scholarly journals INFLUENCE OF PROACTIVE PERSONALITY ON JOB PERFORMANCE OF BANK EMPLOYEES IN PAKISTAN: WORK ENGAGEMENT AS A MEDIATOR

2021 ◽  
Vol 29 (No.1) ◽  
pp. 83-108
Author(s):  
Munazza Zahra ◽  
Daisy Mui Hung Kee
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Banking Sector ◽  
Proactive Personality ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Study Results ◽  
Personality And Job Performance ◽  
Bank Employees ◽  
The Relationship

The purpose of this study was to determine whether the proactive personality of Pakistani bank employees influenced their job performance. With the awareness of the importance of job performance in the banking sector of Pakistan, researchers also examined the mediating role of work engagement in the relationship between proactive personality and job performance. A total of 315 responses were obtained from officers to test the relationship between proactive personality and job performance, and to examine the mechanism via work engagement. The researchers analyzed respondents’ demographic profiles in SPSS version 23 and developed several hypotheses through structural equation modelling technique which were tested in SmartPLS version 3. The findings of the study showed a significant positive relationship between proactive personality and the three dimensions of job performance: task performance, individual- directed citizenship behavior (OCBI), and organizational-directed citizenship behavior (OCBO). The study results also supported the main hypothesis that work engagement mediated the relationship between proactive personality and job performance. The findings of the study present a few useful insights to the HR department and policymakers in the banking sector. Proactive personality should be considered as one of the necessary dispositions to be evaluated in hiring decisions. Bank management should devote more attention on the work engagement of employees and its related factors to boost employees’ performance at work.

scholarly journals Job rotation, job performance, organizational commitment: An empirical study on bank employees

2014 ◽  
Vol 1 (3) ◽  
pp. 10-13 ◽  
Author(s):  
Faisal Khan ◽  
Amran Md Rasli ◽  
Rosman Md Yusoff ◽  
Tariq Ahmed ◽  
Abid ur Rehman ◽  
...  
Keyword(s):  
Social Sciences ◽  
Organizational Commitment ◽  
Job Performance ◽  
Banking Sector ◽  
Negative Relationship ◽  
Future Research ◽  
Job Rotation ◽  
Study Results ◽  
Bank Employees ◽  
The Relationship

The aim of the study is to investigate the relationship and effect of  job variables rotation, job performance and organizational commitment among the employees working in banking sector in Pakistan. Self-administrated questionnaire was distributed by selecting a convenient sampling the data collected were 435 from the employees in the banks. The data were analyzed with the help of Statistical Package of Social Sciences (SPSS). The findings of the study revealed that a positive relationship was found between job rotation, job performance and organizational commitment among the employees, whereas negative relationship was found between job performance and organizational commitment. The study results are useful for the bankers, employees’ and managers. The study also provided the limitations and recommendations for future research.

scholarly journals Does Emotional Intelligence, Psychological Capital and Proactive Personality predict Job Performance?

2018 ◽  
Vol 2 (3) ◽  
pp. 77-80
Author(s):  
Munazza Zahra ◽  
Daisy Mui Kee Hung
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Work Engagement ◽  
Psychological Capital ◽  
Proactive Personality ◽  
Mediating Role ◽  
Human Element ◽  
Overall Performance ◽  
The Relationship

With the emergence of latest technologies, manual and routine asks have been changed, ultimately it is the human abilities that will make the organizations successful as human element can never be denied. That is why organizations are concerned about the performance of their employees since their job performance directly affects the overall performance of the organization. Thus current study is proposing predictors that can enhance job performance of the employees. Taking clues from past researches, current research proposed a conceptual framework connecting three independent variables i.e. emotional intelligence, psychological capital and proactive personality to the dependent variable job performance. It has also been proposed that the relationship between aforementioned variables will consider to be more complete with the mediating role of work engagement, hence work engagement is proposed as  mediator.

scholarly journals Relationship Between Proactive Personality and Job Performance of Chinese Nurses: The Mediating Role of Competency and Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Xuehui Hu ◽  
Rong Zhao ◽  
Jing Gao ◽  
Jianzhen Li ◽  
Pei Yan ◽  
...  
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Structural Equation ◽  
Cross Sectional Study ◽  
Equation Model ◽  
Proactive Personality ◽  
Cross Sectional ◽  
Mediating Role ◽  
Personality And Job Performance

Background: As one of the main participants in health care, nurses are esteemed an important driving force for the vigorous health care development. Studies report that nurses’ proactive personality has positive effects on their job performance; however, this relationship acquires further understanding.Objective: A cross-sectional study was performed to explore the relationship between nurses’ proactive personality and job performance; the mediating role of nurses’ competency and work engagement in this relationship was also evaluated.Methods: The study was performed in a large third-degree general hospital in October 2019, Xi’an, PR, China. A sample of 246 nurses participated in this cross-sectional study. Proactive personality was assessed with the Proactive Personality Questionnaire (PPS), job performance was assessed by Heilman three-item measurements, nurse competence was estimated with Nurse Competency Scale (NCS), and work engagement was assessed with the Utrecht Work Engagement Scale (UWES). The structural equation model was used to test the main hypotheses.Results: Structural equation model analysis revealed that work engagement partially mediated the association between proactive personality and job performance. The serial two-mediator model which was used to explore the association between proactive personality and job performance through competency and work engagement, in sequence, was demonstrated.Conclusion: This study demonstrates that work engagement partially mediated the association between nurses’ proactive personality and their job performance. The serial two-mediator model demonstrated that proactive personality was associated with job performance via competency and work engagement. This study also revealed the critical role of nursing managers in understanding the nurses’ proactive personality, which would facilitate them to enhance the latter’s competency and promote their work engagement. All these will in turn constantly improve the overall quality of nursing and advance professional development of nursing and benefits for patients.

scholarly journals THE RELATIONSHIP OF PROACTIVE PERSONALITY WITH THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR: INTERVENING ROLE OF THRIVING AT WORK

2021 ◽  
Vol 37 (02) ◽  
pp. 134-141
Author(s):  
Muhammad Aamir Nadeem ◽  
Abdul Khaliq Alvi ◽  
Khalil Ur Rehman
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Banking Sector ◽  
Practical Implication ◽  
Proactive Personality ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Relationship Of ◽  
The Relationship ◽  
Thriving At Work

Current research is designed to check the mediating effect of thriving at work for the relationship of proactive personality with OCB. In this regard current research proposes three hypotheses of direct relationships and one mediating relationship. Data was collected from 310 employees of textile sector from city Lahore, Pakistan. Result indicates that all three hypotheses are accepted. Moreover, thriving at work is partially mediating the relation of proactive personality with OCB. In future, these types of studies may also conduct on other sectors like the banking sector; the telecom sector and education sector for validate the results. It is also worthwhile to collect the data from employees of other sectors. For managerial point of view this research provides practical implication for managers as by promoting the concept of thriving at work at work will improve the better involvement of their employees in their work. To promote the better concept of thriving at work in the employees will enhance the level of organizational citizenship behavior of their employees.

scholarly journals Sustainability of Positive Psychological Status in the Workplace: The Influence of Organizational Psychological Ownership and Psychological Capital on Police Officers’ Behavior

2021 ◽  
Vol 13 (5) ◽  
pp. 2689
Author(s):  
Yu-Shan Chen ◽  
Chun-Ming Lien ◽  
Wei-Yuan Lo ◽  
Fuh-Shyong Tsay
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Police Officers ◽  
Psychological Capital ◽  
Psychological Ownership ◽  
Psychological Status ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Relationship

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

Impact of organizational citizenship behavior on job performance in Indian healthcare industries

2017 ◽  
Vol 66 (6) ◽  
pp. 780-796 ◽  
Author(s):  
Eeman Basu ◽  
Rabindra Kumar Pradhan ◽  
Hare Ram Tewari
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Superior Performance ◽  
Citizenship Behavior ◽  
Healthcare Organizations ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between organizational citizenship behavior (OCB) and job performance. It also examines the mediating role of social capital in influencing the relationship between OCB and job performance. Design/methodology/approach The study explores the dynamic relationship among the variables of OCB and job performance and social capital. Data were collected from 501 respondents working in 15 healthcare organizations in Kolkata, India, through questionnaire survey. Likert-type rating scales of OCB, job performance and social capital with sound reliability and validity were used to carry out the survey. The data were analyzed using structural equation modeling. Findings The results of the present study show that OCB significantly predicts job performance in healthcare organizations. Social capital found to be a significant mediator between OCB and job performance. Research limitations/implications The findings of the study have a number of implications for organizations in acknowledging and leveraging social capital and encouraging OCB to facilitate superior performance of employees. The generalization of the findings of the study should be restricted to the healthcare organizations in Kolkata due to its own style of functioning, workforce and work environment. The role of demographic variables in influencing the outcome measures has not been considered for the present study. Further research on these aspects may reveal more interesting results with regard to the dynamics among organizational citizenship behavior, social capital and job performance. Practical implications Employee-friendly management practices should be adopted in organizations to facilitate the formation of network building and development of social capital which serves as an asset to organizations and creates competitive advantage. Originality/value The research findings enrich our understanding of voluntary social participation and citizenship behavior of employees for influencing performance at work. The study also provides useful and unique insight on the benefits of networking in healthcare organizations particularly helping employees to cope with emergency situations. The findings as well as methodology used in this study are original and unique.

scholarly journals THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

2019 ◽  
Vol 2 (1) ◽  
pp. 108-112
Author(s):  
Sultan Salem Alshamsi ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Work Behavior ◽  
Aviation Industry ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

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