It’s worth it! High performance work systems for employee job satisfaction: The mediational role of burnout

Graduate Practice is in Slovakia one of the measures of active labour market policy aimed at decreasing the unemployment rate of young graduates. It is one of the most frequently used interventions by young jobseekers under the age of 26; similar measures are used in other European Union (EU) member states. The specific objective of this intervention is to provide young jobseekers to gain the first contact with the labour market, first work experience and work habits that may be attractive to potential employers. The intervention is financed from the European Social Fund (within the Operational Program – Human Resources and the priority axis – Youth Employment Initiative) and the state budget. This fact requires ad 1) to evaluate the eligibility of drawing these resources and ad 2) to evaluate the effectiveness of the use of resources in terms of employability and sustainability of participants of the intervention in the labour market, the second of which is the primary objective of this study. The European Commission has increasingly required the member states of the EU to carry out impact evaluations of funded interventions and to develop evidence-based policies that will implement the results of such evaluations. The aim of this study is, therefore, to evaluate and review the effects of the Graduate Practice on the employability of young jobseekers in conditions of Slovakia. This evaluation is carried out using a counterfactual approach by comparing the results of treated and non-treated individuals by applying the three most used methods: regression adjustment, instrumental variable, and propensity score matching method. The results indicate significant effects of the Graduate Practice on the employability of young jobseekers and their sustainability in employment. The results of the evaluation are valuable mainly for policymakers, i.e. in setting the rules of the intervention and its eligibility to make the measure more effective or potentially in preparing other measures aimed at youth unemployment. Implications for Central European audience: The findings of the evaluation may inspire policymakers in other countries than Slovakia to introduce similar or new programs for the youth unemployed. The results of this study may also be used for an international comparison of the effectiveness of interventions if a similar program for youth unemployed operates in another country, which may be appropriate mainly from the point of view of being a program(s) co-financed by the European Social Fund.

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Evaluation of the Effects of the Graduate Practice in Slovakia: Comparison of Results of Counterfactual Methods

The havoc caused by the COVID-19 pandemic on hospitality businesses across the world affected the human resource skills of the industry to the extent that managers and industry experts are still finding difficult how best to upgrade the skills of their workforce and enhance their capability to withstand future disruptions. It is based on this problem that this research investigated the effect of human resource skill adjustment on the dynamic capability of hospitality businesses in sub-Saharan Africa post the COVID-19 work environment. The study employed cross-sectional survey design with a total population of two hundred and twenty participants drawn from sixty hospitality businesses in the south-eastern part of Nigeria. Formulated research hypotheses were analysed with linear regression. The results of the research demonstrated that human resource skill adjustment predicted the dynamic capability of hospitality businesses. The study concludes that human resource skill adjustment measured with upskilling and reskilling methodologies predicted the dynamic capability. The implication of the finding is that managers and operators of hospitality businesses should implement human resource skill adjustment in all the functional areas of their management to enable each section or department to attain its goals equally, and enhance the dynamic capability of the industry.

Human Resource Skill Adjustment in Service Sector: Predicting Dynamic Capability in Post COVID-19 Work Environment


Purpose
The purpose of this study is to investigate the relationship between innovative work behavior and job performance among physicians in Iraq’s public hospitals. It also quantifies the impact of employees’ dynamic capabilities on innovative work behavior. It further examines the mediating role of innovative work behavior in the relationship between dynamic capabilities and of employees’ job performance.


Design/methodology/approach
The survey had a total of 332 respondents, but only 173 responses were used after data screening. To determine the relationship between the variables, the study uses structural equation modeling via partial least squares (PLS-SEM).


Findings
This study indicates that innovative work behavior has a positive relationship with job performance among physicians in Iraq’s public hospitals. It also reveals that employees’ dynamic capabilities are important determinants of innovative work behavior. This research further shows that innovative work behavior has a positive mediating role in the relationship between dynamic capabilities and job performance among physicians in Iraq’s public hospitals.


Originality/value
This study implies that innovative work behavior can improve physicians’ job performance while the employees’ dynamic capabilities can improve innovative work behavior. Besides, innovative work behavior can amplify the impact of employees’ dynamic capabilities on job performance. Thus, Iraq’s public hospitals should make a concerted effort to promote innovative work behavior to improve physicians’ job performance.


Disentangling the relationship between employees’ dynamic capabilities, innovative work behavior and job performance in public hospitals

The psychological impact of quarantine due to COVID-19: A systematic review of risk, protective factors and interventions using socio-ecological model framework

The COVID-19 crisis forced many changes to occur within organizations, which were necessary to keep the continuance of the organization’s operations. Job performance seems to be an important factor determining such continuance, through its influence on the performance of entire organization. Shaping and keeping job performance in times of COVID-19 pandemic was a challenge for organizations, due to its negative impact on employees, causing their stress or lack of sense of security. There is a growing role of HRM specialists in appropriately shaping HRM strategies that can positively shape job-related attitudes, resulting in enhanced job performance during such difficult times. Therefore, this study aims to explain the role of COVID-19 oriented HRM strategies in shaping job performance through job-related attitudes such as work motivation, job satisfaction, and organizational commitment in a time of crisis occurring in the organization due to the COVID-19 pandemic. The study was conducted among 378 organizations operating in Poland during 2nd wave of COVID-19 pandemic. To verify the hypotheses, descriptive statistics were calculated using IBM SPSS and path analysis was performed using IBM AMOS. The result shows that combined set of "hard" HRM strategies related to the financial aspects and "soft" HRM strategies related to keeping employees’ wellbeing during the crisis gives the best results in shaping job performance through job-related attitudes and consequently strengthening organizational performance. This study contributes to the knowledge concerning the development of COVID-19 oriented HRM strategies, which may also have practical application.

COVID-19 oriented HRM strategies influence on job and organizational performance through job-related attitudes

The paper aims to verify the Job Performance Model based on Employees' Dynamic Capabilities (EDC) and explain the mechanisms shaping job performance based on EDC in an initial phase of the crisis in an organisation due to the Black Swan phenomena, on the example of the COVID-19 pandemic of 2020. Empirical research on Italian organisations affected by the crisis shows that the Model is significantly distorted under such conditions. To verify the internal structure of the Job Performance Model based on EDC under critical conditions, the statistical correlation analysis, linear regression analysis and path analysis were executed using SPSS and SPSS AMOS. The research result of the statistical analysis confirmed that the new version of the Model for organisations under the Black Swan phenomenon was statistically significant without work motivation and job satisfaction. It was also proven that P-J fit still linked EDC and job performance through strengthening work engagement. The research confirmed that the Job Performance Model based on EDC, which has so far been verified under normal working conditions, radically changed its structure during the COVID-19 crisis. This means that factors previously considered important in the Job Performance Model based on EDC have become insignificant in shaping job performance. Therefore, this is an inspiration for further research to verify the Job Performance Model based on EDC in different phases of the crisis. © 2021 Agnieszka Bienkowska et al., published by Sciendo.

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Verification of the Job Performance Model based on Employees' Dynamic Capabilities in organisations under the COVID-19 pandemic crisis

Voluntary staff turnover is becoming increasingly common, especially in the IT sector. It can impact job performance and the factors which shape it, such as work motivation. Given this fact, the aim of this paper is to empirically verify the impact of voluntary staff turnover on job performance and work motivation of employees in the IT sector and to verify whether voluntary staff turnover can be a moderator of the relationship between work motivation and job performance of employees in the IT sector. The formulated research hypotheses were verified on a sample of 151 employees from organisations within the IT sector in Poland. To verify the impact of voluntary staff turnover on work motivation and job performance, a correlation analysis was conducted. In order to verify the moderation effect, a regression analysis with a moderator was used. The results of the research reveal that voluntary staff turnover has a negative impact on the job performance of employees from the IT sector. Moreover, voluntar staff turnover is a moderator for the relationship between work motivation and job performance of employees from the IT sector and has a negative impact on this relationship, which means that an increase in voluntary staff turnover reduces the positive impact of work motivation on job performance for employees from the IT sector. In this way, it has been proven that – in terms of impact of work motivation on job performance – the phenomenon of voluntary staff turnover is a negative one, although it is common among employees from the IT sector.

The influence of staff turnover on work motivation and job performance of employees in it sector – the results of empirical research

Abstract Job performance is an extremely complex factor affecting organisational performance. The literature recognises factors impacting job performance positively and negatively. This article aims to verify the turnover-mitigating effect on the relationship between servant leadership and job performance. The developed moderated mediation model is empirically verified based on the data collected from 263 managers working in Poland’s for-profit organisations. The results were analysed using Macro for IBM SPSS Statistics. It has been shown that employee turnover is a mediator in the job performance model based on turnover-mitigating servant leadership. Additionally, the influence of employees’ dynamic capabilities has been analysed. The study revealed the significance of servant leadership in influencing job performance and the disruptive relationship between employee turnover and the impact of employees’ dynamic capabilities in reducing employee turnover. This research provides practical implications for managers and organisations regarding selecting the right leadership style to improve employee job performance.

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Anna Koszela

Papers

COVID-19 oriented HRM strategies influence on job and organizational performance through job-related attitudes

Verification of the Job Performance Model based on Employees' Dynamic Capabilities in organisations under the COVID-19 pandemic crisis

The influence of staff turnover on work motivation and job performance of employees in it sector – the results of empirical research

Turnover-Mitigating Effect of Servant Leadership on Job Performance