scholarly journals The Moderating Effect of Leadership Adaptability on the Relationship between Employee Adaptability and Job Performance

2020 ◽  
Author(s):  
Justine Davis
Keyword(s):  
Job Performance ◽  
Moderating Effect ◽  
The Relationship

scholarly journals The Moderating Effect of Employee Satisfaction on the Relationship of Goal-Setting and Purposes, Fairness and Rating Scale Format with Employee Job Performance

2020 ◽  
Vol 6 (1) ◽  
pp. 309-320
Author(s):  
Muhammad Asad Khan ◽  
Altaf Hussain ◽  
Mohammad Hanif Khan
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Goal Setting ◽  
Employee Satisfaction ◽  
Rating Scale ◽  
Moderating Effect ◽  
Survey Questionnaire ◽  
Relationship Of ◽  
The Relationship ◽  
Scale Format

The aim of this article is to explore the moderating effect of employee satisfaction on the relationship of goal-setting and purposes, fairness and rating scale format with employee job performance in the academic setting. Data were collected through survey questionnaire from 300 employees working in six public sector universities of KP, Pakistan. Multiple regression analysis has been used to test the hypothesis. The dimensions of the performance appraisal were found to be significantly correlated to employee job performance and employee satisfaction played a crucial role in moderating this relationship. Potential reasons and suggestions for managers and employees are discussed. The paper adds to the current pool of knowledge on the links among goal-setting and purposes, fairness, rating scale format, employee satisfaction and employee job performance. Various facets of these constructs were analyzed, so as to give an extensive and more ample understanding of the determinants that influence employer and employees

On the Mystery (or Myth) of Challenging Principles and Methods of Validity Generalization (VG) Based on Fragmentary Knowledge and Improper or Outdated Practices of VG

2017 ◽  
Vol 10 (3) ◽  
pp. 479-485 ◽  
Author(s):  
In-Sue Oh ◽  
Philip L. Roth
Keyword(s):  
Job Performance ◽  
Meta Analysis ◽  
Moderating Effect ◽  
Validity Generalization ◽  
The Relationship

In their focal article, Tett, Hundley, and Christiansen (2017) stated in multiple places that if there are good reasons to expect moderating effect(s), the application of an overall validity generalization (VG) analysis (meta-analysis) is “moot,” “irrelevant,” “minimally useful,” and “a misrepresentation of the data.” They used multiple examples and, in particular, a hypothetical example about the relationship between agreeableness and job performance. Four noteworthy problems with the above statements, other similar statements elsewhere in Tett et al.’s article, and their underlying assumptions are discussed below along with alternative perspectives.

scholarly journals Successful Workplace Learning: Moderating Effect of Organizational Culture

2013 ◽  
Vol 3 (4) ◽  
pp. 1
Author(s):  
Younes Daryoush ◽  
Abu Daud Silong ◽  
Zohara Omar ◽  
Jamilah Othman
Keyword(s):  
Organizational Culture ◽  
Job Performance ◽  
Cultural Values ◽  
Task Performance ◽  
Workplace Learning ◽  
Contextual Performance ◽  
Moderating Effect ◽  
Positive Outcomes ◽  
The Relationship ◽  
And Task

A main point of this study was that successful workplace learning is depended on workplace environment and its relationship with job performance will be improved in certain organizational culture values and practices. We hypothesized that the relationship between formal, informal and incidental workplace learning with task and contextual performance would be higher in result-oriented cultures. These two hypotheses were supported. We further hypothesized and found support that workplace learning and task performance relationships are stronger in combined outcome- and innovation-oriented cultures. Our results indicate that these two cultural values complement each other in facilitating positive outcomes for workplace learning.

Moderating Effect Job Satisfaction on The Determinants of Herzberg’s Two-Factor Theory towards Job Performance among Customer Service Representative at In-House Call Center in Banking Sector, Klang Valley

2017 ◽  
Vol 3 (1) ◽  
pp. 49
Author(s):  
Noorlaila Hj. Yunus ◽  
Nor Hashimah Kamal
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Customer Service ◽  
Banking Sector ◽  
Moderating Effect ◽  
House Call ◽  
Klang Valley ◽  
The Relationship ◽  
Customer Service Representative ◽  
Service Representative

The study was aimed to determine the relationship between Herzberg’s Two-Factor Theory towards job performance and the moderating effect of job satisfaction toward the relationship between Herzberg’s Two-Factor Theory and job performance among customer service representative at in-house call centre in banking sector, Klang Valley. The independent variable is focus on five factors, which are salary and wages, working condition, recognition, supervision and work life balance, while dependent variable is job performance and the moderating variable is job satisfaction. In order to know more on the relatedness between those variables towards customer service representative in organization, this research was conducted to access the relationship between Herzberg’s Two-FactorTheory towards job performance and the moderating effect of job satisfaction at inhousecall centre in banking sector, Klang Valley.

Job insecurity influence on job performance and mental health: Testing the moderating effect of the need for closure

2010 ◽  
Vol 31 (2) ◽  
pp. 195-214 ◽  
Author(s):  
Antonio Chirumbolo ◽  
Alessandra Areni
Keyword(s):  
Mental Health ◽  
Job Performance ◽  
Job Insecurity ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Need For Closure ◽  
Buffering Effect ◽  
The Relationship ◽  
Intolerance Of Ambiguity

The moderating effect of the need for closure in the relationship between job insecurity, job performance and mental health was investigated. The need for closure refers to a motivated need for certainty, intolerance of ambiguity and preference for predictability. It was argued that the need for closure may function as a psychological moderator in dealing with job insecurity. Participants comprised 287 workers, who were administered a self-reported questionnaire. Results confirmed the negative relationship between job insecurity, performance and mental health. The need for closure was positively related to job performance and unrelated to mental health. More interestingly, the need for closure exhibited multifaceted patterns of interactions with the different components of job insecurity. Higher need for closure revealed a buffering effect in conditions of higher quantitative job insecurity. In this case, individuals high (vs low) in the need for closure reported better job performance and mental health. Conversely, when qualitative job insecurity was higher, individuals high (vs low) in the need for closure reported an impaired job performance and mental health.

scholarly journals The Moderating Effect of Organisational Culture on the Relationship Between Workplace Learning and Employees’ Performances in the United Arab Emirates

2020 ◽  
Vol 6 (2) ◽  
pp. 96
Author(s):  
Faisal Ahmed Ali Al-Hammadi ◽  
Ahmad Amri Zainal Adnan
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
United Arab Emirates ◽  
Workplace Learning ◽  
Positive Relationship ◽  
Contemporary Literature ◽  
Contextual Performance ◽  
Moderating Effect ◽  
New Knowledge ◽  
The Relationship

The purpose of the current study was to elaborate the moderating effect of culture on workplace learning and employees’ performances in the United Arab Emirates. The study had a purpose to contribute new knowledge to the existing literature available on the workplace learning and job performances. It also highlighted the contemporary literature on the topic specifically formal and information learning, as well as, performance related to tasks and contextual. The research explained and highlighted the role of training and development on employees’ performances to improve the quality of task process. An empirical study was conducted and data was collected through questionnaire to obtain the results. The present study aimed to contribute to new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analysed contemporary literature on workplace learning and job performances, specifically formal and informal learning as well as employee task performance and contextual performance. The study hypothesized that informal, incidental and formal workplace learning had direct positive significant relationships with employee task and contextual performance. Findings of the study developed that adopting effective techniques of workplace learning, and techniques can improve employees’ performances. The study, further, showed that the Informal, formal and incidental workplace learning had direct and positive impact on employee task and contextual performance. The study showed that there is a significant positive relationship between workplace learning including formal, informal and incidental learning, and job performance including task performance, contextual performance and counterproductive work behaviour. It was also found that there was a positive relationship between result-oriented cultures with two types of job performance but there was a significant relationship between team orient culture and task performance. Furthermore, the moderating effect of innovation, communication and people-oriented culture on the relationship between incidental workplace learning and contextual performance was significant.

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