Motivational Factors and its Influence on the Job Performance of Non-academic Staff in a University

Job performance is one of the most critical topics in literature. Additionally, both managers and researchers paid more attention to this topic due to a crucial role in the success of organizations. There is a limited study conducted in developing countries. Likewise, most of the previous studies focused on organizations and limited studies conducted in the education field. This paper develops a conceptual model for organizational Justice and job performance to fill this gap. The potential participants of this study were academic staff at Iraqi public universities selected depending on stratified sample technic from 9 universities located in Baghdad. Based on the finding of previous studies, the results suggest that organizational justice dimensions are one of the most important factors that influence organizational performance.

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Structured Supervision Propelling Job Performance in Universities: Achieving Goals without Chains

SAGE Open ◽

10.1177/21582440211050375 ◽

2021 ◽

Vol 11 (4) ◽

pp. 215824402110503

Author(s):

Innocent A. Nwosu ◽

Ben Ohuruogu ◽

Joseph O. A. Ekpechu ◽

Ethelbert Okoronkwo ◽

Christiana O. Chukwu ◽

...

Keyword(s):

Job Performance ◽

Academic Staff ◽

Sampling Technique ◽

Strong Relationship ◽

Public University ◽

Descriptive Statistics ◽

Work Attitude ◽

The University ◽

Effective Supervision ◽

Regular Training

The study is aimed at determining how structured supervision of influences work attitude and promotes job performance in universities. This is because the success of any academic institution depends on effective supervision of staff. To achieve the objectives, the study adopted survey research design using interviews and questionnaire. Respondents (107) were selected from different units/departments of a public university in Nigeria through stratified sampling technique. Data were analyzed using descriptive statistics. The study revealed that Junior Non-Academic Staff of the university were poorly supervised, leading to poor job performance. The cause of this is non-application of structured supervision. The study believes in structured supervision, which involves elimination of harsh supervision, enthronement of cordial relationship between workers and their supervisors, regular training of supervisors, promotion of exemplary supervision, and provision of institutional policy on supervision. Therefore, there is a strong relationship between structured supervision and high job performance. As a result, it is important that supervisors are regularly trained to imbibe spirit of structured supervision which will help them to lead their subordinates to achieve high job performance.

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The Effect of Internal Marketing on Job Performance of Academic Staff in The Faculty of Sport Sciences

10.31219/osf.io/daerm ◽

2021 ◽

Author(s):

Nuran Kandaz Gelen

Keyword(s):

Higher Education ◽

Regression Analysis ◽

Job Performance ◽

High Reliability ◽

Academic Staff ◽

Internal Marketing ◽

Hierarchical Regression ◽

Sports Sciences ◽

Effective Service ◽

Positive Effect

In this study, the effect of internal marketing practices on the job performance of academic staff in the sample of faculties of sports sciences was examined. The data were obtained from the academic staff working in the faculties of sports sciences in Turkish Universities. Internal marketing and job performance scales, which have high reliability, were used in the study. The effect of internal marketing on job performance was examined by hierarchical regression analysis. As a result of the analysis, a significant and positive effect of internal marketing practices on job performance was found. Within the framework of this result, it can be suggested that higher education institutions that want to provide an effective service should strategically provide internal marketing practices in order to have academic staff with high job performance.

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Effects of Job Satisfaction on Job Performance and Occupational Commitment

INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY ◽

10.24297/ijmit.v9i1.668 ◽

2014 ◽

Vol 9 (1) ◽

pp. 1472-1480 ◽

Cited By ~ 2

Author(s):

Ismail Bakan ◽

Tuba Buyukbese ◽

Burcu Ersahan ◽

Buket Sezer

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Job Performance ◽

Organizational Climate ◽

Positive Impact ◽

Academic Staff ◽

Occupational Commitment ◽

Academic Administrators ◽

Satisfaction Level ◽

Structured Questionnaire

The paper aims to examine the effect of job satisfaction on the levels of job performance and occupational commitment among academicians in the universities. A structured questionnaire was used as an instrument for data collection, with academic staff in the Kahramanmaras Sutcu Imam University as respondents. The results of regression analysis indicated that job satisfaction has a positive impact on job performance and occupational commitment. Job satisfaction explains the 36.7 percent of job performance, and 48.0 percent of occupational commitment of academic staff. Additionally, occupational commitment has also a positive impact on job performance of academicians and explains 28.7 percent of their job performance. Academic administrators can provide a suitable organizational climate to increase the satisfaction level and thus, occupational commitment and job performance of the academic staff will increase. The results and recommendations in the paper will be of interest to all academic administrators and staff, not only for the Kahramanmaras Sutcu Imam University but also for the academic administrators in all universities.

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Motivational Factors and Job Performance: The Mediating Roles of Employee Engagement

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v11i3.18856 ◽

2021 ◽

Vol 11 (3) ◽

pp. 67

Author(s):

Hussain Almawali ◽

Nor Intan Adha Hafit ◽

Narehan Hassan

Keyword(s):

Public Sector ◽

Job Performance ◽

Employee Engagement ◽

Motivational Factors ◽

Future Research ◽

Ministry Of Education ◽

Government Sector ◽

The Government ◽

The Impact ◽

The Relationship

This research examines the relationship between motivational factors, job performance, employee engagement and the impact of motivational factors on job performance function of employee engagement as a mediator in the government sector in the Sultanate of Oman. A quantitative study methodology was used, and six hypotheses were evaluated using 111 representative government employees from the Ministry of Education. This study is a pilot test. This study uses quota sampling, and Statistical Package for the Social Sciences (SPSS) and path analysis techniques were used for the analysis. The study's findings indicate that these factors have a favorable association, that motivational factors have significant positive relationships with employee engagement and job performance, and that employee engagement acts as a partial mediator in the relationship between motivational factors and job performance. This study is critical for leaders and regulators interested in enhancing job performance in Oman's public sector. This is one of the few studies on the mediating function of employee engagement in the link between motivational variables and job performance. This is the first research of its kind in Oman for the public sector. Other motivational variables could be examined and evaluated in the private sector in Future research.

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Organizational justice and job performance of academic staff at public universities in Iraq

SKYLINE BUSINESS JOURNAL ◽

10.37383/sbj160102 ◽

2020 ◽

Keyword(s):

Job Performance ◽

Organizational Justice ◽

Public Universities ◽

Academic Staff

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Assessing the outcomes of the higher education mergers in South Africa: Implications for strategic management

Acta Commercii ◽

10.4102/ac.v13i1.175 ◽

2013 ◽

Vol 13 (1) ◽

Cited By ~ 7

Author(s):

Cecil A. Arnolds ◽

Regina N. Stofile ◽

Riyaadh Lillah

Keyword(s):

Higher Education ◽

Job Performance ◽

South African ◽

Academic Staff ◽

Organisational Commitment ◽

Comprehensive Universities ◽

Staff Members ◽

Educational Environments ◽

Higher Education Mergers ◽

South African Higher Education

Objective of the study: The objective of this study is to investigate the relationship between perceived merger outcomes, employee organisational commitment and employee job performance in South African higher education institutions.Problem investigated: High levels of negativity towards the mergers have initially been reported. The unbundling of certain mergers has been mooted. The outcomes of these mergers must therefore be evaluated.Methodology: A total of 329 questionnaires were collected from academic and non-academic staff at three comprehensive universities. Descriptive statistics were calculated and multiple regression analysis was conducted.Findings: The empirical results show, amongst other things, that (1) perceptions about merger goal success are significantly related to the organisational commitment and job performance intentions of employees, (2) organisational commitment levels are average and should be increased, (3) perceptions about workload fairness are significantly related to the organisational commitment of employees, and (4) employees have experienced an increased workload.Value of study: The study emphasises the necessity of the continual management of merger goal successes, workload distributions, and administration processes and resources (especially an empowered staff) in the pursuit of stable educational environments in these institutions.Conclusion: Managers of higher education institutions should pursue prudent strategic financial spending and continuously manage the job performance intent and organisational commitment of their staff members. If this is not done, positive perceptions of merger successes could decrease. Such a situation could perpetuate unstable conditions at already affected merged institutions and even cause stable ones to deteriorate.

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NEXUSES OF ETHICAL LEADERSHIP, JOB SATISFACTION AND JOB PERFORMANCE IN ACADEMIA OF KHYBER PAKHTUNKHWA PAKISTAN

December 2020 - Gomal University Journal of Research ◽

10.51380/gujr-37-02-06 ◽

2021 ◽

Vol 37 (02) ◽

pp. 179-194

Author(s):

Anwar Khan ◽

Muhammad Anwar Khan ◽

Sajjad Ahmad Jan

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Ethical Leadership ◽

Quantitative Data ◽

Socioeconomic Development ◽

Academic Staff ◽

Performance Standards ◽

Cross Sectional ◽

Cross Sectional Design ◽

Dynamic Links

Nowadays universities are going through the transition due which new performance standards have been created. In such situation, performance of employees can be enhanced through effective ethical leadership. The current study has examined the dynamic links between job satisfaction, job performance and ethical leadership in the academia of Pakistan. Using a cross sectional design, quantitative data were collected from 150 academic staff working in three universities. Data were analyzed both by descriptive and inferential statistics. The results showed that four characteristics, i.e., practicing preacher; safe haven creator; moral motivator and ethical justice were positively associated with job performance, whereas this link was partially mediated by job satisfaction. The results obtained were in a strong concurrence with the existing literature. Hence, universities of Pakistan should focus on developing ethical leadership among their employees. In this way, universities can grow and contribute towards the socioeconomic development of Pakistan.

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