scholarly journals Predictors Of Effective Job Performance: An Empirical Examination Through Employee Related Factors

2022 ◽  
Vol XIII (1) ◽  
pp. 27
Author(s):  
Ghulam Dastgeer
Keyword(s):  
Job Performance ◽  
Related Factors ◽  
Empirical Examination

Association of Type a Behavior and Job Performance in a Sample of Kuwaiti Workers

1999 ◽  
Vol 85 (1) ◽  
pp. 189-196
Author(s):  
Othman Alkhadher
Keyword(s):  
Job Performance ◽  
Type A ◽  
Type A Behavior ◽  
Related Factors ◽  
The Relationship ◽  
Accuracy Speed ◽  
General Appearance

This study investigated the relationship between Type A behavior and job performance using three measures of Type A behavior (Milwaukee Scale, A-B Scale, and Type A Measure) and 14 job performance subscales obtained from each participant's record. A total of 103 Kuwaiti employees, 66 men and 37 women, participated voluntarily. Some job performance scales as well as the over-all performance scores were not significantly related to any of the measures of Type A behavior used. These scales were Initiative, Dealing with Others, General Appearance, Accuracy, Speed, Adherence to Rules, Relationship with Colleagues, Adherence to Attendance Time, and Over-all Performance. Following Supervisors' Orders is the only scale for which scores correlated .25, and .26, respectively ( p = .05) with two of the Type A measures. Inconsistency with previous findings may be attributed to treating Type A behavior as a global construct rather than separating out its components and to job-related factors that might moderate the possible relationship as well as the variations in the tests' reliabilities and lengths.

scholarly journals Drinking to cope during the COVID-19 pandemic: The role of external and internal stress-related factors in coping motive pathways to alcohol use, solitary drinking, and alcohol problems

2020 ◽  
Author(s):  
Jeffrey Wardell ◽  
Tyler Kempe ◽  
Karli K. Rapinda ◽  
Alanna N. Single ◽  
Elena Bilevicius ◽  
...  
Keyword(s):  
Alcohol Use ◽  
Social Connectedness ◽  
Alcohol Problems ◽  
Path Model ◽  
Living Alone ◽  
Income Loss ◽  
Related Factors ◽  
Empirical Examination ◽  
Drinking To Cope ◽  
Coping Motives

The COVID-19 pandemic has resulted in massive disruptions to society, to the economy, and to daily life. Some people may turn to alcohol to cope with stress during the pandemic, which may put them at risk for heavy drinking and alcohol-related harms. Research is needed to identify the factors that are relevant for coping-motivated drinking during these extraordinary circumstances to inform interventions. This study provides an empirical examination of coping motive pathways to alcohol problems during the early stages of the COVID-19 pandemic. Participants (N = 320; 54.6% male; mean age 32 years old) were Canadian adult drinkers who completed an online survey assessing work- and home-related factors, psychological factors, and alcohol-related outcomes over the past 30 days, covering a time period soon after the initiation of the COVID-19 emergency response. The results of a theory-informed path model showed that living with children under 18, greater depression, and lower social connectedness each predicted unique variance in past 30-day coping motives, which in turn predicted increased past 30-day alcohol use (controlling for pre-COVID-19 alcohol use reported retrospectively). Income loss was associated with increased alcohol use and living alone was associated with increased solitary drinking (controlling for pre-COVID-19 levels), but these associations were not mediated by coping motives. Increased alcohol use, increased solitary drinking, and coping motives for drinking were all independently associated with past 30-day alcohol problems, and indirect paths to alcohol problems from living with children, depression, social connectedness, income loss, and living alone were all supported. Findings provide insight into coping-motivated drinking early in the COVID-19 pandemic and highlight the need for longitudinal research to establish longer-term outcomes of drinking to cope.

scholarly journals The longitudinal study for the work-related factors to job performance among nurses in emergency department

Medicine ◽  
2019 ◽  
Vol 98 (12) ◽  
pp. e14950 ◽  
Author(s):  
Fu-Li Chen ◽  
Kuan-Chen Chen ◽  
Shy-Yang Chiou ◽  
Peter Y. Chen ◽  
Man-Li Du ◽  
...  
Keyword(s):  
Emergency Department ◽  
Longitudinal Study ◽  
Job Performance ◽  
Related Factors ◽  
Work Related

scholarly journals Identifying work-related factors influencing job satisfaction using job descriptive index questionnaire: a study of IT companies in Hanoi

2021 ◽  
Author(s):  
Hieu Duong Van ◽  
Nhung Duong Thi Hoai ◽  
Linh Tran My
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
It Professionals ◽  
Related Factors ◽  
Job Descriptive Index ◽  
Work Related ◽  
Business Executives ◽  
General Index ◽  
The Relationship ◽  
Overall Job Satisfaction

IT professionals’ job satisfaction is important in minimizing turnover, improving job performance, minimizing absenteeism, and increasing the level of job involvement. The primary purpose of this study is to measure the job satisfaction of IT professionals and to identify which factors influence job satisfaction the most in Hanoi’s IT companies. The study also investigates the relationship between job satisfaction factors and the overall job satisfaction by using the Job Descriptive Index (JDI) and Job General Index (JGI) questionnaire to evaluate the construct validity of factors. Data were gathered from a survey of 326 IT professionals in systems development to capture perceptions regarding workrelated factors on job satisfaction and organizational commitment. The results of this study indicate that compensation and benefits, co-worker, promotion opportunities, nature of work, and supervision are positively related to job satisfaction. Based on these findings, the study provides implications to business executives in the IT businesses.

Factors affecting employee performance: an empirical approach

2019 ◽  
Vol 68 (1) ◽  
pp. 171-193 ◽  
Author(s):  
Anastasios D. Diamantidis ◽  
Prodromos Chatzoglou
Keyword(s):  
Job Performance ◽  
Intrinsic Motivation ◽  
Organizational Climate ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Management Support ◽  
Related Factors ◽  
Content Type ◽  
Level Analysis

Purpose Nowadays, the phenomenon of increased competition between firms and their need to respond effectively to rapidly changing operational conditions, as well as to personnel requirements, has escalated the necessity to identify those factors that affect employee performance (EP). The purpose of this paper is to examine the interrelations between firm/environment-related factors (training culture, management support, environmental dynamism and organizational climate), job-related factors (job environment, job autonomy, job communication) and employee-related factors (intrinsic motivation, skill flexibility, skill level, proactivity, adaptability, commitment) and their impact on EP. Design/methodology/approach A new research model that examines the relationships between these factors and EP is proposed utilizing the structural equation modeling approach. Findings The results indicate that job environment and management support have the strongest impacts (direct and indirect) on job performance, while adaptability and intrinsic motivation directly affect job performance. Research limitations/implications A potential limitation of this research is that it is not focused only on one business sector (i.e. the sample is heterogeneous). Originality/value In this study, firm/environmental-related factors, job-related factors, employee-related factors and EP are incorporated in a single model using data from small- and medium-sized enterprises. Overall, the final model can explain 27 percent of EP variance (first-level analysis) and 42 percent of EP variance (second-level analysis).

PsyCap and Performance: Wellbeing at Work as a Mediator

2020 ◽  
Vol 16 (2) ◽  
pp. 93-102
Author(s):  
Mohammad Imran ◽  
Mohammad Ghazi Shahnawaz
Keyword(s):  
Job Performance ◽  
Psychological Capital ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Context ◽  
Related Factors ◽  
Work Related ◽  
Wellbeing Index ◽  
Confirmatory Factor ◽  
And Performance

This article investigated whether wellbeing at work mediates the relationship between psychological capital (PsyCap) and performance. It also assessed the validity of the widely used measure for PsyCap—the psychological capital questionnaire (PCQ)-24, in the Indian work context. A sample of 225 employees from different private sector industries filled up the questionnaires, measuring PCQ-24, wellbeing (index of psychological well-being at work) and performance (Greene–Shortridge scale of job performance). The scales were validated using confirmatory factor analysis, and the mediation model was tested using Hayes PROCESS macro. The results showed that PCQ-24 mediates the association between PsyCap and performance. PsyCap influenced job performance by way of augmenting wellbeing at work. The PCQ-24 was also found to be a valid measure in the Indian work context with a few modifications. The results were discussed using cognitive positive appraisal of work-related factors, conservation of resources theory (COR) and broaden and build theory.

scholarly journals Does Organizational Vision Really Matter? An Empirical Examination of Factors Related to Organizational Vision Integration Among Hospital Employees

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Barbara Rebecca Mutonyi ◽  
Gudbrand Lien
Keyword(s):  
Structural Equation ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Creative Performance ◽  
Organizational Attractiveness ◽  
Organizational Vision ◽  
Related Factors ◽  
Empirical Examination ◽  
Employee Perspective ◽  
Hospital Employees

Abstract Background: There seems to be a consensus that a vision for an organization is a valuable thing for organizations to have. However, research on organizational vision has predominantly been studied from a leadership perspective. In contrast to previous research, organizational vision in this paper takes an employee perspective. Specifically, the purpose is to examine factors associated with the integration of organizational vision among employees in hospital organizations. Consequently, it focuses on a relatively neglected domain within health services research.Methods: A conceptual model, centred on the concept of organizational vision integration, was developed and tested on a sample (N = 1008) consisting of hospital employees. Partial least-squares structural equation modelling (PLS-SEM) was used to test the hypotheses, using SmartPLS 3 software. Furthermore, a bootstrapping test was used to inspect potential mediating effects. Specifically, the test assessed whether the proposed direct and indirect effects were statistically significant, and at the same time revealed the nature of the mediation effect.Results: The results from the empirical study reveal three key findings: i) organizational vision integration among employees is directly and positively related to creative performance in their respective work role (β = 0.16). Organizational vision integration and employees’ psychological capital explains almost 40% (R2 = 0.37) in employees’ creative performance, ii) psychological capital and employees’ perception of organizational attractiveness are directly and positively related to employees’ organizational vision integration (β = 0.19 and β = 0.41, respectively) and explains about 30% (R2 = 0.29) of employees’ organizational vision integration, iii) employees’ organizational vision integration mediates the relationship between employees’ psychological capital, perception of organizational attractiveness and employees’ creative performance.Conclusions: Taking an employee perspective, this study contributes to revealing whether and how organizational vision matters and its impact on hospital employees’ work performance. To achieve organizational vision integration among hospital employees successfully, this study shows that it is important for hospital leaders to be aware of the pattern of impact of both personal as well as environmental-related factors.

scholarly journals Systemic integrated method for assessing factors affecting construction timelines

2018 ◽  
Vol 193 ◽  
pp. 05033 ◽  
Author(s):  
Azary Lapidus ◽  
Ivan Abramov
Keyword(s):  
Job Performance ◽  
Performance Indicators ◽  
Construction Planning ◽  
Related Factors ◽  
Substantial Impact ◽  
Factors Affecting ◽  
Integrated Method ◽  
Labour Intensity ◽  
Unit Productivity ◽  
Time Specific

To streamline construction planning, one needs to assess and perform trial modeling of organizational and process-related factors impacting the final planned performance indicators. A proper calendar plan, one that would take due account of said factors, has a substantial impact on the efficiency and, sometimes, even the feasibility of a construction project as a whole. Therefore, the purpose of this paper’s research is to develop a method for determining optimum technical and economic parameters. A method should be considered legitimate which, given the labour intensity of the jobs assigned to a crew and the list of such jobs, makes it possible to determine the time said jobs will take to perform depending on the variation of the following factors: crew/unit numbers, job synchronization degree, job performance sequence, number of shifts and unit productivity. The authors have studied the algorithm and the method for the trial modeling of organizational and process-related factors when developing a calendar plan in order to identify qualitative time-specific and feasibility parameters. The paper reviews the example of how the optimum performance timelines for each crew can be determined.

scholarly journals Does organizational vision really matter? An empirical examination of factors related to organizational vision integration among hospital employees

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Terje Slåtten ◽  
Barbara Rebecca Mutonyi ◽  
Gudbrand Lien
Keyword(s):  
Structural Equation ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Creative Performance ◽  
Organizational Attractiveness ◽  
Organizational Vision ◽  
Related Factors ◽  
Empirical Examination ◽  
Employee Perspective ◽  
Hospital Employees

Abstract Background There seems to be a consensus that a vision for an organization is a valuable thing for organizations to have. However, research on organizational vision has predominantly been studied from a leadership perspective. In contrast to previous research, organizational vision in this paper takes an employee perspective. Specifically, the purpose is to examine factors associated with the integration of organizational vision among employees in hospital organizations. Consequently, it focuses on a relatively neglected domain within health services research. Methods A conceptual model, centred on the concept of organizational vision integration, was developed and tested on a sample (N = 1008) consisting of hospital employees. Partial least-squares structural equation modelling (PLS-SEM) was used to test the hypotheses, using SmartPLS 3 software. Furthermore, a bootstrapping test was used to inspect potential mediating effects. Specifically, the test assessed whether the proposed direct and indirect effects were statistically significant, and at the same time revealed the nature of the mediation effect. Results The results from the empirical study reveal three key findings: i) organizational vision integration among employees is directly and positively related to creative performance in their respective work role (β = 0.16). Organizational vision integration and employees’ psychological capital explains almost 40% (R2 = 0.36) in employees’ creative performance, ii) psychological capital and employees’ perception of organizational attractiveness are directly and positively related to employees’ organizational vision integration (β = 0.19 and β = 0.40, respectively) and explains about 30% (R2 = 0.29) of employees’ organizational vision integration, iii) employees’ organizational vision integration mediates the relationship between employees’ psychological capital, perception of organizational attractiveness and employees’ creative performance. Conclusions Taking an employee perspective, this study contributes to revealing whether and how organizational vision matters and its impact on hospital employees’ work performance. To achieve organizational vision integration among hospital employees successfully, this study shows that it is important for hospital leaders to be aware of the pattern of impact of both personal as well as environmental-related factors.

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