The Effect of Job Rotation Practices on Employee Job Performance; Mediating Role of Intrinsic Motivation (with Special Reference to the Private Commercial Banks in Sri Lanka)

Employee engagement encompasses and connects a vast range of management discipline which turns it to be a wide spread concept. The correlation between employee engagement and perceived financial performance has rarely been studied. The intention of this study scrutinizes the connection between employee engagement and perceived financial performance. Based on data extracted from 67 HR managers in the listed companies in Sri Lanka, the study investigates two hypothesized relationships; the relationship between employee engagement and perceived financial performance, and the mediating role of employee job performance on the relationship between employee engagement and perceived financial performance. These ideas initiate important discussion for academics and practitioners.

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EFFECT OF ISLAMIC WORK ETHICS ON JOB PERFORMANCE: MEDIATING ROLE OF INTRINSIC MOTIVATION

International Journal of Islamic Business Ethics ◽

10.30659/ijibe.4.2.676-688 ◽

2019 ◽

Vol 4 (2) ◽

pp. 676 ◽

Cited By ~ 1

Author(s):

Maaz Ud Din ◽

Faisal Khan ◽

Usman Khan ◽

Ana Kadarningsih ◽

Sih Darmi Astuti6

Keyword(s):

Job Performance ◽

Intrinsic Motivation ◽

Sampling Method ◽

Statistical Tests ◽

Positive Association ◽

Significant Positive Association ◽

Work Ethics ◽

Mediating Role

The determination of this research is to examine the effect of Islamic work ethics on job performance and intrinsic motivation. This study also try to investigate the mediating role of intrinsic motivation on the association between Islamic Work Ethics and job performance. Nonprobability sampling, method was used. Data were collected through adopted questionnaires from 310 teachers of different Universities situated in Malakand Division, KP-Pakistan. SPSS and AMOS were used for Statistical tests. Empirical results indicate that there is a significant positive association between Islamic work ethics, Job performance and intrinsic motivation. The study determined that the idea of Islamic work ethics works as a therapy for the emergent ethical crisis of education sector of Pakistan which should be pervaded in organizational culture for sustainable job performance and growth. Further, study explain that intrinsic motivation mediates the association between Islamic Work Ethics and Job Performance. Implications and upcomingstudy recommendations are discuss in the conclusion.

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The Relationship between Self-compassion and Intrinsic Motivation and Job Performance: The Mediating Role of Job Satisfaction

10.26226/morressier.5cf632c6af72dec2b0554de4 ◽

2019 ◽

Author(s):

Reyhan Bilgic ◽

Ozge Ararat ◽

Deniz Bastak ◽

Fulya Doner

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Intrinsic Motivation ◽

Mediating Role ◽

Self Compassion ◽

The Relationship

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The Mediating Role of Intrinsic Motivation on the Relationship Between Developmental Feedback and Employee Job Performance

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2014.42.5.731 ◽

2014 ◽

Vol 42 (5) ◽

pp. 731-741 ◽

Cited By ~ 11

Author(s):

Yun Guo ◽

Jianqiao Liao ◽

Shudi Liao ◽

Yanhong Zhang

Keyword(s):

Job Performance ◽

Intrinsic Motivation ◽

Social Exchange ◽

Behavioral Outcomes ◽

Mediating Effect ◽

Mediating Role ◽

Developmental Feedback ◽

Managerial Implications ◽

The Relationship

Although previous researchers have paid significant attention to the effect of feedback on employee behavioral outcomes, few have specifically examined the influence of developmental feedback on employee job performance. In this study we examined the influences of intrinsic motivation and social exchange on the relationship between developmental feedback and job performance. Participants were 202 supervisor-subordinate dyads from 12 enterprises in China. We found that developmental feedback had a significant positive effect on both intrinsic motivation and job performance. In addition, intrinsic motivation had a significant positive relationship with job performance but it also had a partial mediating effect on the relationship between developmental feedback and job performance. Managerial implications and directions for further research are discussed.

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