scholarly journals Switch Off Totally or Switch Off Strategically? The Consequences of Thinking About Work on Job Performance

2020 ◽  
pp. 003329412096808
Author(s):  
Jing Zhang ◽  
Weihe Li ◽  
Hongyu Ma ◽  
Andrew P. Smith
Keyword(s):  
Problem Solving ◽  
Job Performance ◽  
Mainland China ◽  
Self Control ◽  
Work Related ◽  
Loss Of Self ◽  
Counterproductive Behavior ◽  
Internal Mechanism ◽  
Control Resource ◽  
The Impact

As a universal workplace phenomenon, the impact of work-related rumination on job performance is attracting scholars’ attention. In the current study, the relationship between two types of work-related rumination, counterproductive behavior, and creativity at work were examined, as well as the mechanism of this association. Participants were 1109 employees from a variety of jobs in mainland China. The results showed that affective rumination was negatively associated with employees’ work creativity and positively associated with counterproductive behavior. On the contrary, problem-solving pondering was positively related to creativity and negatively related to counterproductive behavior. The loss of self-control resource partially mediated the link between affective rumination and counterproductive behavior. Problem-solving pondering had no significant impact on self-control resource. Results suggest the significant effects of problem-solving pondering may be positive in the workplace and clarify the self-control resource is the internal mechanism linking rumination and job performance.

Conceptual model for measuring Saudi banking managers’ job performance based on their emotional intelligence (EI)

2017 ◽  
Vol 25 (1) ◽  
pp. 123-145 ◽  
Author(s):  
Adel Alferaih
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Banking Sector ◽  
Self Control ◽  
Self Awareness ◽  
Self Monitoring ◽  
Content Type ◽  
Self Confidence ◽  
Prior Literature ◽  
The Impact

Purpose The purpose of this paper is to develop and present a research model on various emotional intelligence (EI) constructs which have been found to influence job performance in the prior literature. Design/methodology/approach In addition to leadership and EI, the constructs are clustered under different categories: self-awareness includes self-confidence, emotional self-awareness and accurate self-assessment; self-management includes self-control, adaptability, conscientiousness, trustworthiness and optimism; social awareness includes empathy, organizational awareness and service orientation; and social skills groups’ communication, change catalyst, developing others and self-monitoring. Findings The paper proposes 17 hypotheses concerning significant relationships between these constructs and job performance. Originality/value The paper proposes a new approach toward studying the impact of various constructs of EI on job performance in Saudi banking sector.

Women who kill abusive partners: reviewing the impact of section 55(3) ‘fear of serious violence’ manslaughter – some empirical findings

2021 ◽  
Vol 72 (2) ◽  
Author(s):  
Susan S M Edwards
Keyword(s):  
Legal Reform ◽  
Intimate Partner Abuse ◽  
Case Law ◽  
Legal Framework ◽  
Intimate Partner ◽  
Self Control ◽  
Abused Women ◽  
Loss Of Self ◽  
And Control ◽  
The Impact

In October 2010, section 55(3) of the Coroners and Justice Act 2009 came into force, and ‘fear of serious violence’ was expressly included in the statute as a qualifying trigger for ‘loss of self-control’ voluntary manslaughter, a partial defence to murder. This development (albeit that it is a gender-neutral provision) was anticipated to be an important step in recognising the situation of a woman who, in fearing a partner’s violence, control and abuse, kills to preserve her own life. The provision is only operative where ‘fear of serious violence’ and ‘loss of self-control’ can be established, which, given its limitations, prohibits many women in fear of a partner’s violence and coercion from successfully using this defence. The author’s review of the legal reform and the case law, together with 40 homicide cases involving female defendants who killed intimate current or former partners (April 2011–March 2016) demonstrates that this defence, which promised to deliver justice for abused women, has been little used. Women’s vulnerability and fear and response to intimate partner abuse and control is still insufficiently understood and explored and is evident where juries return murder rather than manslaughter verdicts. Further reform is needed to the legal framework regarding this and other defences in order to achieve a just law by incorporating women’s experience of, and defensive response to, violence and control in its many forms.

scholarly journals Job demands, resources and work-related well-being in UK firefighters

2019 ◽  
Vol 69 (8-9) ◽  
pp. 604-609
Author(s):  
N Payne ◽  
G Kinman
Keyword(s):  
Problem Solving ◽  
Job Demands ◽  
Well Being ◽  
Working Environment ◽  
Role Clarity ◽  
Work Related ◽  
Recovery Strategies ◽  
Relationship Conflicts ◽  
The Impact ◽  
Job Demands And Resources

Abstract Background There is evidence that firefighters are at risk of work-related stress and mental health problems, but little is known about the organizational hazards they experience. Insight is needed into the work-related factors that are most likely to threaten or protect their work-related well-being. Aims To identify levels of job demands and resources (including demands relating to workload, work patterns and the working environment, relationship conflicts, control, support, role clarity and change management) among firefighters, and to use a job demands–resources framework to examine their impacts on work-related well-being. The role played by recovery strategies in predicting work-related well-being was also considered. Methods Job demands and resources were assessed by the Health & Safety Executive (HSE) Management Standards Indicator Tool. Validated scales measured recovery strategies (detachment, affective rumination and problem-solving pondering) and work-related well-being (anxiety–contentment and depression–enthusiasm). The impact of job demands, resources and recovery strategies was tested by multiple linear regression. Results The sample comprised 909 firefighters across seven Fire and Rescue Services in the UK (85% male). Levels of job demands and resources did not meet HSE benchmarks. The main risk factors for poor work-related well-being were relationship conflicts and affective rumination, but resources such as role clarity and job control and the use of problem-solving pondering and detachment were beneficial. Conclusions Interventions that aim to reduce relationship conflicts at work and promote problem-solving rather than affective rumination, and detachment from work when off-duty, are likely to improve work-related well-being. Attention to enhancing job resources may also be beneficial.

scholarly journals The influence of job insecurity on job performance and absenteeism: The moderating effect of work attitudes

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Antonio Chirumbolo ◽  
Alessandra Areni
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Insecurity ◽  
Work Attitudes ◽  
Organisational Commitment ◽  
Work Related ◽  
Psychosocial Consequences ◽  
Organisational Behaviour ◽  
The Impact ◽  
Structured Questionnaire

Job insecurity was found to have relevant psychosocial consequences for both individuals and organisations. Recently, research is increasingly focusing on those variables that can moderate its negative influences. In this study, the impact of job insecurity on two indicators of organisational behaviour (i.e. job performance and absenteeism) was investigated. It was expected that job insecurity was negatively related to job performance and positively to absenteeism, and that this relationship was moderated by work related attitudes, such as job satisfaction and organisational commitment. Four-hundred and twenty five workers were interviewed with a structured questionnaire. Overall, the hypotheses were supported by the data: job insecurity was in fact negatively correlated with job performance and positively with absenteeism. However, work related attitudes moderated only the effect of job insecurity on job performance but not on absenteeism. Opsomming Daar is gevind dat werksonsekerheid relevante psigososiale gevolge vir beide individue en organisasies inhou. Onlangse navorsing fokus al hoe meer op daardie veranderlikes wat die negetiewe effekte hiervan kan modereer. In hierdie studie is die impak van werksonsekerheid op twee indikatore van organisasiegedrag (werksprestasie en afwesigheid) ondersoek. Dit was verwag dat werkonsekerheid ’n negetiewe verhouding tot werksprestasie en ’n positiewe verhouding tot afwesigheid sou gehad het en dat hierdie verhouding gemodereer sou word deur werksverwante gesindhede, soos werkstevredenheid en organisasiegebondenheid. 425 werknemers is met ’n gestruktureerde vraelys ondervra. Die hipotese is oor die algemeen deur die data ondersteun: werksonsekerheid het inderdaad ’n negetiewe korrelasie tot werksprestasie en ’n positiewe korrelasie tot afwesigheid gehad. Werksverwante gesindhede het egter slegs die effek van werksonsekerheid op werksprestasie gemodereer, maar nie op afwesigheid nie.

scholarly journals The Impact of Coaching Leadership of Hair Salon Managers on Problem-Solving Ability and Job Performance

2018 ◽  
Vol 16 (3) ◽  
pp. 393-404
Author(s):  
Yi-Ju Yeo ◽  
Eun-Jun Park
Keyword(s):  
Problem Solving ◽  
Job Performance ◽  
Hair Salon ◽  
Coaching Leadership ◽  
The Impact

scholarly journals Participation in Activities and Autonomy with an Impact toward Task Performance and Contextual Performance among Engineers

2019 ◽  
Vol 14 (12) ◽  
pp. 79
Author(s):  
Nasina Mat Desa ◽  
Muhammad Hasmi Abu Hassan Asaari ◽  
Azley Abd Razak
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Contextual Performance ◽  
Human Resource Managers ◽  
Manufacturing Companies ◽  
Work Related ◽  
Resource Managers ◽  
The Impact ◽  
The Relationship ◽  
Moderate Relationship

This study explores the relationship and the impact of the participation in related activities and autonomy of job performance toward task performance and contextual performance of job performance. The study was conducted on the electrical and electronics (E&E) engineers in the Bayan Lepas Free Trade Zone, Penang. Self-administered questionnaires were distributed through the E&E manufacturing companies’ human resource managers. A total of 1,100 questionnaires were distributed that adapted and adopted the research tools of Govino on participation in related activities, Conway and Monks on autonomy, Williams and Anderson on task performance, and Hochwarter et al. on contextual performance. A total of 181 were returned but 150 questionnaires were useable for this study. A factor analysis was conducted on all variables of the study. Interestingly, participation in work-related variables had been divided into participation in HR-related activities and participation in work-related activities. Results indicated that participation in HR-related activities had no association with task performance but had a low relationship with the contextual performance. Furthermore, the participation in work-related activities had no relationship with both, the task performance and the contextual performance. Finally, the engineers indicated that their autonomy had a low relationship with the task performance and moderate relationship with the contextual performance.

A Customized Transportation Intervention for Persons with Visual Impairments

2017 ◽  
Vol 111 (4) ◽  
pp. 341-353 ◽  
Author(s):  
Adele Crudden ◽  
Karla Antonelli ◽  
Jamie O'Mally
Keyword(s):  
Problem Solving ◽  
Social Problem ◽  
Visual Impairments ◽  
Intervention Group ◽  
Social Problem Solving ◽  
Sample Mean ◽  
Persons With Disabilities ◽  
Problem Solving Skills ◽  
Work Related ◽  
The Impact

Introduction Transportation can be an employment barrier for persons with disabilities, particularly those with visual impairments. A customized transportation intervention for people with visual impairments, based on concepts associated with customized employment, was devised, implemented, and evaluated. Methods A pretest and posttest intervention and comparison group design evaluated changes in participants’ social problem-solving skills, transportation self-efficacy, and transportation knowledge. Participants worked with a transportation coordinator to plan and secure work-related transportation. Surveys assessed participant satisfaction with the intervention. Results The intervention group had significantly higher scores for social problem-solving skills at posttest after considering pretest scores. The intervention group responded favorably to measures of satisfaction with the intervention. Discussion The customized transportation intervention had a positive effect on social problem-solving skills and the participants were satisfied with the intervention, although the impact of the intervention on employment outcomes remains unclear. Attrition in the study and lack of a random sample mean the results must be interpreted with caution. Implications for practitioners Engaging individuals with visual impairments in discussions about transportation to work may educate them about new options or assist them in thinking of unexplored options. Persons who appear to have good problem-solving skills and confidence in their abilities may still benefit from these discussions.

scholarly journals Impact of digital transformation on the individual job performance of insurance companies in Peru

2020 ◽  
pp. 337-346
Author(s):  
Carla Victoria Guzmán-Ortiz ◽  
Nohelia Gabriela Navarro-Acosta ◽  
Wilmer Florez-Garcia ◽  
Wagner Vicente-Ramos
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Customer Service ◽  
Contextual Performance ◽  
Digital Transformation ◽  
Insurance Companies ◽  
Service Experience ◽  
Counterproductive Behavior ◽  
The Individual ◽  
The Impact

The objective of this study was to analyze and determine the impact of digital transformation on the individual job performance of insurance companies in Peru. The deductive inferential scientific method of explanatory level was used, with a non-experimental design, to four insurance companies that operate in the regions of Arequipa, Cusco, Iquitos, Lima, Tacna and Trujillo. The results generated by structural equations show that customer service experience (CSE), based on digital transformation, had a positive impact on task performance (p ≤ 0.05) and contextual performance (p ≤ 0.05); in contrast, the customer service experience (CSE), based on digital transformation, was found to have no impact on counterproductive behavior (p≥ 0.05). In relation to the collaborator's capabilities (CC) based on digital transformation, the results reveal that it had a significant influence on task performance (p ≤0.05) and contextual performance (p ≤ 0.05), while it did not have any impact on counterproductive behavior (p ≥ 0.05). Likewise, processes based on digital transformation (P) significantly influence task performance (p ≤ 0.05) and contextual performance (p ≤ 0.05), unlike counter-productive behavior that did not present a causal link with the processes (p> 0.05). Finally, the business model based on digital transformation (BM) had no implications for task performance (p> 0.05), contextual performance (p> 0.05) and counterproductive behaviors (p> 0.05). The conclusion of the study indicates that the customer service experience, the collaborator's capabilities and processes based on digital transformation contribute to the performance and contextual performance of the workers of the insurance companies in Peru.

scholarly journals Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

2020 ◽  
pp. 139-153
Author(s):  
Maan Alkhateeb ◽  
Rania Abdalla
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Media Use ◽  
Social Media Use ◽  
Work Related ◽  
The Impact

Social media has changed the modes of all aspects of business operations, particularly human resource management practices. Firms are increasingly using social media tools to facilitate information sharing among their employees in an attempt to improve the innovation process and firm performance. It is expected that using new information technologies such as social media will enable the firm to act proficiently on business opportunities and reconfigure human resources by utilizing networks to routinize the business's knowledge and innovation competencies. This study aims to examine how different purposes of social media use to influence employees' level of job performance directly or indirectly through job satisfaction as a mediator. Two purposes are identified: work-related purposes and personal purposes. A closed questions survey tool was used to gather the data from the employees of three leading organizations in the Tulkarm district. Two hundred eighty-two valid questionnaires were analyzed using SPSS and IBM SPSS Amos 24. The findings revealed that the impact of using social media for work purposes on job performance is fully mediated by job satisfaction, while social media use for personal purposes does not influence job performance directly nor indirectly. The current study enriches the available literature by examining social media use from two perspectives: work-related and personal purposes, thus added value to the available literature, particularly in the Palestinian context. Practically, managers could benefit from the work by adopting relevant strategies to guide this use in a way that motivate the employees towards achieving the goals of the organizations. Such as offering reliable internet services which may help in encouraging the employees or even attracting the ones who are not engaged yet in social media to start using it for work purposes, as for personal purposes, specific policies can be adopted to monitor this use within controls. The article recommends organizations to utilize and direct social media use for work purposes towards achieving the goals of the organizations. Keywords: communication, job satisfaction, performance, personal purposes, social media.

Strategies for Success: The Impact of Self-Control Strategies on Behavior

2014 ◽  
Author(s):  
Christine Ringler ◽  
Andrea Morales ◽  
Steven Nowlis
Keyword(s):  
Control Strategies ◽  
Self Control ◽  
Strategies For Success ◽  
The Impact
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