scholarly journals Desempeño laboral de los trabajadores administrativos de la municipalidad provincial de Moyobamba, San Martín Perú

2021 ◽  
Vol 5 (6) ◽  
pp. 12249-12259
Keyword(s):  
Work Performance ◽  
Individual Work ◽  
San Martín

La presente investigación, tuvo como objetivo principal, determinar el nivel de percepción del desempeño laboral de los trabajadores de la municipalidad Provincial de Moyobamba, San Martín - Perú. El estudio realizado fue descriptivo, de diseño no experimental. Para medir la percepción del desempeño laboral, en una muestra de 60 trabajadores, se utilizó el instrument individual Work Performance (IWP), adaptado por Widyastuti & Hidayat, que consta de las dimensiones: Rendimiento en la tarea; comportamientos contraproducentes y rendimiento en el contexto; asimismo, para obtener los resultados, se utilizó la estadística básica. Tanto el desempeño laboral, como sus dimensiones, fueron percibidas en un nivel moderado, esto implica que, los trabajadores ven como necesario una catividad planificada que permita el conocimiento previo de los ciudadanos; además el trabajador se siente con rendimiento y dedicación a su centro laboral

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

scholarly journals The Effect of Training Results Perception on Individual Work Performance of Employee Moderated by Intrinsic and Extrinsic Motivation

2021 ◽  
Vol 21 (3) ◽  
pp. 208
Author(s):  
Hidayah Turachma ◽  
Hidajat Hendarsjah
Keyword(s):  
Quantitative Research ◽  
Work Performance ◽  
Extrinsic Motivation ◽  
Hierarchical Regression ◽  
Intrinsic And Extrinsic Motivation ◽  
Individual Work ◽  
Study Results ◽  
The Individual ◽  
Executive Position

This study aims at examining the effect of training results perceptions on individual work performance of employee, and intrinsic and extrinsic motivation serving as moderation strengthening that effect. T his study was quantitative research selecting 453 samples out of 1.311 population from PT KAI’s employees in which they are executive officer. The data collection was done using a close questionnaire with Likert scale 1-5. All valid and reliable instruments were assessed through Factor Analysis and Cronbach's Alpha Analysis. Hypothesis testing is carried out using Hierarchical Regression Analysis by including the Multicollinearity test as a prerequisite for analysis. The study results showed that training result perceptions and extrinsic motivation simultaneously or partially have a positive and significant effect on individual work performance of employee, but intrinsic motivation have no significant effect. Intrinsic or extrinsic motivation does not moderate or strengthen the relationship between training result perceptions and individual work performance of employee. The three independent variables are not related to each other. PT KAI’s employees, especially those in executive position, are more oriented towards extrinsic results than intrinsic ones. The implication for PT KAI is that to improve the individual work performance of its employees, the organization can focus on improving training, external motivation or both. It depends on the vision, long-term goals, and resources of PT KAI.

scholarly journals Development of an individual work performance and work design questionnaire

2020 ◽  
Vol 12 (1) ◽  
pp. 65
Author(s):  
Mohamad Noorman Masrek ◽  
Irwan Kamaruddin Abdul Kadir ◽  
Mohd Faizal Hamzah
Keyword(s):  
Work Performance ◽  
Work Design ◽  
Individual Work

scholarly journals How Perceived Individual Safety Attitude Helps to Explain The Relationship Between Sensation Seeking and Risk-Taking Propensity in The Prediction of Individual Work Performance

2021 ◽  
Vol 11 (2) ◽  
pp. 191
Author(s):  
Woromita Fathlistya ◽  
Martina Dwi Mustika
Keyword(s):  
Risk Taking ◽  
Sensation Seeking ◽  
Work Performance ◽  
Individual Performance ◽  
Cross Sectional Study ◽  
Self Report ◽  
Cross Sectional ◽  
Individual Work ◽  
Safety Attitude ◽  
The Relationship

Understanding the attitudes of individuals toward safety is important for hospital prevention programs and could reduce safety-related accidents. This study investigates the effects of perceived individual safety attitude in explaining the relationship between sensation seeking and risk-taking propensity for rewards in predicting individual performance. An on-line cross-sectional study was undertaken in which 177 nurses who completed an objective task (BART) and self-report questionnaires. Path analysis results revealed that perceived individual safety attitude influenced the relationship between both sensation seeking and risk-taking propensity in predicting individual performance. Nurses with both sensation seeking and risk-taking propensity for rewards have negative perceptions toward individual safety attitude, which resulted in poor individual work performances. It is indicated that encourage performance by rewards is not always effective.

The Bigger Picture: How Organizational Citizenship Behaviors Fit Within a Broader Conceptualization of Work Performance

2017 ◽  
Author(s):  
Joseph A. Carpini ◽  
Sharon K. Parker
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Individual Performance ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Individual Work ◽  
History Of

Scholars have identified numerous forms of individual work performance, including core task, adaptive, proactive, and citizenship. Although the diversity of performance constructs has contributed to breadth, it has also resulted in a fragmented literature that, at times, operates in theoretical silos. As such, the overarching purpose of this chapter is to consider how organizational citizenship behavior (OCB) constructs relate to, and can fit within, broader models of individual work performance. We begin with a brief history of work performance concepts and review five integrative models of individual performance, culminating with the presentation of the Griffin, Neal, and Parker (2007) model. We use the latter to assess systematically whether and how OCB concepts relate to other performance concepts. We highlight constructs that fit readily within the Griffin et al. framework, in addition to constructs that do not. We conclude with five recommendations.

Individual Work Performance Questionnaire

2014 ◽  
Author(s):  
Linda Koopmans ◽  
Claire M. Bernaards ◽  
Vincent H. Hildebrandt ◽  
Stef van Buuren ◽  
Allard J. van der Beek ◽  
...  
Keyword(s):  
Work Performance ◽  
Individual Work

scholarly journals Millennials’ Expectations of Life at the University and the Workplace: A Malaysian Perspective

2016 ◽  
Vol 8 (3) ◽  
pp. 71
Author(s):  
Humaira Raslie ◽  
Salina Pit ◽  
Su-Hie Ting
Keyword(s):  
Group Work ◽  
Work Performance ◽  
Work Life ◽  
Questionnaire Data ◽  
Face To Face ◽  
Personal Time ◽  
Individual Work ◽  
Reading Materials ◽  
Lecture Notes ◽  
The University

<p>This study examined the millennial’s expectations of life at the university and the workplace.<br />Questionnaire data were obtained from 142 students aged 20 to 24 in a Malaysian public<br />university from different disciplines. The results showed that most of the participants were<br />highly feedback oriented and expected instant face-to-face feedback from their lecturers,<br />particularly when in emails. They relied on lecture notes to understand the lectures, but would<br />also look for supplementary reading materials. They expected lecturers to deliver interesting<br />lectures but would attend boring lectures to comply with lecture attendance rules. The results<br />also suggest that many participants would not sacrifice their personal time to meet either<br />assignment or work deadlines because they expected deadline extensions. Although the<br />participants preferred positive comments, they also expected to be reprimanded for<br />unsatisfactory work performance. They also expected a fair amount of individual work<br />compared to group work at the workplace. The findings suggest that the participants<br />generally had realistic expectations of university and work life.</p>

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