from the Pomeranian Voivodeship, a tourist destination of northern Poland. Findings The study findings confirmed that positive affectivity and polychronicity, as personality characteristics and task significance as a job characteristic exert a significant and positive impact on hotel employees’ work engagement, which in turn enhances the level of their job performance. Additionally, polychronicity was significantly related to hotel employees’ job performance. Of all the analyzed predictors, task significance appeared to be the strongest driver of hotel employees’ work engagement. A direct relationship between polychronicity and hotel employees’ job performance was also confirmed by this study. Practical implications Hotel organizations are recommended to modify the standards of their recruitment and selection process and incorporate additional techniques to be more successful in hiring employees with an adequate personality profile (high in positive affectivity and polychronic tendency). The recruited suitable candidates should be guided effectively with appropriate human resource management practices, especially those that increase hotel employees’ experience of work meaningfulness. Therefore, they should be constantly assured, through a variety of management actions, about the influence and importance of their roles and the contribution to the service and organizational success. Originality/value This study contributes to a better understanding of the relationships between personality and job characteristics among frontline hotel employees, extending the study results to the context of East-Central Europe, where, to the best of the author’s knowledge, studies on simultaneous effects of individual and job-related factors on hotel employees’ work engagement and its behavioral consequences are still limited.

Effects of job resources factors on nurses job performance (mediating role of work engagement)

2018 ◽  
Vol 31 (8) ◽  
pp. 1000-1013 ◽  
Author(s):  
Muhammad Awais Bhatti ◽  
Norazuwa Mat ◽  
Ariff Syah Juhari
Keyword(s):  
Decision Making ◽  
Job Performance ◽  
Work Engagement ◽  
Factor Model ◽  
Job Characteristics ◽  
Job Security ◽  
Job Resources ◽  
Content Type ◽  
Worker Support ◽  
Participation In Decision Making

Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Practical implications The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance. Originality/value Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.

scholarly journals Integrated approach for risk management in servitization decision-making process

2020 ◽  
Vol 26 (7) ◽  
pp. 1949-1977 ◽  
Author(s):  
Sarra Dahmani ◽  
Xavier Boucher ◽  
Didier Gourc ◽  
Sophie Peillon ◽  
François Marmier
Keyword(s):  
Decision Making ◽  
Decision Process ◽  
Positive Impact ◽  
Practical Implication ◽  
Risk Identification ◽  
Decision Makers ◽  
Decision Making Process ◽  
Research Approach ◽  
Content Type ◽  
Action Research Approach

PurposeThe paper proposes an innovative systemic method helping decision-makers to control servitization transition process, through decision process risk diagnosis.Design/methodology/approachThe proposed method is based on the modeling of decision processes and risk identification and analysis. This method was based on an action-research approach, in close relationship with two companies (SMEs). The paper develops the feasibility experiment at Automelec company.FindingsThe method was successfully implemented and delivered concrete diagnosis results.Research limitations/implicationsThe generalization of the applicability of the method needs to be tested on several different cases.Practical implicationsThe first practical implication is related to the efficiency of the method to help decision-makers in a servitization context to limit uncertainty and get a global view of the weaknesses of their decision-making process, it raises their awareness about servitization transition for their companies. Furthermore, the method also helps to explain the strategy of a servitization transition. It enhances the level of maturity of the decision process of the company, and can be used as a training/learning tool for managers.Social implicationsThe results brought by the research contribute to give the decision-making boards for organization living a servitization transition and especially SMEs a better control over the servitization decision process and related risks, which will increase the economic stability of the company and its vision over long, medium and short horizons. This will bring positive impact on the overall economic and social environment and networks of the servitized SME, and enhance the confidence of coworkers, subcontractors and clients.Originality/valueThe first originality of the paper is related to the new way of considering risk, not only as an analysis criterion but as the central driver in steering a strategic transition for the company, such as servitization. The second originality of the study is about assessing risk occurrence over a decision-making process through decision reliability and decision confidence.

scholarly journals Job characteristics, employee well-being, and job performance of public sector employees in Malaysia

2019 ◽  
Vol 32 (1) ◽  
pp. 102-119
Author(s):  
Johanim Johari ◽  
Faridahwati Mohd Shamsudin ◽  
Tan Fee Yean ◽  
Khulida Kirana Yahya ◽  
Zurina Adnan
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Well Being ◽  
Job Characteristics ◽  
Northern Region ◽  
Peninsular Malaysia ◽  
Content Type ◽  
Public Sector Employees ◽  
The Government ◽  
Government Reforms

Purpose The purpose of this paper is to examine the structural relationships between the job itself (i.e. job characteristics), employee well-being and job performance in light of the new administrative reform called the Government Transformation Program in Malaysia that stresses on measurable performance outputs. Design/methodology/approach A total of 208 public sector employees from various public agencies and departments in the northern region of Peninsular Malaysia were surveyed. Some of the agencies that took part in the study include state departments, the fishery department, agriculture-related agencies and the rural development agency. Findings The authors observed that feedback positively influenced employee well-being, which served as a significant mediator in the relationship between feedback and job performance. The results indicated that 26.4 percent of the variance that explained employee well-being was accounted for by the different characteristics of a job. The authors also demonstrated that employee well-being accounted for 41.8 percent of job performance. Research limitations/implications The authors recommended that public sector managers consider the element of feedback and enhance employee well-being to improve job performance. Originality/value This study offers an insight into the effect of perceived changes in the job itself on employee well-being and subsequent job performance in light of government reforms.

The influence of change-oriented leadership on work performance and job satisfaction in hospitals – the mediating roles of learning demands and job involvement

2019 ◽  
Vol 32 (1) ◽  
pp. 37-53 ◽  
Author(s):  
Aslaug Mikkelsen ◽  
Espen Olsen
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Performance ◽  
Longitudinal Design ◽  
Practical Implication ◽  
Job Involvement ◽  
Negative Influence ◽  
Public Hospitals ◽  
Cross Sectional ◽  
Content Type

Purpose The purpose of this paper is to examine the mechanisms through which change-oriented leadership in hospitals influences job performance and employee job satisfaction. The authors examine the direct and the mediating effects of perceived learning demands and job involvement. Design/methodology/approach This cross-sectional study is based on a survey of four public hospitals in a regional health authority in Norway. Findings The findings illustrate how change-oriented leadership directly and indirectly influences work performance and job satisfaction. Learning demands and job involvement play mediating roles. Higher levels of change-oriented leadership decrease learning demands and increase job involvement, work performance and job satisfaction. Learning demands have a negative influence on work performance and job satisfaction. Job involvement has a positive influence on work performance and job satisfaction. The strongest relationship in the structural modelling is between change-oriented leadership and job involvement. Research limitations/implications This study is based on cross-sectional data. Future studies should therefore explore this further using a longitudinal design. Practical implications The practical implication of the study is to show how leaders by change-oriented behaviour can influence work performance and job satisfaction by reducing learning demands and increasing job involvement. Social implications This study illustrates different paths towards influencing job performance and job satisfaction from change-oriented leadership. It is important to use the potential of reducing learning demands and increasing job involvement, to improve job performance and job satisfaction. Originality/value The authors have developed and validated a new theoretical mediational model explaining variance in job performance and job satisfaction, and how this is related to change-oriented leadership, job involvement and learning demands. This knowledge can be used to increase the probability of successful change initiatives.

Effects of career‐related continuous learning: a case study

2008 ◽  
Vol 15 (1) ◽  
pp. 45-57 ◽  
Author(s):  
Jens Rowold ◽  
Sabine Hochholdinger ◽  
Jan Schilling
Keyword(s):  
Job Performance ◽  
Call Center ◽  
Positive Impact ◽  
Learning Climate ◽  
First Year ◽  
Continuous Learning ◽  
Content Type ◽  
Organizational Contexts ◽  
Proposed Model ◽  
The Impact

PurposeAlthough proposed from theory, the assumption that career‐related continuous learning (CRCL) has a positive impact on subsequent job performance has not been tested empirically. The present study aims to close this gap in the literature. A model is derived from theory that predicts a positive impact of CRCL, learning climate, and initial job performance on consequent job performance. In addition, CRCL is hypothesized to mediate the impact of learning climate on final job performance.Design/methodology/approachImplementing a longitudinal approach, this model was tested empirically in a call center context. Within the first year of their respective career, multiple source data were gathered from employees about their formal CRCL activities, their initial performance, as well as their perception about learning climate.FindingsResults indicated that CRCL predicted final job performance and mediated the impact of learning climate on final job performance. A total of 28 percent of final job performance was explained by the proposed model, highlighting the importance of CRCL for organizational contexts.Practical implicationsThe results of this study support the notion that CRCL programs are highly useful for both employees and organizations.Originality/valueFor the first time, the impact of CRCL on job performance is demonstrated empirically.

The value relevance of intellectual capital disclosure: empirical evidence from Kuwait

2017 ◽  
Vol 25 (1) ◽  
pp. 22-38 ◽  
Author(s):  
Mishari M. Alfraih
Keyword(s):  
Empirical Evidence ◽  
Financial Reporting ◽  
Intellectual Capital ◽  
Value Relevance ◽  
Practical Implication ◽  
Listed Companies ◽  
Annual Reports ◽  
Equity Valuation ◽  
Content Type ◽  
Market Participants

Purpose Drawing on market efficiency theory and studies on intellectual capital (IC) disclosure, this study aims to examine if IC information provided in the corporate annual reports of Kuwait Stock Exchange (KSE) listed companies in 2013 is value-relevant. Design/methodology/approach The analysis is divided into two parts. First, the level of intellectual capital disclosure (ICD) of KSE-listed companies is examined using the content analysis method. Second, the value relevance of financial reporting is examined empirically using Ohlson’s (1995) valuation model. Findings The results reveal that ICD is positively and significantly associated with market value, suggesting that greater ICD is valued by KSE market participants, who incorporate it into their valuation models. Practical implications Given the importance of ICD in enhancing equity valuation, a practical implication of this study is to make managers aware of its positive and significant effect on equity valuation, which may encourage companies to increase their level of disclosure. Originality/value This is the first study of the association between the level of ICD and the value relevance of financial reporting for market participants in Kuwait. It therefore extends and confirms the prior literature by broadening its scope to include frontier markets. Furthermore, it provides empirical evidence in support of recent calls from regulators and professional bodies for information that supplements and complements traditional financial reporting.

Empowerment leadership as a predictor of expatriates job performance and creative work involvement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hanan AlMazrouei
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Creative Work ◽  
Empowering Leadership ◽  
Content Type ◽  
Multinational Organizations ◽  
Body Of Knowledge ◽  
Work Involvement ◽  
Survey Responses ◽  
The Relationship

Purpose The purpose of this study is to investigate the relationship between empowering leadership and organizational commitment and its effect on job performance and creative work involvement within the expatriate society of the UAE. Design/methodology/approach The paper suggests a theoretical model derived from survey responses gathered from expatriates used in multinational organizations located in Dubai city in the UAE. Findings The results show that organizational commitment partially mediates the relationship between empowering leadership and job performance. Furthermore, the results show that organizational commitment partially mediates the relationship between empowering leadership and creative work involvement. Originality/value This research adds to the existing body of knowledge on international business by investigating the effects that organizational commitment and empowering leadership have on creative work involvement and job performance of expatriates.

Uncovering curvilinearity in the organizational tenure-job performance relationship

2017 ◽  
Vol 46 (8) ◽  
pp. 1552-1570 ◽  
Author(s):  
Nishant Uppal
Keyword(s):  
Job Performance ◽  
Job Characteristics ◽  
Curvilinear Relationship ◽  
Business Organizations ◽  
Continuance Commitment ◽  
Content Type ◽  
Moderation Effects ◽  
Performance Improvements ◽  
Organizational Tenure ◽  
The Relationship

Purpose The purpose of this paper is to posit a curvilinear relationship between organizational tenure and various facets of job performance. So far, theoretical explanations of such curvilinearity have been inconclusive and ambiguous. The current study draws from literature on organizational commitment to present an additional psychoeconomic explanation for curvilinearity. Further, it brings together job design, job stage, and conservation resource models to investigate moderation effects of motivational job characteristics on the organizational tenure-job performance relationship. Design/methodology/approach It is a longitudinal field study at two time periods using a sample of employees (n=679) in 19 job profiles from 13 different public sector organizations. Findings The current study found a mediated curvilinear relationship between organizational tenure and job performance from continuance commitment. The data show moderation effects of motivational job characteristics on the mediated curvilinear organizational tenure-job performance relationship. Originality/value Prior research based on industrial and business organizations provides substantial evidence to expect a curvilinear relationship between organizational tenure and job performance. That is, after an employee has spent a considerable amount of time in an organization and learned virtually all aspects of the job, further organizational tenure may cease to produce additional job performance improvements. However, scholars predicting curvilinear relationship have focused predominately on empirical verification with inconclusive and ambiguous theoretical explications. Therefore, the aim of the present study is twofold. First, it attempts to describe the ambiguous relationship between organizational tenure and job performance by examining the mechanism behind curvilinearity. Second, it examines motivational job characteristics as possible moderators that may affect the relationship.

The link between transformational leadership and work-related performance: moderated-mediating roles of meaningfulness and job characteristics

2020 ◽  
Vol 41 (4) ◽  
pp. 519-533 ◽  
Author(s):  
Seung-Hyun Han ◽  
Eunjung Grace Oh ◽  
Sung “Pil” Kang
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Process Analysis ◽  
Job Characteristics ◽  
Psychological State ◽  
Task Orientation ◽  
Content Type ◽  
Mediating Role ◽  
Job Meaningfulness

PurposeBased on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.Design/methodology/approachBased on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.FindingsUnderstanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.Originality/valueThis study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.

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