Job Performance

This study examined the effect of workplace spirituality on job performance mediated by organizational commitment and job involvement. The sample in this study were employees of PKU Muhammadiyah Hospital, Yogyakarta. Data collection used survey method. The method of analyzing the data is SEM-AMOS version 24.00.   The study revealed that workplace spirituality significantly affects organizational commitment, job involvement, and job performance. Organizational commitment affects job performance. Job involvement does not affect job performance. The indirect effect of workplace spirituality on job performance through organizational commitment has the same value with the direct impact of workplace spirituality towards job performance.

A central component of the primary health care approach in developing countries has been the development and utilization of community-based health workers (CHWs) within the national health system. While the use of these front line workers has the potential to positively influence health behavior and health status in rural communities, there continues to be challenges to effective implementation of CHW programs. Reports of high turnover rates, absenteeism, poor quality of work, and low morale among CHWs have often been associated with weak organizational and managerial capacity of government health systems. However, no systematic research has examined the contribution of work-related factors to CHW job performance. The research reported in this paper examines the relative influence of reward and feedback factors associated with the community compared to those associated with the health system on the performance of CHWs. The data are drawn from a broader study of health promoters (CHW...

Cross-cultural research is dominated by the use of values despite their mixed empirical support and their limited theoretical scope. This article expands the dominant paradigm in crosscultural research by developing a theory of cultural tightness-looseness, the strength of social norms and degree of sanctioning within societies, and advancing a multilevel research agenda for future research. Through an exploration of the

Basically, performance is something that is individual because each employee has a different level of ability to do their jobs. Performance depends on the combination of ability, effort, and opportunity obtained. Employee performance is capital for companies to survive and develop in responding to business and business competition today, advanced and developing companies are very dependent on reliable human resources so that the output is high performance on employee performance which will later affect the company's performance. However, it is not easy to maintain and improve employee performance. There are many factors that can affect performance. Many employee turnovers occur due to a lack of satisfaction with work. Employee performance is very dependent on the value of employee satisfaction in the workplace. The fulfillment of employee rights greatly affects the performance of the organization. So, in this study the focus of the study would like to see the extent of the influ...

Crafts such as jewelry and silver design have been drawn attention as the sectors that have been identified as precious and developing components of art and craft via combining creativity and manual labor. It has been seen that there are a limited number of studies examining the mediating role of job crafting between job performance and level of work engagement of crafters who shape the work's extent, content and structure by their own ways, and execute a job that requires handicraft and craftsmanship, based on skilled labor. The questionnaire has been applied to 129 crafters within the purpose of contributing practices for the sector and scientific studies in the related field. As a result of the analysis, it has been identified that the dimensions of work engagement and job crafting have a significant effect on job performance and job crafting has a mediating role between work engagement and job performance.

La sentenza in commento pare richiedere, ai fini del risarcimento del danno esistenziale subito dal lavoratore in ragione di demansionamento o mobbing, la prova in concreto delle conseguenze negative manifestatesi nella sfera del danneggiato, in relazione al suo equilibrio ed alle sue abitudini di vita. La Corte di Cassazione, con tale recente pronuncia, sembra quindi escludere la rilevanza delle presunzioni ai fini della prova del danno esistenziale. Nella nota a sentenza, dopo aver ripercorso lo sviluppo storico degli orientamenti dottrinari e giurisprudenziali con riferimento all'onere della prova del danno esistenziale, ci si interroga sulle implicazioni di un eventuale consolidamento del predetto orientamento della Corte di Cassazione, ad oggi ancora minoritario.

Perceived work stress, It is stated that employees are psychologically disturbed and intensely threatening their health at their busy working tempo. Employees with a high degree of stress in the face of excessive workloads may experience burnout and intention to quit. Employees experiencing job insecurity cannot show their real performance and cannot get the efficiency they want from employees because they do not see themselves permanently in their organizations. However, they cannot achieve the desired efficiency due to the fact that employees who have a role conflict must fulfill more than one workload. Employees who are satisfied with their organizations are able to adopt organizational culture and develop their organizational skills such as planning and problem solving. Within the scope of the aim of the research, a survey was conducted with 350 employees. Some of the analyzes were performed using SPSS 25 Program and some of them were performed with AMOS program. Factor analysis...

The dress is an integral part of a profession. The research focuses on the dress codes of school teachers in Japan. Japan has relaxed the dress norms of school teachers over the years from a traditional/formal dress to a casual dress. We intended to examine if this change has a significant effect on the self-perceived job performance among school teachers in Japan with the purpose of seeking recommendations for many Asian countries like Sri Lanka in which traditional dress norms applied to teachers have not changed much or at all. A combined qualitative and quantitative study was conducted with three chosen prefectural schools in the Saga city, Japan. The qualitative study was a thematic analysis based on in-depth interviews with five selected school teachers. The quantitative study (n=30) was a descriptive cross-sectional study. A culturally validated, self-administered questionnaire was used to collect data on socio- demographic characteristics and dress code from the study sample...

In modern data centers, energy consumption accounts for a considerably large slice of operational expenses. The state of the art in data center energy optimization is focusing only on job distribution between computing servers based on workload or thermal profiles. This paper underlines the role of communication fabric in data center energy consumption and presents a scheduling approach that combines energy efficiency and network awareness, termed DENS. The DENS methodology balances the energy consumption of a data center, individual job performance, and traffic demands. The proposed approach optimizes the tradeoff between job consolidation (to minimize the amount of computing servers) and distribution of traffic patterns (to avoid hotspots in the data center network).

Assessing the learning style preferences of adult workers (consumers) with moderate to severe intellectual disabilities and accommodating the consumer's learning style preference during the job training process is a critical feature of quality supported employment services and an under-explored area of applied research. However, before evaluating the effects of learning style preferences on job training outcomes, consumers must first demonstrate the skills to express learning preferences. This research sought to demonstrate a method of assessing the learning style preference of consumers with moderate to severe intellectual disabilities and to investigate which of two instructional interventions, when matched with the consumers preferred learning style, would have the greatest impact on consumer job performance. Three independent variables were included in this study: (1) the consumer's learning style preference, (2) auditory instructional cues, and (3) visual instructional cues. The dependent variable was the accuracy of job task performance for each consumer under the alternating instructional interventions. ^ Four participants participated in the exploratory phase (phase I) of the study and three participants participated in the empirical phase (phase II) of the study. Phase I involved a descriptive analysis. Consumer learning style was assessed utilizing the Learning Style Inventory-Primary (Perrin, 1991), which was modified for use with the participant group. Phase II involved single-subject research design principles. Specifically, an alternating treatment withdrawal design was utilized to determine which instructional strategy (auditory or visual cues) when matched with the consumer's preferred learning style, had the greatest impact on the dependent variable. An Independent t-Test and a Helmert Contrast were used to determine statistical significance between conditions. An alpha level of .05 was set for determining significance. ^ Results indicate that learning style preferences for consumers with moderate to severe intellectual disabilities can be reliably assessed. Analysis of the data indicated that there was a significant difference in the effect of the two instructional interventions on consumer job performance. When the instructional intervention was congruent with the consumer's learning style, the greater the improvement in job performance. When the intervention was incongruent to the consumer's preferred learning style, a lesser degree of improved job performance would result. ^

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

OBJECTIVE: To measure the prevalence of sleep problems in a working population and examine their association with health problems, health-related quality-of-life measures, work-related problems, and medical expenditures. Also, to explore the usefulness of a sleep-problems screen for mental health conditions and underlying sleep disorders. DESIGN: Cross-sectional survey administered via voice mail and telephone interview. SETTING: A San Francisco Bay Area telecommunications firm. PARTICIPANTS: Volunteer sample of 588 employees who worked for a minimum of six months at the company and were enrolled in its fee-for-service health plan. MEASUREMENTS AND MAIN RESULTS: Thirty percent of respondents reported currently experiencing sleep problems and were found to have worse functioning and well-being (general health, cognitive functioning, energy), more work-related problems (decreased job performance and lower satisfaction, increased absenteeism), and a greater likelihood of comorbid physical and mental health conditions than were the respondents who did not have sleep problems. They also demonstrated a trend toward higher medical expenditures. CONCLUSIONS: Self-perceived sleep problems were common among the respondents and were associated with poorer health and health-related quality of life. A single question about sleep problems may serve as an effective screen for identifying primary care patients with mental health problems, as well as underlying sleep disorders.

The study compared IAQ, thermal quality, and lighting quality between 5 different office types in LEED-certified buildings in relation to employees' environmental satisfaction and their job performance. This was to provide workplaces where workers in each specific office environment could be provided with appropriate office settings regarding these IEQ criteria when organizations comply with LEED standards. The five types of office included private enclosed, private shared, open-plan with high cubicle over 5′, open-plan with low cubicle lower than 5′, and open-plan with no partitions (bullpen) offices. The study found IAQ enhanced workers' job performance in enclosed private offices more than both high cubicles and low cubicles. All four office types had higher satisfaction with the amount of light and visual comfort of light as well as more enhancement with job performance due to lighting quality than high cubicles. There was no difference in thermal quality between the five office types. IAQ and lighting quality were not different between enclosed private, enclosed shared, and bullpen office types, either. The study findings suggest a careful workplace design considering the height of partitions in LEED-certified buildings to improve employee's environmental satisfaction and job performance.

Critical mass theory and the tokenism hypothesis propose that females' job performance is adversely affected by perceptions and experiences that stem from females comprising a smaller proportion of organizations than males. Although belief in the gender token effect appears to be widely held, empirical evidence of this effect is relatively scarce; furthermore, the evidence that does exist is somewhat inconsistent. The purpose of the present study was to provide a meta-analytic test of the gender token effect by examining the extent to which the proportion of females in organizations relates to male– female differences in job performance. Meta-analytic results based on data from 158 independent studies (N = 101,071) reveal that (a) females tend to demonstrate higher job performance than males (d = −.10), and (b) this difference does not appear to vary based on the proportion of females in organizations. We found similar results for subjective task performance (e.g., supervisory ratings), organizational citizenship behaviors, and objective task performance (e.g., sales). Overall, this study's results demonstrate almost no

Occupational stress is commonly acknowledged to be a critical issue for managers of private manufacturing companies. This study attempts to fill part of this void in literature by examining the relationship between job stress, job satisfaction and performance among 100 managers of private manufacturing firms. The study’s findings suggest that higher stress levels are related to lower performance whereas higher job satisfaction indicates higher performance. The main objective was to see if there was any relationship between job performance, job satisfaction and job stress & to preface model for the same. The research was assessed by using various instruments.

1. Our recommendations help –

A. Entrepreneurs to downsize, right size or close their enterprise without government permission.
B. But, all workers who have been laid off must get PF and Severance Pay (as in Europe and Brazil)

2. Therefore we are AGAINST THRESHOLDS. Entrepreneurs and Workers suffer because of TWO THRESHOLDS.
A. SIZE: Units with 100+ workers suffer many restraints to Labour flexibility. This is disagreeable to Entrepreneurs.
B. DURATION: Only workers who have been employed for over 240 days are entitled to benefits. This seriously disadvantages workers.

We are against all thresholds as they:
i. Encourage small enterprises and not big scale, high technology ones
ii. Encourage employment of non-permanent casual workers; this blocks skill development

3. ALL WORKERS ARE ON THE MUSTER and are entitled to all benefits.

4. When worker is retrenched/laid-off, the benefits over and above PF, Bonus also includes SEVERANCE PAY (as in Europe and Brazil). We have allowed for exceptions in “Seasonal Industries”, but there are certain constraints in this sector too.

5. So now no enterprise gains from being
A. Small and Employing below 100 workers
OR
B. Firing workers before 240 days of Employment are over

6. So hiring contract /casual workers now become less attractive.
     
THEREFORE:
A. All workers hired for non-core jobs must come from a contractor’s firm where this job is a core one
B. All contract workers, no matter where they are currently hired to work, are on the Muster of their parent firm

7. On Dispute Resolution we suggest:
A. One Workers’ Council whose office bearers are elected by universal secret ballot BUT only by those inside the company.
B. Trade Unions can function within but the body representing workers will be the Workers’ Council.

8. Also a Three Tier Dispute Resolution Mechanism is suggested.
A. Workers’ Council, whose office bearers will be internal and elected internally as well.
B. Conciliation Committee, which will have labour representatives.
C. Labour Tribunal.

The time taken at each level is fixed without exceptions.