Moderation Effects of Job Characteristics on the Relationship Between Neuroticism and Job Performance

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.

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

Construction Economics and Building ◽

10.5130/ajceb.v11i2.1817 ◽

2011 ◽

Vol 11 (2) ◽

pp. 71-83

Author(s):

Henry Ndubuisi Onukwube ◽

Reuben Iyagba

Keyword(s):

Job Performance ◽

Human Resources Management ◽

Linear Regression Analysis ◽

Rank Correlation ◽

Sampling Technique ◽

Job Characteristics ◽

Item Score ◽

Construction Companies ◽

Performance Rate ◽

The Relationship

AbstractJob 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.

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Model of burnout, depression, and work performance among nurses in China: a questionnaire survey.

10.21203/rs.2.24856/v2 ◽

2020 ◽

Author(s):

Li Li ◽

Yongcheng Yao ◽

Xiaoping Lou ◽

Nan Qin ◽

Wu Yao

Keyword(s):

Job Performance ◽

Work Performance ◽

Educational Status ◽

Job Characteristics ◽

Personality Types ◽

Job Burnout ◽

Direct Effects ◽

Job Title ◽

Relationship Of ◽

The Relationship

Abstract Background: To investigate the relationship of job burnout, depression, with job performance among nurses and to construct a job performance model.Methods: Questionnaires were administered to 792 nurses working in 5 hospitals in Zhengzhou, Henan province, China from July to August in 2015.Results: Of the 792 nurses, statistically significant differences were found in the age, educational status, years working, department, job title, and personality types with respect to burnout, depression, and job performance ( P <0.05). The job burnout scores were positively correlated with the depression scores and negatively correlated with the job performance ( P <0.001). Nurses in the 25-29 years age group had the highest burnout scores ( P <0.01). The burnout scores were higher among those who worked 6-15 years than those who worked more than 15 years ( P <0.01). The job performance scores were higher in the ≥16-year than <6-year working group ( P <0.05). The burnout scores were lower among intermediate-level than junior-level nurses ( P <0.05), but the job performance scores were higher than those of junior-level nurses ( P <0.01). Path analysis results showed that among the examined job characteristics, the direct effects of age, years working, and job title were greatest.Conclusion: This study suggests that the main risk factors among job characteristics were age, years working, and job title. Burnout may lead to depression and a decline in job performance.

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Model of burnout, depression, and work performance among nurses in China: a questionnaire survey.

10.21203/rs.2.24856/v1 ◽

2020 ◽

Author(s):

Li Li ◽

Yongcheng Yao ◽

Xiaoping Lou ◽

Nan Qin ◽

Wu Yao

Keyword(s):

Job Performance ◽

Work Performance ◽

Educational Status ◽

Job Characteristics ◽

Personality Types ◽

Performance Model ◽

Job Burnout ◽

Job Title ◽

Relationship Of ◽

The Relationship

Abstract Background: To investigate the relationship of job burnout, depression, with job performance among nurses and to construct a job performance model. Methods: Questionnaires were administered to 792 nurses working in 5 hospitals in Zhengzhou, Henan province, China from July to August in 2015. Results: Of the 792 nurses, statistically significant differences were found in the age, educational status, years working, department, job title, and personality types with respect to burnout, depression, and job performance ( P <0.05). The job burnout scores were positively correlated with the depression scores and negatively correlated with the job performance ( P <0.001). Nurses in the 25-29 years age group had the highest burnout scores ( P <0.01). The burnout scores were higher among those who worked 6-15 years than those who worked more than 15 years ( P <0.01). The job performance scores were higher in the ≥16-year than <6-year working group ( P <0.05). The burnout scores were lower among intermediate-level than junior-level nurses ( P <0.05), but the job performance scores were higher than those of junior-level nurses ( P <0.01). Path analysis results showed that among the examined job characteristics, the direct effects of age, years working, and job title were greatest. Conclusion: This study suggests that the main risk factors among job characteristics were age, years working, and job title. Increased burnout leads to increased depression, which in turn leads to a decline in job performance.

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