scholarly journals The Impact of Proactive Personality on Job Performance through Job Crafting: The Case of Vietcombank in Ho Chi Minh City

2018 ◽  
Vol 8 (3) ◽  
pp. 149 ◽  
Author(s):  
Phan Quan Viet ◽  
Truong Anh Tuan
Keyword(s):  
Job Performance ◽  
Positive Impact ◽  
Sem Analysis ◽  
Proactive Personality ◽  
Job Crafting ◽  
Job Resources ◽  
Ho Chi Minh City ◽  
Scale Reliability ◽  
The Impact ◽  
Performance Scale

This study was conducted to measure the impact of the proactive personality to job job performance through job crafting of employees at Vietcombank in Ho Chi Minh City. The study conducted a survey of 182 employees at Vietcombank transaction offices in Ho Chi Minh City. Research data was analyzed by techniques: descriptive statistics, scale reliability, EFA, CFA, and SEM. The results of the factor analysis show that the proactive personality scale consists of one component; the job crafting scale consists of three components: increasing structural job resources, increasing social job resources and increasing challenging job requirement; the job performance scale consists of one component. The results of the SEM analysis showed that the proactive personality and job crafting had a positive impact on the job performance of employees. From the results of the analysis, the study suggests some solutions that need to be focused on to motivate the proactive personality and the job crafting in order to improve the job performance of the employees at Vietcombank in Ho Chi Minh City.

scholarly journals ROLE CONFLICT AND ROLE AMBIGUITY ON LOCAL GOVERNMENT INTERNAL AUDITORS: THE DETERMINANT AND IMPACTS

2016 ◽  
Vol 31 (1) ◽  
pp. 63
Author(s):  
Agil Novriansa ◽  
Bambang Riyanto
Keyword(s):  
Local Government ◽  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Negative Impact ◽  
Positive Impact ◽  
Partial Least Square ◽  
Least Square ◽  
Internal Auditors ◽  
The Impact

The bureaucratic reform at the local government level in Indonesia that was instituted in 2012 has turned local government internal auditors into an important part of government governance systems. The role of local government internal auditors has been expanded to include not only the area of audit oversight, but also the areas of anti-corruption-related and consulting activities. These fundamental changes may potentially induce role conflict and role ambiguity among internal auditors. The objective of this study is to examine empirically the determinants and consequences of role conflict and role ambiguity among local government internal auditors. More specifically, this study attempts to examine the extent to which formalization determines role conflict and role ambiguity; it further tests the impact of role conflict and role ambiguity on commitment to independence and job performance. Questionnaires were distributed to 248 local government internal auditors from 12 Regional Inspectorates in the provinces of Yogyakarta, South Sumatra, and East Java. A total of 176 responses were received, and 124 useable responses from the 176 responses were analysed to test the hypotheses. Using Structural Equation Modelling-Partial Least Square the results show that: formalization is negatively related to role conflict and role ambiguity; role ambiguity has a negative impact on commitment to independence; role conflict has a positive impact on job performance; and role ambiguity has a negative impact on job performance. These findings serve as important external validity evidence on the phenomena associated with role conflict and role ambiguity that occur in the public sector, especially among internal auditors at local government institutions.Keywords: role conflict, role ambiguity, local government, internal auditors

Effects of career‐related continuous learning: a case study

2008 ◽  
Vol 15 (1) ◽  
pp. 45-57 ◽  
Author(s):  
Jens Rowold ◽  
Sabine Hochholdinger ◽  
Jan Schilling
Keyword(s):  
Job Performance ◽  
Call Center ◽  
Positive Impact ◽  
Learning Climate ◽  
First Year ◽  
Continuous Learning ◽  
Content Type ◽  
Organizational Contexts ◽  
Proposed Model ◽  
The Impact

PurposeAlthough proposed from theory, the assumption that career‐related continuous learning (CRCL) has a positive impact on subsequent job performance has not been tested empirically. The present study aims to close this gap in the literature. A model is derived from theory that predicts a positive impact of CRCL, learning climate, and initial job performance on consequent job performance. In addition, CRCL is hypothesized to mediate the impact of learning climate on final job performance.Design/methodology/approachImplementing a longitudinal approach, this model was tested empirically in a call center context. Within the first year of their respective career, multiple source data were gathered from employees about their formal CRCL activities, their initial performance, as well as their perception about learning climate.FindingsResults indicated that CRCL predicted final job performance and mediated the impact of learning climate on final job performance. A total of 28 percent of final job performance was explained by the proposed model, highlighting the importance of CRCL for organizational contexts.Practical implicationsThe results of this study support the notion that CRCL programs are highly useful for both employees and organizations.Originality/valueFor the first time, the impact of CRCL on job performance is demonstrated empirically.

The impact of job crafting on job demands, job resources, and well-being.

2013 ◽  
Vol 18 (2) ◽  
pp. 230-240 ◽  
Author(s):  
Maria Tims ◽  
Arnold B. Bakker ◽  
Daantje Derks
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Job Resources ◽  
The Impact

scholarly journals The impact of the organizational cultures on the job performance in the GCC companies

2019 ◽  
pp. 265-271 ◽  
Author(s):  
Ibrahim Rached Al Taweel
Keyword(s):  
Job Performance ◽  
High Performance ◽  
Positive Impact ◽  
Work Practice ◽  
Structural Equations ◽  
Organizational Cultures ◽  
Scientific Discussion ◽  
Significant Relationships ◽  
Logical Sequence ◽  
The Impact

This paper summarizes the arguments and counterarguments within the scientific discussion on the issue the link between organizational cultures on the job performance in the Gulf Council countries companies. The main goal of the paper is to examine empirically the determinants of organizational cultures (structure, strategy, leadership, and high-performance work), and their impacts on job performance. The relevance of the decision of this scientific problem is that organizational cultures are a relevant problem for the companies in the Gulf Council countries. The Investigation of the topic of organizational cultures and the job performance in the paper is carried out in the following logical sequence: The methodological tool of this contribution tries to measure the effect of organizational cultures, structure, strategy, leadership, and high-performance work on job performance. The main purpose of the research is focused on the empirical approach justified by the use of the structural equations. The paper presents the results of an empirical analysis which showed that the effect of organizational cultures, structure, strategy, leadership, and high-performance work exerts positive relationships on job performance. The results found suggest that structure and strategy as indicators of organizational cultures, job performance with a high-performance work practice. The results showed a positive impact between the variables and implied that organizational cultures in the Gulf Council countries companies have a positive and significant relationship with job performance. The results confirm the existence of positive relationship as significant between structure, strategy and job performance in the Gulf Council countries companies. The research empirically confirms and theoretically proves that organizational cultures are significant relationships with job performance. The results of the research can be useful for the Gulf Council countries companies to promote the organizational cultures for good job performance. Keywords: organizational cultures, strategy, leadership, high-performance work, job performance.

scholarly journals User Acceptance of Information Feed Advertising: A Hybrid Method Based on SEM and QCA

2020 ◽  
Vol 12 (12) ◽  
pp. 209
Author(s):  
Jie Zhao ◽  
Can Yan
Keyword(s):  
Hybrid Method ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Qualitative Comparative Analysis ◽  
User Acceptance ◽  
Considerable Effect ◽  
Sem Analysis ◽  
Mobile Internet ◽  
The Impact

It is of great significance for enterprises’ development to effectively use mobile Internet to carry out information feed advertising. This paper aims to study the influence factors and effect of the users’ acceptance intention of information feed advertising through empirical analysis to provide references for further optimizing information feed advertising strategy. Traditional quantitative analysis methods, such as the Structural Equation Model (SEM), can only measure a single factor’s influence from an individual perspective. Therefore, we introduce the Qualitative Comparative Analysis (QCA) and present a two-stage hybrid method based on SEM and QCA. In the first stage, we analyze the influence of a single variable on the acceptance intention of information feed advertising by SEM. Then, in the second stage, we analyze the impact of different variable combinations by QCA. Based on the actual questionnaire data, we define six independent variables and use AMOS, SPSS, and fsQCA to carry out SEM analysis and the fuzzy-set-based QCA analysis, respectively. The SEM analysis results show that the four factors (including consistency, informativeness, sociability, and advertising reward) have a significant positive impact on user acceptance of information feed advertising. On the contrary, perceived advertising clustering has a significant negative impact. In addition, accuracy has no considerable effect. The QCA analysis reveals that seven constructs of six variables can all significantly enhance information feed ads’ acceptance intention.

An Empirical Analysis of Consciousness Quotient and its Impact on Job Performance in an Organisation

2017 ◽  
Vol 9 (3) ◽  
pp. 38
Author(s):  
Namita Aggarwal
Keyword(s):  
Data Analysis ◽  
Job Performance ◽  
Empirical Analysis ◽  
Present Model ◽  
Positive Impact ◽  
T Test ◽  
Higher Learning ◽  
Statistical Techniques ◽  
Positive Relation ◽  
The Impact

<strong>Purpose:</strong> This paper has been designed to measure the Consciousness Quotient of an individual by means of a questionnaire. Also a correlation between CQ with job performance in organisation is studied. <strong>Result:</strong> This study puts lot of light on concept of Consciousness Quotient. The comprehensive data analysis is been done that helps in understanding the impact of CQ on Job Performance of employees in institutes of higher learning. The present model has been established to see how employees feel connected at work. <strong>Conclusion:</strong> The study provides a positive relation and positive impact of Consciousness Quotient on the Job performance of employees working in organisation. To see the impact of variables various statistical techniques like correlation, regression, t-test, Anova have been applied in the paper.

Handling conflict at work – the impact of active and agreeable conflict styles

2016 ◽  
Vol 27 (1) ◽  
pp. 50-61 ◽  
Author(s):  
Angela Shin-yih Chen ◽  
Yu-hsiang Hou ◽  
I-heng Wu
Keyword(s):  
Job Performance ◽  
Conflict Management ◽  
Research Design ◽  
Cultural Context ◽  
Positive Impact ◽  
Cross Sectional ◽  
Content Type ◽  
Conflict Style ◽  
The Impact ◽  
And Training

Purpose – This paper aims to explore the relationships between emotional intelligence (EI), conflict management styles and job performance in a Chinese cultural context. Design/methodology/approach – The present paper uses a cross-sectional research design. Paper-based questionnaires were distributed to employees working in the R & D department of a science and technology institute in Taiwan. In total, 300 questionnaires were distributed and 248 valid questionnaires were analyzed, with a return rate of 81.4 per cent. Findings – The results show that EI has a positive impact on job performance. Furthermore, agreeable conflict style positively moderated between EI and job performance, whereas active conflict style has negative moderating effect. Research limitations/implications – Due to the research design, sample and data collection method, the research results may lack representativeness. Therefore, researchers are encouraged to use a different approach in the future. Practical implications – Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policy on recruitment, selection and training. Originality/value – Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policies on recruitment, selection and training.

scholarly journals PUBLIC PERCEPTION AND JOB PERFORMANCE NEXUS ANALYTICAL EVIDENCE FROM NIGERIAN POLICE.

2014 ◽  
Vol 2 (8) ◽  
pp. 114-132
Author(s):  
Amos Oyesoji AREMU ◽  
Olayemi Zainab ODUOLA
Keyword(s):  
Job Performance ◽  
Public Perception ◽  
Goodness Of Fit ◽  
Relative Effect ◽  
Path Model ◽  
Level Of Significance ◽  
The Impact ◽  
Female Officers ◽  
And Training ◽  
Performance Scale

The study seeks to analytically investigate the impact of public perception on job performance of Nigerian Police. It made use of 300 police male and female officers from two States in South Western part of Nigeria (Oyo and Lagos). The study made use of six valid and reliable instruments named Police Officer’s Job Performance Scale (POJOPES to sample the respondents. Data analysis involved the use of path analysis which involved goodness of fit (step wise path) at 0.05 level of significance. Each of the significant variables showed relative effect on each other in the initial path model. The results indicated that public perception was found to be positively significant to police job performance. It is therefore recommended that the Federal Government should adhere to the United Nations prescription of one policeman to 400 citizens and to exhibit a continuous recruitment drive and training in order to benefit and enhance the performance of the police force.

scholarly journals Impact of destructive leadership styles on the psychological contract breach with the moderating effect of proactive personality

2021 ◽  
Vol 8 (1) ◽  
pp. 68-89
Author(s):  
Muhammad Bilal Kayani ◽  
Imran Ibrahim Alasan
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Positive Impact ◽  
Proactive Personality ◽  
Psychological Contract Breach ◽  
Destructive Leadership ◽  
Toxic Leadership ◽  
Cross Sectional ◽  
Contract Breach ◽  
The Impact

This research has an aim to investigate the impact of toxic and exploitative leadership and subordinate psychological contract breach, the moderation role of proactive personality within the proposed framework between the toxic leadership with psychological contract breach and exploitative leadership with psychological contract breach. Data was gathered utilizing a cross-sectional research technique. The sample of the study constituted 386 frontline nurses from public sector hospitals of Pakistan. Structural equation modelling was utilized for analyzing the collected data. Toxic and exploitative leadership had a significant positive impact on psychological contract breach. However, moderation of proactive personality was found to be insignificant between both relations.

scholarly journals Impact of work-family conflict on job performance of nurses working for hopitals in Ho Chi Minh City

2015 ◽  
Vol 5 (2) ◽  
Author(s):  
Nguyen Minh Ha ◽  
Nguyen Thai An
Keyword(s):  
Regression Analysis ◽  
Job Performance ◽  
Family Conflict ◽  
Descriptive Statistics ◽  
Ho Chi Minh City ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Impact ◽  
Work Interference

The purpose of this study is to analyze the impact of Work-Family Conflict on job performance of nurses working for hospitals in Ho Chi Minh City (HCMC). The study conducts survey with 221 nurses working for hospitals in HCMC by questionnaires. The data was analyzed by techniques: Descriptive statistics, Exploratory Factor Analysis (EFA) and regression analysis. The findings indicate that four factors driving job performance (from strongest to weakest) are Strain-based Family Interference with Work (SFIW), Strain-based Work Interference with Family (SWIF), Time-based Work Interference with Family (TWIF), Time- based Family Interference with Work(TFIW).

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