Showing papers on "Job performance published in 2020"
TL;DR: The patterns identified by these studies consistently show that adverse job characteristics—high workload, low staffing levels, long shifts, and low control—are associated with burnout in nursing, and the potential consequences for staff and patients are severe.
Abstract: Workforce studies often identify burnout as a nursing ‘outcome’. Yet, burnout itself—what constitutes it, what factors contribute to its development, and what the wider consequences are for individuals, organisations, or their patients—is rarely made explicit. We aimed to provide a comprehensive summary of research that examines theorised relationships between burnout and other variables, in order to determine what is known (and not known) about the causes and consequences of burnout in nursing, and how this relates to theories of burnout. We searched MEDLINE, CINAHL, and PsycINFO. We included quantitative primary empirical studies (published in English) which examined associations between burnout and work-related factors in the nursing workforce. Ninety-one papers were identified. The majority (n = 87) were cross-sectional studies; 39 studies used all three subscales of the Maslach Burnout Inventory (MBI) Scale to measure burnout. As hypothesised by Maslach, we identified high workload, value incongruence, low control over the job, low decision latitude, poor social climate/social support, and low rewards as predictors of burnout. Maslach suggested that turnover, sickness absence, and general health were effects of burnout; however, we identified relationships only with general health and sickness absence. Other factors that were classified as predictors of burnout in the nursing literature were low/inadequate nurse staffing levels, ≥ 12-h shifts, low schedule flexibility, time pressure, high job and psychological demands, low task variety, role conflict, low autonomy, negative nurse-physician relationship, poor supervisor/leader support, poor leadership, negative team relationship, and job insecurity. Among the outcomes of burnout, we found reduced job performance, poor quality of care, poor patient safety, adverse events, patient negative experience, medication errors, infections, patient falls, and intention to leave. The patterns identified by these studies consistently show that adverse job characteristics—high workload, low staffing levels, long shifts, and low control—are associated with burnout in nursing. The potential consequences for staff and patients are severe. The literature on burnout in nursing partly supports Maslach’s theory, but some areas are insufficiently tested, in particular, the association between burnout and turnover, and relationships were found for some MBI dimensions only.
284 citations
TL;DR: In this article, the authors investigate the link between employee development and worktime and workspace flexibility as relevant characteristics of sustainable HRM, job satisfaction and job performance among Romanian employees in order to identify how to redesign HRM in the face of future work challenges.
Abstract: In light of future work challenges, actual human resource management (HRM) needs to be redesigned, including long-term development, regeneration, and renewal of human resources, passing from consuming to developing human resources by incorporating the concept of sustainability. Thus, sustainable HRM is seen as an extension of strategic human resources, presenting a new approach to human resource management. The labor market is constantly changing, atypical work acquiring a significant relevance, especially in these current times of coronavirus crisis restrictions. In Romania, promoting the law of teleworking transformed labor flexibility into a topic of interest, and became an increasingly vital requirement for employment and a motivating factor for Romanian employees. In such a context, this paper aims to investigate the link between employee development and worktime and workspace flexibility as relevant characteristics of sustainable HRM, job satisfaction and job performance among Romanian employees in order to identify how to redesign HRM in the face of “future work” challenges. Additionally, the paper aims to examine the impact of different types of flexibility—contractual, functional, working time, and workspace flexibility—in order to highlight the relevance of employee development and employee flexibility as important aspects of sustainable HRM in increasing the overall level of employee job satisfaction. In order to make this possible, an “employee flexibility composite indicator,” which takes into account different types of flexibility, has been developed using feedback from Romanian employees, which was gathered by a national representative survey using multiple correspondence analysis. Furthermore, the impact of both individual and employee flexibility on overall level of job satisfaction has been quantified using binary logistic regression models. Within the research, there is a particular focus on the impact of new types of workspaces (flex office, co-working, total home office, partial home office—FO, CW, HOT, HOP) on job performance, job satisfaction, organizational performance, professional growth and development, social and professional relationships, and personal professional performance as well as on the overall level of work motivation. The empirical results revealed that these new types of workspaces are highly appreciated by employees, generating a growing interest among them. Partial home working, the mix between working from home and working in a company’s office, has been considered an optimal solution in increasing organizational performance, social and professional relationships, learning and personal development, and the overall level of work motivation. The results of the multiple correspondence analysis highlighted a medium level of flexibility among those Romanian employees interviewed, with only one third of them exhibiting high levels of flexibility. The empirical analysis of logistic regression analysis pointed out the role of functional flexibility, working time, and workspace flexibility along with the flexibility composite indicator in increasing the level of job satisfaction in employees. Therefore, if the challenge is to redesign the actual human resource management in order to include the concept of sustainability, attention needs to be on a combination of employee development-flexible time and flexible places, leading to an increase in both employee job satisfaction and organizational performance as important outcomes of sustainable HRM.
167 citations
TL;DR: In this article, the authors analyzed the buffering role of psychological capital (PsyCap) as a strategy by which employees overcome the negative impact of job insecurity on SWB and JP.
152 citations
TL;DR: In this paper, transformational leaders use various behaviors to provoke followers' organizationally beneficial behaviors (e.g., better task performance and helping behaviors) through igni cation.
Abstract: This study proposed that transformational leaders use various behaviors to provoke followers’ organizationally beneficial behaviors (e.g., better task performance and helping behaviors) through ign...
121 citations
TL;DR: The study provides valuable insight to organizations on ways to increase employees’ effectiveness and ensure better performance by preventing work-family conflict from occurring and detaches from the prior researches on observing the repercussions of work- family conflict in workers’ well-being.
Abstract: In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers' well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees' effectiveness and ensure better performance by preventing work-family conflict from occurring.
103 citations
TL;DR: In this article, a gap was found in leadership research in higher education, specifically in Pakistan, and the basic purpose of this gap was to identify the role of leadership stains in the follower's performances regarding innovative work behavior.
Abstract: Leadership stains affect the follower’s performances regarding innovative work behavior, and a gap is found in leadership research in higher education, specifically in Pakistan. The basic purpose o...
97 citations
TL;DR: In this article, the authors proposed a model that embraced the concepts of leader competency, knowledge sharing, employee job performance, and employee loyalty in the context of expatriate general managers.
85 citations
TL;DR: This study examines whether profiles of daily recovery experiences occur for employees, and how these profiles vary in membership from one day to the next, are differentiated by daily job demands and resources experienced at work, and predict employee well-being and discretionary behaviors during the subsequent workday.
Abstract: Research on workplace recovery recognizes that employees must restore lost resources after work to improve their subsequent well-being and performance. Scholars have noted that employees' recovery experiences-psychological detachment, relaxation, mastery, and control-vary day-to-day, yielding crucial implications for the aforementioned outcomes. Yet, despite these important theoretical and empirical insights, researchers to date have not comprehensively examined multiple daily recovery experiences in conjunction, instead studying the unique effects of only 1 or 2 experiences in isolation. Using a person-centric view of employees' recovery experiences, the current study examines whether profiles of daily recovery experiences occur for employees, and how these profiles (a) vary in membership from one day to the next, (b) are differentiated by daily job demands and resources experienced at work, and (c) predict employee well-being and discretionary behaviors during the subsequent workday. Using experience sampling data from 207 full-time employees, results revealed 5 profiles of daily recovery experiences that exhibited distinct relations with within-person antecedents and outcomes. As such, the current investigation represents a necessary first step in understanding how employees jointly experience recovery in relation to their daily work and well-being. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
85 citations
TL;DR: In this paper, a cross-sectional survey and partial least squares path modeling tool are used to determine the complex essence of the work engagement and well-being of cruise ship employees.
81 citations
TL;DR: In this article, the authors examined the impact of telework on employees' stress, work-to-home conflict, work engagement and job performance on a between-person and a within-person level.
Abstract: This quasi-experimental study examines the impact of telework on employees’ stress, work-to-home conflict, work engagement and job performance on a between-person and a within-person level. Data we...
76 citations
TL;DR: In this article, the authors investigated the interrelationship between organizations' green HRM and environmental performance through mediation of environmental concerns and environmental responsibility, and found that the relationship between Green HRM is stronger when employees become more concerned about the environment.
TL;DR: In this article, the intricate associations among emotional rewards (compliment, opportunity, empowerment, and recognition), material rewards (promotion, certificate, incentive, etc.) and material rewards are identified.
Abstract: This study was designed to identify the intricate associations among emotional rewards (compliment, opportunity, empowerment, and recognition), material rewards (promotion, certificate, incentive, ...
TL;DR: In this article, the mediating effect of work engagement on the relationship between job crafting and job performance was investigated, as well as the moderating effects of two forms of coworker support.
Abstract: This research aims to test the mediating effect of work engagement on the relationship between job crafting and job performance, as well as the moderating effects of two forms of coworker support o...
TL;DR: For a long time, public and semipublic organizations have borrowed Human Resource Management (HRM) practices from the private sector to enhance employee performance as mentioned in this paper, and many scholars argue, howeve...
Abstract: For a long time, public and semipublic organizations have borrowed Human Resource Management (HRM) practices from the private sector to enhance employee performance. Numerous scholars argue, howeve...
TL;DR: A theory-based typology of EPM characteristics is proposed and this typology is used as a framework to review the EPM literature and identify an agenda for future research and practice.
31 May 2020
TL;DR: In this paper, the authors investigated the effects of coworker and customer incivility on the job performance and work engagement and of frontline hospitality employees, and found that the effect of customer's and coworker's behaviour on the latter was greater than those of the former.
Abstract: This empirical study explored how coworker incivility and customer incivility affect the work engagement and job performance of frontline employees.,To investigate the incivility and characteristics of hospitality industry workplaces, this study recruited frontline employees from tourist hotels as study participants. Because complete contact information could not be obtained for this population, convenience sampling was employed. A structured questionnaire was used for data collection.,Coworker incivility and customer incivility reduced work engagement and job performance. The effects of coworker incivility on the work engagement and job performance are greater than those of customer incivility. Furthermore, work engagement has a positive effect on the job performance.,Although studies have investigated the effects of customer incivility, these effects have not been compared with those of coworker incivility. Moreover, studies on the influence of coworker and customer incivility on job performance and work engagement in the hospitality industry and on those of work engagement on job performance have been scant. The current empirical study investigated the effects of coworker and customer incivility on the job performance and work engagement and of frontline hospitality employees.
TL;DR: In this paper, the authors proposed a research model in which green management initiatives (i.e., the fusion of green stratified management initiatives) were fused together, integrating strategic, top-down management and employee-oriented, bottom-up approaches.
Abstract: Integrating strategic, top-down management and employee-oriented, bottom-up approaches, this inquiry proposes a research model in which green management initiatives (i.e., the fusion of green strat...
TL;DR: In this paper, a sequential mediation model was used to examine the relationships between boss phubbing and employee job performance, and two studies of US adults working in a range of industries (n=156, n=181) reveal that boss phUBbing has a negative association with employee's job performance through supervisory trust and job satisfaction.
TL;DR: In this article, the authors examined the relationship between employee's propensity to trust, organic organizational structure, knowledge sharing behavior, and service innovation in a multivariate nexus in restaurants and found that both knowledge sharing behaviour and organic organizational structures serially mediates the positive effect of propensity-to-trust on service innovation.
TL;DR: In this paper, the authors proposed a model of personality characteristics (i.e., proactive personality, core self-evaluation, and psychological capital) which can directly predict work engagement, and indirectly, employees' job performance and their mental health.
19 Oct 2020
TL;DR: Data captured from 30 articles indicated that ethical leadership has a positive effect on workers’ in-role job performance and all hypotheses were confirmed.
Abstract: The purpose of this paper is to study the impact of ethical leadership on employees’ performance within the business organization. Corporate leaders are expected to lead by example in fostering ethical behaviors and actions among their team members. Many studies have been explored deeper into the efficacy of the top leaders on employees and their performance. Data captured from 30 articles indicated that ethical leadership has a positive effect on workers’ in-role job performance and all hypotheses were confirmed. These findings have significant implications for research and practice. Moreover, this research will focus on the effects of an ethical leadership approach on the performance of workers since ethical leadership is considered critical in enhancing the adopted business strategy in the achievement of organizational goals and objectives.
TL;DR: In this paper, the authors present a survey of the state of the art in the field of bioinformatics and biomedicine, focusing on the effects of artificial intelligence.
Abstract: Article history: Received: May 29, 2020 Received in revised format: May 3
TL;DR: The study reveals first the valuable contribution of HPWS towards the development of a justice and service climate, which in turn influence positively employees’ work engagement and, as a consequence, employees respond by exhibiting extra role behaviors and by engaging in service-oriented OCB.
TL;DR: In this paper, the authors explore the consequences of knowledge hiding at the individual level and from the knowledge hiding committers' perspective, in line with agency theory and prior literature on knowledge hiding, and investigate the associations between different facets of knowledge sharing and individual-level job performance, as well as the mediating role of employee well-being in the associations.
Abstract: The purpose of the study is to explore empirically the consequences of knowledge hiding at the individual level and from the knowledge hiding committers' perspective. Hence, in line with agency theory and prior literature on knowledge hiding, the study investigates the associations between different facets of knowledge hiding and individual-level job performance, as well as the mediating role of employee well-being in the associations.,Structural equation modeling was used to analyze multisource survey data from a sample of 214 employees and 34 immediate supervisors, in a professional services company in Finland.,Evasive hiding was found to be negatively associated with in-role job performance and positively associated with innovative job performance. Playing dumb was found to be positively associated with in-role job performance. Finally, even though the association between rationalized hiding and innovative job performance was found to be positive, it was found to be of a smaller magnitude when employee well-being was taken into account.,Forceful unhealthy competition and exploitative and workaholic cultures are discussed to reduce knowledge hiding behavior among employees and their negative consequences.,The study highlights the paradox of managing organizational knowledge. In line with agency theory, we advocate that while knowledge sharing is one of the major assets of organizational welfare from the organizational perspective, it may resonate with the employee's perspective. Consequently, unless employees' self-interest and organizational interests are aligned, the paradox of managing organizational knowledge arises, and the classic agency problem occurs.
TL;DR: In this paper, the authors examined how employees' spirituality influences their job performance and its mediated link through intrinsic motivation and job crafting, and found that the relationship between spirituality and job performance are sequentially and fully mediated by intrinsic motivation.
Abstract: This study aims to examine how employees’ spirituality influences their job performance and its mediated link through intrinsic motivation and job crafting. Working with a sample of 306 employees in South Korea, the results indicate that employees’ spirituality is positively related to their intrinsic motivation, which in turn results in engagement in job crafting and hence is positively related to job performance. That is, the findings of this study show that the relationship between employees’ spirituality and their job performance are sequentially and fully mediated by intrinsic motivation and job crafting. This study advances understanding of the positive effect of employees’ spirituality on job performance by considering employees’ spirituality as a personal resource based upon the Job Demands-Resources (JD-R) model.
TL;DR: The authors explored the partial mediation effect of importance given to work characteristics in the relation between 18 work characteristics and job performance in a sample of Colombian workers from different economic sectors (N = 817).
TL;DR: In this paper, the authors use proactive work behavior and job demands (JD-R) theories to propose that employees can use two proactive behavioral strategies to improve the internal organizational environment, namely job crafting and playful work design (PWD).
TL;DR: In this paper, a field survey on 512 knowledge workers who employed a high portion of or highly specialized tacit knowledge to do their job was conducted, and it was shown that both work engagement and helping initiatives mediated the indirect effects of responsible leadership and knowledge sharing on job performance.
Abstract: Drawing upon social exchange theory, this study justified the indirect effects of responsible leadership and knowledge sharing on job performance through the mediation of work engagement and helping initiatives. Job tenure was examined as a moderator.,The hypotheses of this study were empirically tested with structural equation modeling (SEM) and moderated regression analyses. This study conducted a field survey on 512 knowledge workers who employed a high portion of or highly specialized tacit knowledge to do their job.,This research presented that both work engagement and helping initiatives mediated the indirect effects of responsible leadership and knowledge sharing on job performance. The empirical results revealed that job tenure moderated the relationships between responsible leadership and work engagement, and between responsible leadership and helping initiatives. However, job tenure did not moderate the relationships between knowledge sharing and work engagement, and between knowledge sharing and helping initiatives.,This research is one of the few to verify the key role of responsible leadership from the theoretical aspect of social exchange, complementing the leadership literature based on stakeholder theory. This research is a pioneer by taking into account the simultaneous influences of responsible leadership and knowledge sharing on job performance in a single model setting.
TL;DR: In this paper, the impacts of transformational leadership and employee proactive personality on service performance, the mediation role of organizational embeddedness and the synergies of Transformational Leadership and proactive personality within the proposed framework are examined.
Abstract: This paper aims to examine the impacts of transformational leadership and employee proactive personality on service performance, the mediation role of organizational embeddedness and the synergies of transformational leadership and proactive personality within the proposed framework.,Data was collected following a time-lagged research approach. The study sample included 218 frontline employees and their supervisors from ten carefully selected five-star hotels in China. Structural equation modeling was employed for the data analysis.,Transformational leadership and proactive personality had positive effects on task performance and contextual performance via organizational embeddedness. The interactive influences of transformational leadership and proactive personality on task performance and contextual performance were found significant and negative.,Transformational leaders and proactive employees have been shown to exert a strong influence on excellent service performance, with organizational embeddedness playing a critical role.
TL;DR: In this article, the authors investigate the content and process of HRM implementation in a global professional services firm and investigate the effects of consistency and individual responsiveness in line manager HRM implementations.