A Call for More Research on the Relationship Between Intelligence and Job Performance: Non-Task Performance, Non-Euro-American Contexts, and the Science-Practice Gap

PurposeThe aim of the present study was to examine the association of subordinate-oriented strengths-based leadership (SSBL) with subordinates’ job performance (task performance and innovative behavior) as well as the meditating role of supervisor–subordinate guanxi (SSG) in these relationships.Design/methodology/approachSelf-report data on SSBL, SSG, task performance and innovative behavior were gathered from 642 Chinese employees working in various Chinese enterprises. Structural equation modeling was used to analyze the data.FindingsThe results indicated that SSBL is positively related to subordinates’ job performance (task performance and innovative behavior). Furthermore, SSG partially mediated the relationship of SSBL with task performance and with innovative behavior.Originality/valueThis study is the first to empirically examine the relationship of SSBL with job performance. In addition, this study adds to the knowledge on the SSBL–job performance linkage by investigating the mediational effect of SSG on the relationship.

Download Full-text

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

Maritime Business Review ◽

10.1108/mabr-09-2016-0021 ◽

2016 ◽

Vol 1 (3) ◽

pp. 231-252 ◽

Cited By ~ 2

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.

Download Full-text

ADHD and its Effects on Job Performance: A Moderated Mediation Model

Spring - Revista Caribeña de Psicología ◽

10.37226/rcp.2020/01 ◽

2020 ◽

Vol 4 (1) ◽

pp. 1-25

Author(s):

Ernesto Rosario-Hernández ◽

Lillian Rovira-Millán

Keyword(s):

Job Performance ◽

Task Performance ◽

Organizational Citizenship ◽

Work Engagement ◽

Structural Equation ◽

Equation Modeling ◽

Work Behaviors ◽

Productive Work ◽

The Relationship

The purpose of the present study was to examine the effects of ADHD on job performance and the possible me-diating role of work engagement and moderating role of gender. Hypotheses testing were performed using structural equation modeling base on PLS-SEM approach applied to a sample of 448 employees from different organizations in Puerto Rico. The results shown that ADHD has a direct effect on task performance and counter-productive work behaviors, but none on organizational citizenship behaviors. Meanwhile, the relationship be-tween ADHD and task performance/organizational citizenship behavior were mediated by work engagement. On the other hand, gender moderated the relationship between ADHD and counterproductive work behaviors on which males were more strongly to show counter-productive work behaviors under high levels of ADHD than females. Findings are discussed in the light of their theoretical and practical implications for future studies.

Download Full-text

The effect of personality on task performance and adaptive performance

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v29i4.607-630 ◽

2016 ◽

Vol 29 (4) ◽

pp. 607-630

Author(s):

TaeYong Yoo ◽

ChaeRyeong Lee

Keyword(s):

Job Performance ◽

Task Performance ◽

Job Crafting ◽

Mediation Effect ◽

Future Research ◽

Adaptive Performance ◽

Mediating Effects ◽

Performance Task ◽

Moderation Effect ◽

The Relationship

The first purpose of this study was to investigate the effect of personality(extraversion, openness, conscientiousness) on job crafting. The second purpose was to examine the effects of job crafting on task performance and adaptive performance. The third purpose was to examine the mediating effects of job crafting on the relationship between personality(extraversion, openness, conscientiousness) and job performance(task performance, adaptive performance). The last purpose was to testify the moderating effect of the leader’s empowering behavior on the relationship between personality(extraversion, openness, conscientiousness) and job crafting. Data were collected from 167 employees who were working in a variety of organizations in Korea by the survey research method. Both task performance and adaptive performance were rated by others(peer or supervisor). The result of this study showed that the relationship between personality(openness, conscientiousness) and job crafting, and the relationship between job crafting and job performance(task performance, adaptive performance) were significantly positive. Also, the job crafting had full mediation effect on the relationship between personality(openness, conscientiousness) and job performance(task performance, adaptive performance). Leader’s empowering behavior had moderation effect on the relationship between conscientiousness and job crafting. That is, the positive relationship between conscientiousness and job crafting was stronger when leader’s empowering behavior was lower rather than higher. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

Download Full-text

Workplace Arrogance and Job Performance

Analyzing Workplace Arrogance and Organizational Effectiveness - Advances in Human Resources Management and Organizational Development ◽

10.4018/978-1-5225-5525-4.ch004 ◽

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.

Download Full-text

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

International Journal of Workplace Health Management ◽

10.1108/ijwhm-04-2016-0031 ◽

2016 ◽

Vol 9 (4) ◽

pp. 428-442 ◽

Cited By ~ 9

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.

Download Full-text

An empirical analysis of the effects of humor on communication satisfaction and job performance in international joint ventures in Iran

Journal of Management & Organization ◽

10.1017/jmo.2016.19 ◽

2016 ◽

Vol 24 (2) ◽

pp. 295-311 ◽

Cited By ~ 6

Author(s):

Mohammad Jalalkamali ◽

Mohammad Iranmanesh ◽

Davoud Nikbin ◽

Sunghyup Sean Hyun

Keyword(s):

Job Performance ◽

Task Performance ◽

Joint Ventures ◽

Communication Satisfaction ◽

International Joint Ventures ◽

Relational Communication ◽

Performance Task ◽

International Joint ◽

The Relationship ◽

And Task

AbstractThis study investigates the relationships between humor (frequency and effectiveness), communication satisfaction (informational and relational), and employee job performance (task and contextual) in international joint ventures in Iran. Based on a survey of 375 employees and their supervisors in two of the biggest joint ventures in the automotive industry in Iran, the results indicate that the frequency of humor had significant positive effects on contextual and task performance as well as on informational and relational communication satisfaction. In addition, informational communication satisfaction was significantly related to both contextual performance and task performance, whereas relational communication satisfaction was related only to task performance. Finally, informational communication satisfaction mediated the relationship between the frequency of humor and job performance (task and contextual), while relational communication satisfaction mediated the relationship between the frequency of humor and task performance.

Download Full-text

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

International Journal of Business and Management ◽

10.5539/ijbm.v14n12p79 ◽

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.

Download Full-text

Being Oneself and Doing Great

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000246 ◽

2020 ◽

Vol 19 (2) ◽

pp. 75-85

Author(s):

Jie (Yonas) Ma ◽

Aditi Rabindra Sachdev ◽

Xixi Gu

Keyword(s):

Job Performance ◽

Task Performance ◽

Autonomous Motivation ◽

Underlying Mechanism ◽

Work Outcomes ◽

Supportive Leadership ◽

Research Findings ◽

The Relationship ◽

And Task

Abstract. The experience of authenticity is conducive to job performance. However, research has not examined the underlying mechanism. Additionally, knowledge about the antecedents of authenticity is limited, and research findings regarding the relationship between authenticity and work outcomes are exclusively at the between-person level. To advance the research on authenticity at work, the current study investigated the motivation process through which authenticity influences job performance and examined the role of supportive leadership in facilitating authenticity. We tested the hypotheses at both the between-person and within-person levels and found convergent results. Autonomous motivation mediated the positive relationship between authenticity and task performance/work proactivity, and supportive leadership was found to positively predict authenticity. Theoretical implications and managerial suggestions are discussed.

Download Full-text

Successful Workplace Learning: Moderating Effect of Organizational Culture

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v3i4.4180 ◽

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.

Download Full-text