scholarly journals Job performance: Working conditions of urban teachers in Zimbabwean schools

2021 ◽  
Vol 19 ◽  
Author(s):  
Victor C. Ngwenya
Keyword(s):  
Job Performance ◽  
Working Conditions ◽  
Urban Teachers

Positional Influences on Job Satisfaction and Job Performance: A Multivariate, Predictive Approach

1991 ◽  
Vol 69 (3) ◽  
pp. 855-865 ◽  
Author(s):  
Mark C. Butler ◽  
Sanford B. Ehrlich
Keyword(s):  
Job Performance ◽  
Control Systems ◽  
Role Conflict ◽  
Working Conditions ◽  
Job Attitudes ◽  
Group Differences ◽  
Goal Theory ◽  
Administrative Positions ◽  
Health Care Employees ◽  
Job Role

This study examined relationships between job attitudes, work environment perceptions, and supervisors' ratings of job performance among health care employees occupying both medical care and administrative positions in ambulatory clinic settings. Between-group differences were noted on the perceived relationship with the supervisor, level of job/role conflict, and working conditions. Results are discussed in terms of functional and dysfunctional aspects of control systems and path-goal theory of leadership.

scholarly journals Leader-Based Workplace Health Interventions — A Before–After Study in Norwegian and Swedish Small-Scale Enterprises

2016 ◽  
Vol 11 ◽  
Author(s):  
Elisabeth Hansen ◽  
Bodil J. Landstad ◽  
Kjell Terje Gundersen ◽  
Stig Vinberg
Keyword(s):  
Job Performance ◽  
Health Outcomes ◽  
Working Conditions ◽  
Intervention Group ◽  
Health Interventions ◽  
Measurement Scale ◽  
Small Scale ◽  
Occupational Health Services ◽  
Workplace Health ◽  
Psychosocial Working Conditions

The purpose of this study is to contribute to knowledge about leader-based workplace health interventions by investigating changes in psychosocial working conditions and health in Norwegian and Swedish small-scale enterprises (SSEs). The study also aims to investigate whether there are differences between position, and countries. In total, 30 leaders and 149 coworkers in 34 SSEs participated in two intervention and two reference groups. Leaders and coworkers completed the validated questionnaires (Nordic Questionnaire on Positive Organizational Psychology ([N-POP]), Work Experience Measurement Scale (WEMS), and Salutogenic Health Indicator Scale (SHIS), which cover different psychosocial working conditions and health outcomes. The interventions were carried out by advisors from occupational health services (OHSs) over a one-year period and consisted of analyses of health and psychosocial working conditions, company visits, education and networking meetings, including information and tools on issues such as leadership, work environment and health, and leadership support. The statistical methods used included principal component analyses, reliability tests, paired samplettests and three-way ANOVA. The results indicate a significant positive development concerning external job performance in the intervention groups. Regarding internal job performance, both the Norwegian intervention group and the reference group showed positive improvements. However, there were negative or nonsignificant developments for several of the psychosocial working conditions and health outcomes in the intervention groups. With regard to associations and interactions between the studied variables, there were significantly positive developments with regard to external job performance and sickness absences in the total intervention group. The study indicates that more thorough procedures and testing of leader-based interventions in SSEs are required.

scholarly journals Identifying with How We Are, Fitting with What We Do: Personality and Dangerousness at Work as Moderators of Identification and Person–Organization Fit Effects

2019 ◽  
Vol 15 (2) ◽  
pp. 380-403
Author(s):  
Emmanouela Mandalaki ◽  
Gazi Islam ◽  
Urszula Lagowska ◽  
Camila Tobace
Keyword(s):  
Job Performance ◽  
Working Conditions ◽  
Current Literature ◽  
Organizational Identification ◽  
Contextual Factor ◽  
Work Related ◽  
Electric Company ◽  
Context Dependent ◽  
Underlying Mechanisms ◽  
Person Organization Fit

Using a sample drawn from a Brazilian electric company exposing employees to both dangerous and non-dangerous working conditions, the current study provides evidence on the differential underlying mechanisms guiding the relationships of organizational identification and person-organization-fit (P-O fit) with job performance. We suggest that despite their relatedness in current literature, organizational identification operates as a largely self-centered process and P-O fit as a predominantly context-dependent one, leading to distinct work-related processes deriving from each construct. Our findings suggest that P-O fit serves as a pathway through which job identification induces job performance. In this mediating path, personality and in particular neuroticism, hinders the effects of identification, whereas job dangerousness, a contextual factor, undermines work-related effects of perceived environmental congruence (P-O fit). Discussing these results, we provide novel insights on the distinct mechanisms driving organizational identification, P-O fit and their contingencies.

scholarly journals Factors Affecting Employees Performance and Retention: A Comparative Analysis of Banking and Educational Sector of Karachi

2019 ◽  
Vol 10 (1) ◽  
pp. 93
Author(s):  
Sania Zafar ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Job Performance ◽  
Human Resource ◽  
Working Conditions ◽  
Structural Equation ◽  
Banking Sector ◽  
Equation Modeling ◽  
Human Resource Policies ◽  
The Impact

This study investigated the impact of core drivers of job satisfaction including promotions, increment and bonuses, supervisor’s’ support, career development and advancement opportunities and working conditions on two dependent variables i.e. job performance and employees retention. For this purpose a comparative study is conducted in education and banking sector of Karachi. A sample of 100 employees was collected from each sector then results were analyzed through Confirmatory Factor Analysis and Structural Equation Modeling. The results found both the education and banking sectors are different in terms of chosen human resource policies Secondly, it has been found that results are dissimilar for both sectors in terms of different hypotheses. Career development, compensation and promotions are insignificant key divers of job satisfaction for job performance. While, working conditions, compensations and co-workers are insignificant key divers of job satisfaction for employees’ retention. Result’s implication is different for banks’ managers and educational institutions’ managers based on significance of coefficients however human resource policies vary in different business settings. Indeed, more the job satisfaction better chance of good employees’ performance while it reduces the intention to switch and keep the human talent retained.

scholarly journals Satisfação e qualidade de vida no serviço público: um estudo com professores substitutos do curso de Administração do Campus VII da UEPB

2020 ◽  
Vol 1 (52) ◽  
pp. 105
Author(s):  
Francisca Rozângela Lopes de Sousa ◽  
Jacqueline Echeverría Barrancos ◽  
Mary Dayane Souza Silva ◽  
Érika Lira da Silva ◽  
Mayara Muniz de Oliveira ◽  
...  
Keyword(s):  
Quality Of Life ◽  
Performance Evaluation ◽  
Job Performance ◽  
Working Conditions ◽  
The State ◽  
Descriptive Statistics ◽  
State University ◽  
Type Data ◽  
Structured Questionnaire

<p>The main objective of this work was to analyze the satisfaction and the quality of life at work of substitute professors in the Administration course at Campus VII, at the State University of Paraíba (UEPB), through a survey type. Data were collected from a structured questionnaire applied to 13 (thirteen) hired teachers and subsequently analyzed using basic descriptive statistics. The results show an equal and predominant distribution of salary / remuneration opinions of 30.8%, satisfied and dissatisfied; With regard to the importance of the activities or work performed, 61.5% are satisfied; When asked about job performance evaluation 53.8% say they are satisfied; concerning valuing ideas and initiatives at work 46.2% are satisfied and 7.7% are dissatisfied; And finally when asked about being proud of the job, 53.8% of respondents said they were very satisfied. Thus, the research showed that most teachers say they are satisfied with the working conditions proposed by the institution, which is quite significant, since there is no offer of specific benefits, such as remuneration for qualifications.</p>

scholarly journals Factors Affecting Employee Satisfaction of the Public and Private Sector Organizations of Pakistan

2014 ◽  
Vol 4 (2) ◽  
pp. 97 ◽  
Author(s):  
Ayesha Masood ◽  
Qurat -Ul-Ain ◽  
Rabia Aslam ◽  
Muhammad Rizwan
Keyword(s):  
Job Performance ◽  
Working Conditions ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Training And Development ◽  
Employee Empowerment ◽  
Security Training ◽  
Job Safety ◽  
Relationship Of ◽  
The Impact

The purpose of this study is to find out the factors that affect employee satisfaction and how much is the intensity. Specifically, we took Working conditions, pay & promotion, Job safety and security, Training and development and employee empowerment as the antecedents to see their impact on employee satisfaction and further the impact of employee satisfaction on Job performance and employee turnover intention. This can help us to better understand about the satisfaction level of employees and how we can motivate employees to perform their job efficiently and effectively. The Sample was collected from different organizations of Bahawalpur City (Punjab, Pakistan). Two main clusters were targeted to collect the sample data university employees and some private organizations in the city. The questionnaire was distributed among 200 respondents in Bahawalpur City. 155 questionnaires were selected and rests of the questionnaires were not included in the further analysis due to incomplete or invalid responses.The survey study addresses two major purposes; first is to analyze the relationship of different variables with employee satisfaction, second to collect information about the different characteristics. After collecting the completed questionnaires, these questionnaires were coded and entered into SPSS sheet and the hypothesiswas tested using regression analysis. Result of our study show significant relationship of working conditions, Job Safety and security, Training and Development and Employee Empowerment on Employee Satisfaction and Job Performance. However, Pay and promotion has no significant relation with Job Performance. Employee Satisfaction has a significant negative relation with turnover intention.

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