E-work evaluation through work–life balance, job effectiveness, organizational trust and flexibility: evidence from Kosovo during COVID-19

PurposeThis study aims to assess e-working remotely from the perspective of online workers based on important theoretical aspects that have been found to have an impact in this regard. Specifically, the study examines the influence that work–life balance, job effectiveness, organizational trust and flexibility have on e-workers experience in terms of satisfaction.Design/methodology/approachFor this research, the E-Work Life (EWL) scale, which consists of 17 questions and yields four critical dimensions, namely work–life balance, job effectiveness, organizational trust and flexibility, was adapted to measure remote e-working experience. Data were collected by sending the electronic questionnaire link to e-workers. In order to define the factorial structure and test whether the data fit the hypothesized measurement model, factor analysis was initially conducted on a sample of 230 e-workers. The relationship between EWL scale variables and e-worker experience was examined using order logit model.FindingsThis paper initially provides the validity and reliability of the EWL scale. Exploratory factor analysis optimally supported three factors and 13 items in contrast to the original scale. The influence that the remaining structure comprised of work–life balance, job effectiveness and flexibility has on e-worker experience was also measured. Results indicate that work–life balance and job effectiveness have a positive influence on e-workers satisfaction with online working, while flexibility does not show a positive association in this regard. Of the three variables, job effectiveness shows to be the most influential factor for e-worker satisfaction.Research limitations/implicationsFor the nature of this study, a larger sample size would have been more preferable. It must also be noted that the study took place in circumstances of the COVID-19 pandemic where social activities were limited, and this could have interfered with employees' emotions to some level and ultimately with their evaluation of e-work. It is suggested that further research be conducted.Practical implicationsOwing to the increasing occurrence of these working practices worldwide, particularly with the COVID-19 situation, this study, through its' findings, contributes to a broader knowledge on successful implementation of e-work environments. It helps individuals to comprehend crucial e-work-related issues and supports organizations to identify areas for improvement, so that effective strategies can be developed to increase productivity while supporting worker's well-being and satisfaction at the same time.Originality/valueThis paper addresses a previously identified need for further validation of the newly developed EWL scale in a different setting and with a new sample. At the same time, it adds to the understanding of the impact of important dimensions previously shown to affect e-worker satisfaction with online working.

A Study on the Exploration of the Constructs of Job PerformanceBased on Task Performance, Contextual Performance,Adaptive Performance and Counterproductive Work Behavior

The purpose of this study was to (1) propose and validate the integrative job performance model composed of task performance, contextual performance, adaptive performance, and counterproductive work behavior (CWB), which have been identified as major dimensions of job performance in existing research, (2) explore the possibility of G factor in the 4 dimensions based on the integrative model, and (3) compare differences in the antecedents of personality variables and criteria of job effectiveness to confirm independence among performance dimensions. A total of 649 employees from various organizations participated in two online surveys. The main results were as follows. First, the factor structures of individual performance dimensions were examined through exploratory and confirmatory factor analysis before verifying the integrated model. A single factor structure for task performance and two-factor structure for CWB aimed at individuals (CWB-I) and organizations (CWB-O) were identified. Both contextual and adaptive performance were shown to have a hierarchical factor structure. Specifically, contextual performance consists of the 3-6 factor structure of individual-oriented (help-cooperation and consideration-courtesy), organization-oriented (organizational support and compliance), and conscientious-initiative (persistence-initiative and self-development). For adaptive performance, the 2-5 factor structure was extracted. That is, the five factors of adaptive performance are divided into two factors of reactive (coping, interpersonal adaptation, and stress) and proactive (creativity and learning). The integrative job performance model of task performance, contextual performance, adaptive performance, and CWB was verified. The hierarchical factor structure of the integrated model composed of the sub-factors of each performance dimension was also confirmed. Second, the Average Variance Extracted (AVE) demonstrated that the variance of G factor is 62.0%, supporting the presence of G factor in performance. Third, the differences were found in both antecedents of personality (HEXACO and dark personality factors) and criteria of job effectiveness (wage, promotion, job satisfaction, job engagement, burnout, and turnover intention) among the 4 dimensions of job performance. indicating the discriminant validity of performance dimensions. Finally, the implications and limitations of this study were discussed based on the above findings.

LINKING SOFT SKILLS TO BUSINESS EDUCATION TEACHERS’ JOB EFFECTIVENESS IN ILORIN METROPOLIS SECONDARY SCHOOLS

Soft skills are regarded as combination of social, emotional, communication and personal skills which promote workplace effectiveness regardless of qualifications or knowledge acquired. This paper linked soft skills to business education teachers’ job effectiveness. Three research questions guided the study. The study population includes all the secondary school principals, Vice-principals, Heads of Department and students that offer business education-related subjects in Ilorin Metropolis, Nigeria. Random sampling and stratified techniques were used to select 316 participants. We used adapted structured questionnaires tagged “Teachers’ Soft Skills Questionnaire (TSSQ)” and Business Education Teachers’ Job Effectiveness Questionnaire (BETJEQ). We used descriptive statistics to answer the research questions and Pearson Products Moment Correlation (PPMC) to test hypotheses. We found the level of business education teachers’ soft skills and their job effectiveness to be high at 70.6% & 64.6 %. Also, the result revealed a strong, positive linkage between the two variables, r = 0.866, n = 316, p < .000. By implication, Soft Skills will promote teachers’ job effectively positively. That is, the higher the soft skills in the teachers, the better their effectiveness. Therefore, we recommended for practice based on the findings that special training in form of workshop should be organised for Business education teachers on regular basis by government in collaboration with professional bodies to promote up-to-date soft skills that are transferable and promote teaching effectiveness. Resumen Las habilidades interpersonales se consideran una combinación de habilidades sociales, emocionales, comunicativas y personales que promueven la eficacia en el lugar de trabajo independientemente de las calificaciones o los conocimientos adquiridos. Este trabajo vinculó las habilidades sociales con la eficacia laboral de los profesores de educación empresarial. Tres preguntas de investigación guiaron el estudio. La población de estudio incluye a todos los directores de escuelas secundarias, subdirectores, jefes de departamento y estudiantes que ofrecen materias relacionadas con la educación empresarial en Ilorin Metropolis, Nigeria. Se utilizaron técnicas de muestreo aleatorio y estratificado para seleccionar 316 participantes. Utilizamos cuestionarios estructurados adaptados etiquetados como Cuestionario de habilidades interpersonales para profesores (TSSQ) y Cuestionario de eficacia laboral para profesores de educación empresarial (BETJEQ). Usamos estadística descriptiva para responder a las preguntas de investigación y la correlación de Pearson (PPMC) para probar hipótesis. Descubrimos que el nivel de habilidades sociales de los profesores de educación empresarial y su efectividad en el trabajo es alto, 70,6% y 64,6%. Además, el resultado reveló un vínculo fuerte y positivo entre las dos variables, r = 0.866, n = 316, p <.000. Como implicaciones, las habilidades interpersonales promoverán el trabajo de los docentes de manera efectiva y positiva. Es decir, cuanto mayores sean las habilidades interpersonales en los docentes, mejor será su efectividad. Por lo tanto, recomendamos para la práctica que los gobiernos organicen una capacitación especial en forma de taller para los maestros de educación empresarial de manera regular, en colaboración con organismos profesionales, para promover habilidades interpersonales actualizadas que sean transferibles y promover la eficacia de la enseñanza.

503 Burn Camp Volunteer Engagement

Introduction Much has been published in burn literature regarding the positive impact of camp participation on burn survivors. Less has been said about the positive benefits reaped by the volunteers who freely give their time to support burn camp initiatives. Often these volunteers are fire fighters, members of the hospital’s burn team, family members or burn survivors or adult burn survivors. Occasionally, volunteers have no prior ties to the burn injury community. These individuals donate their time to attending burn camp as a counselor or camp volunteer and many serve through the year on planning and organization committees. Prior studies have reported a positive professional benefit from camp participation including improved job effectiveness and motivation. Counselors also reported personal benefits including personal growth and socialization. The same benefits may be present for non-counselor volunteers. Methods This survey-based project explored the attitudes of burn camp volunteers. Surveys were sent to current and past volunteers of one facility’s Pediatric Burn Camp. These include but are not limited to community members, firefighters, medical staff and Burn Team members. Surveys were sent via mail with a follow-up email sent one month later to encourage survey completion. Results Surveys were sent to 40 pediatric burn camp volunteers. 28 respondents reported between 1 and 27 years of camp participation. 75% report no regular contact with burn survivors related to their occupation. 29% of respondents were firefighters, 18% were burn team members and 32% were burn survivors. Respondents answered write in questions related to what they love about camp and how their camp experience could be made better. Nine topics related to attitudes were addressed in a Likert scale format. Statistical analysis will be performed to evaluate trends in volunteer attitudes and to compare attitudes to longevity of camp participation, volunteer age and occupation. Trends in recommended camp improvements will be addressed. Conclusions Longevity of camp participation is directly related to volunteer believes and attitudes. Whether because of other responsibilities, changing vocations or a loss of interest in the cause, often volunteers fail to return year to year. Volunteer engagement is an essential part of keeping burn camp a viable resource for pediatric burn survivors. By assessing volunteer perceptions, camp directors can discover areas for improvement and camp attributes that draw volunteers to burn camp. Volunteer recruit strategies developed with these trends in mind may be more successful in attainment and retention of dedicated volunteers.

PERFORMANCE OF EMPLOYEES IN THE PROCUREMENT DEPARTMENT OF PT. PETROKIMIA: WORK EFFECTIVENESS, JOB SATISFACTION

Expansion of PT. Petrokimia Gresik, which is getting bigger, requires large human resources as well. On the other hand, there is no permit for additional permanent manpower, while most of the human resources in the Procurement Compartment of PT. Peterokimia Gresik has entered its retirement period and there is no technology transfer for the migration of software used in the company, namely SAP software, so employee performance is ineffective. This study aims to analyze the effect of work effectiveness on employee satisfaction and performance, job satisfaction on employee performance. The research method used is quantitative research, with a population and sample of employees who are part of the Service Procurement Department and the Goods Procurement Department at PT. Petrokimia Gresik with a number of 50 respondents. All incoming and appropriate data will be analyzed by smartPLS. The results showed that work effectiveness has a significant positive effect on employee performance, job effectiveness has a significant positive effect on employee job satisfaction, job satisfaction has a positive but insignificant effect on employee performance and job satisfaction mediates the effect of work effectiveness on employee performance.

Significant household factors that influence an IT employees’ job effectiveness while on work from home

Purpose The purpose of this study is to find out the significant factor/s relating to an information technology (IT) employee’s household that determines the job effectiveness of an employee. Design/methodology/approach The approach involves surveying IT employees from across levels of work-experience, companies and cities on household factors that affect their job effectiveness while they work from home and uses discriminant analysis to find out important factor/s that determines if an employee’s job effectiveness remains constant or is better at the workplace that at home. Findings The number of elderly staying in the house, age of the eldest member of the household, observable power cuts at home and number of cars owned by individuals were found to be significant factors affecting an IT employees’ job effectiveness. Originality/value The study targets a very niche area of the impact of household factors on an IT employee. The findings of this research enable IT organizations from India with insights and enable them to come up with innovative interventions to manage employees on a personalized basis to improve an employees’ job effectiveness and drive organizational effectiveness on a whole, during and post the COVID-19 pandemic.