scholarly journals Participation in Activities and Autonomy with an Impact toward Task Performance and Contextual Performance among Engineers

2019 ◽  
Vol 14 (12) ◽  
pp. 79
Author(s):  
Nasina Mat Desa ◽  
Muhammad Hasmi Abu Hassan Asaari ◽  
Azley Abd Razak
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Contextual Performance ◽  
Human Resource Managers ◽  
Manufacturing Companies ◽  
Work Related ◽  
Resource Managers ◽  
The Impact ◽  
The Relationship ◽  
Moderate Relationship

This study explores the relationship and the impact of the participation in related activities and autonomy of job performance toward task performance and contextual performance of job performance. The study was conducted on the electrical and electronics (E&E) engineers in the Bayan Lepas Free Trade Zone, Penang. Self-administered questionnaires were distributed through the E&E manufacturing companies’ human resource managers. A total of 1,100 questionnaires were distributed that adapted and adopted the research tools of Govino on participation in related activities, Conway and Monks on autonomy, Williams and Anderson on task performance, and Hochwarter et al. on contextual performance. A total of 181 were returned but 150 questionnaires were useable for this study. A factor analysis was conducted on all variables of the study. Interestingly, participation in work-related variables had been divided into participation in HR-related activities and participation in work-related activities. Results indicated that participation in HR-related activities had no association with task performance but had a low relationship with the contextual performance. Furthermore, the participation in work-related activities had no relationship with both, the task performance and the contextual performance. Finally, the engineers indicated that their autonomy had a low relationship with the task performance and moderate relationship with the contextual performance.

scholarly journals Pay for Performance, Performance Management, and Internal Promotional Opportunities of Human Resource Practices with Job Performance

2019 ◽  
Vol 15 (1) ◽  
pp. 49
Author(s):  
Nasina Mat Desa ◽  
Muhammad Hasmi Abu Hassan Asaari
Keyword(s):  
Job Performance ◽  
Performance Management ◽  
Task Performance ◽  
Human Resource ◽  
Pay For Performance ◽  
Contextual Performance ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Manufacturing Companies ◽  
The Impact

This study explores the relationship and the impact of pay for performance, performance management, and internal promotional opportunities of human resources practices toward task performance and contextual performance of job performance. The study was conducted on the electrical and electronics (E&E) engineers in the Bayan Lepas Free Trade Zone, Penang. Self-administered questionnaires were distributed through the E&E manufacturing companies’ human resource managers. A total of 1,100 questionnaires were distributed that adapted and adopted the research tools of Rhoades et al. on pay for performance, Allen et al. on performance management, Wayne et al. on internal promotional opportunities, Williams and Anderson on task performance, and Hochwarter et al. on contextual performance. A total of 181 were returned but 150 questionnaires were useable for this study. The engineers indicated that only the internal promotional opportunities had a relationship with task performance and contextual performance. On the other hand, pay for performance and performance management had a relationship with contextual performance but not with task performance. Moreover, engineers indicated that none of the human resource practices, namely pay for performance, performance management, and internal promotional opportunities, had an impact on both of their job performance, namely task performance and contextual performance.

scholarly journals The application of personality traits model on the freight forwarding service industry

2016 ◽  
Vol 1 (3) ◽  
pp. 231-252 ◽  
Author(s):  
Kuo-Chung Shang ◽  
Ching-Cheng Chao ◽  
Taih-Cherng Lirn
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Task Performance ◽  
Psychological Assessment ◽  
Contextual Performance ◽  
Logistics Industry ◽  
Content Type ◽  
Neo Personality Inventory ◽  
Freight Forwarding ◽  
The Relationship

Purpose The purpose of this study aims to investigate the relationship between employees’ personality traits and their job performances (including task performance and contextual performance) of Taiwanese freight forwarders by using responses from a NEO Personality Inventory-Revised Form (NEO-PI-R) questionnaire survey. Design/methodology/approach One of the most popular personality trait model is the five-factor model (FFM), which includes the big five domains, namely, openness, conscientiousness, extraversion, agreeableness and neuroticism (OCEAN). Each of these five domains includes six facets. Previous researchers have used OCEAN factors to describe the relationship between human personality and job performance. NEO Personality Inventory is a professional psychological assessment instrument published by psychological assessment resources. Multivariate analysis technique and regression technique are used to analyze surveyees’ responses. Findings Research results reveal the following four issues. The seniority of employees in a company has a positive relationship with their conscientiousness. Employees with higher score on the facets of the neuroticism domain have a negative correlation with their task performance and contextual performance. The relationship between employees’ openness to experience and job performance (both task performance and contextual performance) is not significant. Employees’ seniority has a positive correlation with both their task performance and contextual performance. In a nutshell, freight forwarding industry in Taiwan can use the facets in the neuroticism domain to screen and recruit appropriate job applicants. In addition, retaining senior employees could increase a forwarder’s task performance and contextual performance by their high degree of conscientiousness. Originality/value FFM model is a psychological theory dealing with the personality traits and human behavior. Freight forwarding is a labor-intensive business and is one of the most important sectors in the logistics industry. According the authors’ knowledge, the application of FFM on the logistics industry is simply not existed.

Workplace Arrogance and Job Performance

2018 ◽  
pp. 83-116
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Self Efficacy ◽  
Theoretical Study ◽  
Contextual Performance ◽  
Two Dimensions ◽  
Theoretical Contribution ◽  
The Relationship

This chapter is an attempt to clarify the relationship between workplace arrogance and job performance. Thus, the authors focus and define a set of four fundamental concepts—task performance, contextual performance, social support, and self-efficacy—in order to examine and explore this relationship. Hence, the main result of this theoretical study is that workplace arrogance is negatively related to job performance. Although this finding could be considered as a theoretical contribution, more studies are requested to investigate the specific relationship between workplace arrogance and job satisfaction with its two dimensions: task and contextual factors.

Emotional intelligence and job performance: the role of psychological well-being

2016 ◽  
Vol 9 (4) ◽  
pp. 428-442 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Well Being ◽  
Multiple Mediation ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O). Design/methodology/approach This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach. Findings The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I. Research limitations/implications The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance. Practical implications Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work. Originality/value The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

scholarly journals Efficacy of E-recruitment Practices on Employee Retention in Multinational Corporations

2019 ◽  
Vol 16 (1) ◽  
pp. 161-171
Author(s):  
Solomon Akpoviroro Kowo ◽  
Olusegun Adeleke ObaAdenuga ◽  
Olalekan owotutu Sabitu
Keyword(s):  
Multinational Corporations ◽  
Human Resource ◽  
Employee Retention ◽  
Human Resource Managers ◽  
Corporate Websites ◽  
Recruitment Practices ◽  
Resource Managers ◽  
The Social ◽  
The Impact ◽  
The Relationship

Abstract Research Purpose. The human resource function of firms is faced with the challenges of identifying recruitment practices that contribute to employee retention as a recruitment outcome. The aim of the study was to examine the relationship between E-recruitment practices and employee retention of multinational corporations (MNCs) in Nigeria. Design/Methodology/Approach. Two research questions were posed for the study and two hypotheses formulated in line with the objectives. Questionnaires were administered to the selected population of the Unilever Nigeria Plc. Corporate websites and commercial websites sites were the E-recruitment practices used to analysed their influence on employee retention. The data were analysed using manual and electronic based methods through the data preparation grid and statistical package for the social science, (SPSS). The study made use of statistical tools such as regression analysis in testing hypothesis and analysis of variance (ANOVA), which helped in the interpretation of results. Findings The research use analysis to estimate trends that corporate websites and commercial websites were significant in explaining employee retention. The results of this study confirm existing literature that argues for a positive relationship between the two variables. The results also portray that human resource managers should have an understanding of the relationship between E-recruitment practices and employee retention. Originality/Value/Practical implications. The study seeks to contribute to existing literature on E-recruitment practices and employee retention. The practical justification would be useful to human resource practitioners by making them aware of the current E-recruitment practices and the impact of its implementation to a firm’s level of employee retention

scholarly journals Successful Workplace Learning: Moderating Effect of Organizational Culture

2013 ◽  
Vol 3 (4) ◽  
pp. 1
Author(s):  
Younes Daryoush ◽  
Abu Daud Silong ◽  
Zohara Omar ◽  
Jamilah Othman
Keyword(s):  
Organizational Culture ◽  
Job Performance ◽  
Cultural Values ◽  
Task Performance ◽  
Workplace Learning ◽  
Contextual Performance ◽  
Moderating Effect ◽  
Positive Outcomes ◽  
The Relationship ◽  
And Task

A main point of this study was that successful workplace learning is depended on workplace environment and its relationship with job performance will be improved in certain organizational culture values and practices. We hypothesized that the relationship between formal, informal and incidental workplace learning with task and contextual performance would be higher in result-oriented cultures. These two hypotheses were supported. We further hypothesized and found support that workplace learning and task performance relationships are stronger in combined outcome- and innovation-oriented cultures. Our results indicate that these two cultural values complement each other in facilitating positive outcomes for workplace learning.

scholarly journals Impact of digital transformation on the individual job performance of insurance companies in Peru

2020 ◽  
pp. 337-346
Author(s):  
Carla Victoria Guzmán-Ortiz ◽  
Nohelia Gabriela Navarro-Acosta ◽  
Wilmer Florez-Garcia ◽  
Wagner Vicente-Ramos
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Customer Service ◽  
Contextual Performance ◽  
Digital Transformation ◽  
Insurance Companies ◽  
Service Experience ◽  
Counterproductive Behavior ◽  
The Individual ◽  
The Impact

The objective of this study was to analyze and determine the impact of digital transformation on the individual job performance of insurance companies in Peru. The deductive inferential scientific method of explanatory level was used, with a non-experimental design, to four insurance companies that operate in the regions of Arequipa, Cusco, Iquitos, Lima, Tacna and Trujillo. The results generated by structural equations show that customer service experience (CSE), based on digital transformation, had a positive impact on task performance (p ≤ 0.05) and contextual performance (p ≤ 0.05); in contrast, the customer service experience (CSE), based on digital transformation, was found to have no impact on counterproductive behavior (p≥ 0.05). In relation to the collaborator's capabilities (CC) based on digital transformation, the results reveal that it had a significant influence on task performance (p ≤0.05) and contextual performance (p ≤ 0.05), while it did not have any impact on counterproductive behavior (p ≥ 0.05). Likewise, processes based on digital transformation (P) significantly influence task performance (p ≤ 0.05) and contextual performance (p ≤ 0.05), unlike counter-productive behavior that did not present a causal link with the processes (p> 0.05). Finally, the business model based on digital transformation (BM) had no implications for task performance (p> 0.05), contextual performance (p> 0.05) and counterproductive behaviors (p> 0.05). The conclusion of the study indicates that the customer service experience, the collaborator's capabilities and processes based on digital transformation contribute to the performance and contextual performance of the workers of the insurance companies in Peru.

scholarly journals De (on)gelukkige relatie tussen Covid-19 en werkgeluk

2021 ◽  
Vol 24 (3) ◽  
pp. 1-20
Author(s):  
Rosalie Reichardt-Mulder ◽  
Lieke Bezemer ◽  
Ming Ebbinkhuijsen
Keyword(s):  
Work Rate ◽  
Human Resource Managers ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Work From Home ◽  
Resource Managers ◽  
Major Predictor ◽  
Average Happiness ◽  
The Impact

SUMMARY In March 2020 a lockdown was announced due to the Covid-19 outbreak. As a result, most employees were asked to work from home. Shortly after the lockdown, a questionnaire survey was conducted among 314 workers. This questionnaire was about happiness at work experienced before the outbreak of Covid-19 and during the (full or partial) lockdown. This provided information about the influence of Covid-19 and the associated working from home on employee happiness at work. This study examines the impact of the Covid-19 crisis and a number of other factors on people’s happiness at work. In short, it can be stated that people in the Netherlands rate their happiness at work as more than satisfactory. In the period of Covid-19, however, the average happiness at work rate decreased. Both personal and work-related factors influence happiness at work. Respondents’ mental health is a major predictor of happiness at work. Work-related factors that influence happiness at work are: autonomy, competence, relatedness and social support from the supervisor. Also, social environment influences happiness at work during the Covid-19 crisis. Employees without a partner appeared to be most vulnerable. This has implications for managers and Human Resource Managers within organizations in order to effectively facilitate these groups of employees.

scholarly journals The Moderating Effect of Organisational Culture on the Relationship Between Workplace Learning and Employees’ Performances in the United Arab Emirates

2020 ◽  
Vol 6 (2) ◽  
pp. 96
Author(s):  
Faisal Ahmed Ali Al-Hammadi ◽  
Ahmad Amri Zainal Adnan
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
United Arab Emirates ◽  
Workplace Learning ◽  
Positive Relationship ◽  
Contemporary Literature ◽  
Contextual Performance ◽  
Moderating Effect ◽  
New Knowledge ◽  
The Relationship

The purpose of the current study was to elaborate the moderating effect of culture on workplace learning and employees’ performances in the United Arab Emirates. The study had a purpose to contribute new knowledge to the existing literature available on the workplace learning and job performances. It also highlighted the contemporary literature on the topic specifically formal and information learning, as well as, performance related to tasks and contextual. The research explained and highlighted the role of training and development on employees’ performances to improve the quality of task process. An empirical study was conducted and data was collected through questionnaire to obtain the results. The present study aimed to contribute to new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analysed contemporary literature on workplace learning and job performances, specifically formal and informal learning as well as employee task performance and contextual performance. The study hypothesized that informal, incidental and formal workplace learning had direct positive significant relationships with employee task and contextual performance. Findings of the study developed that adopting effective techniques of workplace learning, and techniques can improve employees’ performances. The study, further, showed that the Informal, formal and incidental workplace learning had direct and positive impact on employee task and contextual performance. The study showed that there is a significant positive relationship between workplace learning including formal, informal and incidental learning, and job performance including task performance, contextual performance and counterproductive work behaviour. It was also found that there was a positive relationship between result-oriented cultures with two types of job performance but there was a significant relationship between team orient culture and task performance. Furthermore, the moderating effect of innovation, communication and people-oriented culture on the relationship between incidental workplace learning and contextual performance was significant.

Effects of Emotional Labor and Adaptive Selling Behavior on Job Performance

2016 ◽  
Vol 44 (5) ◽  
pp. 801-814 ◽  
Author(s):  
Xifeng Wang ◽  
Guocai Wang ◽  
Wee Chow Hou
Keyword(s):  
Job Performance ◽  
Emotional Labor ◽  
Human Resource Managers ◽  
Surface Acting ◽  
Deep Acting ◽  
Adaptive Selling ◽  
Resource Managers ◽  
Adaptive Selling Behavior ◽  
The Right ◽  
The Relationship

We examined the effects of salespersons' emotional labor strategies on adaptive selling behavior and individual job performance in the direct selling industry. Participants were 254 salespeople who completed measures of deep acting, surface acting, adaptive selling behavior, and job performance. The analysis results showed that salespersons' deep acting was positively related to adaptive selling behavior and job performance, whereas salespersons' surface acting was negatively related to adaptive selling behavior and job performance. In addition, adaptive selling behavior partially mediated the relationship between emotional labor strategies and job performance. These suggestions will allow human resource managers to select the right employees and prepare them to meet customers' varied requirements through using deep acting, demonstrating adaptive selling behavior, and minimizing the detrimental effect of surface acting as much as possible.

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