The Role of Job Satisfaction in Mediating the Effect of Competency and Perceived Organizational Support on Education Performance: An Evidence from the Muhammadiyah University of Jember, Indonesia

Education personnel in higher education have an important role to support performance, so it is necessary to know the factors that affect performance. Efforts to improve performance by understanding organizational behavior. Organizational behavior will affect work behavior, including competence, Perceived organizational support and job satisfaction. The population of this research is 120 educational staff. The sampling method of this research is saturated sample. Data analysis used the Partial Least Square (PLS) method with SmartPLS software. The results in this study are all accepted hypotheses, both direct and indirect effects. Competency variables have a direct effect on job performance and satisfaction, Perceived organizational support have a direct effect on job performance and satisfaction. Job satisfaction has a direct effect on performance, job satisfaction acts as a mediating variable on the influence of competence on performance and the influence of perceived organizational support on performance. Suggestions in this study to improve competence need to provide training and provide career development to education personnel.

Effects of Motivation on Staff Performance and Job Satisfaction in The University of Ilorin Library

This study examined the effects of motivation on job satisfaction and performance of librarians in University of Ilorin Library. It was observed that many employers have attempted several programs to motivate their employees, yet they have not worked for every category of staff in the library. Descriptive survey design was adopted for the study. The population of the study was made up of professional and paraprofessional librarians, which totaled 46 librarians. Relevant data for the study was collected using questionnaire and a total of 41 out of 46 copies of the questionnaire distributed were returned and found usable for the analysis, which was done by simple percentages and frequency tables. The finding revealed that librarians in job performance can be judged based on time taken to complete task, as well as the accuracy and quality of the work done. The finding confirmed that motivational factors such as opportunity for promotion, good working condition, involvement at work, promotion and financial reward affects the job performance and satisfaction of library staff. The finding revealed that job satisfaction has great influence on job performance. the findings also revealed that general job satisfaction exist among the librarians studied. The study concluded that staff performance and job satisfaction of library staff is dependent on motivation. The study recommended that, the existing constituents of job performance and satisfaction should be sustained/improved by ensuring well-set library goals, increment in salary, existence of training opportunity, sincere and annual appraisal, concrete job description and opportunity to participate in decision-making.

Negative Social Ties: Prevalence and Consequences

Recent decades have seen a surge of interest in negative ties and the negative aspects of social relationships. Researchers in different fields have studied negative ties and their consequences for various individual outcomes, including health and well-being, social status in schools and other organizations, and job performance and satisfaction, but they have mainly done so in disconnect. The result is a dearth of theoretization, manifested in a multitude of concepts and measures, that has made synthesis difficult and left numerous questions unanswered. By critically assessing these literatures, this review maps unresolved issues and identifies important lacunae in current investigations of negative ties. It is organized around three key issues: What are negative ties? How prevalent are they and where do they come from? And what are their consequences? The review concludes by proposing an agenda for future research. Expected final online publication date for the Annual Review of Sociology, Volume 47 is July 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

The Credibility of Goal Priming Research in Work and Organizational Psychology

Four criteria attest to the credibility of subconscious goal effects on organizational related behavior. First, the findings support hypotheses derived from goal setting theory. Second, the empirical experiments, conducted in both laboratory and field settings, have both internal and external/ecological validity. The dependent variables include brainstorming, negotiations, task/job performance, and satisfaction with customer service. Third, the results of these experiments have been shown to be robust with regard to exact and conceptual replications. Fourth, a meta-analysis has shown the practical as well as the theoretical significance of these findings. A goal primed in the subconscious and a consciously set goal have additive effects on job performance and negotiations.

Emotional Labor in Health Care: The Moderating Roles of Personality and the Mediating Role of Sleep on Job Performance and Satisfaction

The objective of this study is to investigate the effects of emotional labor on job performance and satisfaction, as well as to examine the mediating effect of sleep problems and the moderating effects of personality traits. A time-lagged study was conducted on 864 health professionals. Scales for emotional labor, sleep, personality traits, and job satisfaction were used and job performance data was obtained from records maintained by human resources. Structural equation modeling was performed to investigate the relations. Sleep problems only partially mediated the relationship between surface acting and job satisfaction but completely mediated the relationship between surface acting and job performance. Several personality traits were shown to moderate the relationship between surface acting and sleep problems. The effects were stronger for people with low agreeableness and high neuroticism. The relationship between high levels of deep acting and low levels of sleep problems was more pronounced in individuals with low extraversion. Supervisors should be conscious of emotional labor in the work context and provide necessary deep acting training to facilitate emotional regulation.

Mentoring as Correlate of Self Confidence and Job Satisfaction: A Psychological Perspective

Purpose: This article developed from a presentation at the national Conference of Nigerian Psychological Association which took place at the Ile-Ife under the auspices of IfePsychologia Centre, Department of Psychology, Obafemi Awolowo University in 2014. The theme of the conference was on mentoring and development. Consequently, this research paper was aimed at portraying how mentoring mediates in human development as it may lead to job satisfaction and enhanced output.Methodology: An instrument called “Inventory on Mentoring as Correlate of Self-Confidence and Job Satisfaction was used to gather data which was analysed and interpreted, using the arithmetic percentage to calculate the differences in the number of respondents and their implications in job performance.Results: This study has proved that the art of mentoring is inherent in counselling psychology, personnel psychology and human development; this makes the mentor a counsellor, a consultant and a cheerleader, who provides support and enthusiasm for his/her team. S/He provides guidance based on experience and s/he demonstrates problem solving qualities and helps the mentee uncover his/her hidden potential. There is no doubt that mentoring can improve an individual’s job performance and satisfaction since the output is enhanced; nevertheless, a worker that is not self-motivated and has a disposition that undermines the learning process may not benefit much from the process. The mentor at a place of work who wants to maximise effort for optimal outcomes may drive hard on the mentee.Unique contribution to theory, practice and policy: It is recommended that teachers and other facilitators should undergo training in mentoring so that they can better handle the learners. There should be better interrelationship and team spirit when the cheerleader, the mentor is given the room to make an impact. In government, new politicians should be properly mentored by the older ones on the jobs that there can be continuity and projects will be accomplished without rancour or ethnic prejudices as in African countries. In particular, the police force, security operative’s road safety officers should be properly mentored so that they are not sadists who desire to impose on people without a rational justification for doing so.

A CONCEPTUAL UNDERSTANDING OF THE IMPACT OF EMPLOYEE TRAINING PROGRAMS ON JOB PERFORMANCE AND JOB SATISFACTION IN THE TELECOMMUNICATION COMPANIES IN MALAYSIA

<p>Presently, many companies are confronted with tribulations while operating in a tempestuous business atmosphere; this is combined with the global pandemic, which is Covid-19, that has deteriorated the potency of the businesses. The telecommunication companies in Malaysia were also affected during these conditions. Therefore, a vital stratagem for the telecommunication firms to attain competitive advantage is through training programs conducted for all its employees throughout the various sections in the organization in order to beat this present obstacle. The objective of this research is to uncover if training influences job performance and job satisfaction which are two critical factors that guarantee the survival and growth of the telecommunication firms. Therefore, to realize the aim of this study, the survey technique is applied to cultivate a detailed profile which will be distributed to employees of three leading telecommunication cooperates in Malaysia. This study will use quantitative methods to generate empirical results and substantiations that responded to the research questions. The literature section scrutinized the areas of training, job performance, and job satisfaction to fill the gap and to determine the influence of training programs on job performance and satisfaction of employees. Therefore, the findings of this study could perhaps aid other corporations in Malaysia to instil continuous and well-planned training programs and not to take for granted the significance of training to improve job performance and satisfaction during the times of environmental turbulence. Thus, this could ensure that competitive strength is unceasingly maintained in the telecommunication firms in Malaysia.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0646/a.php" alt="Hit counter" /></p>