The role of task-goal attributes in employee performance.

1974 ◽  
Vol 81 (7) ◽  
pp. 434-452 ◽  
Author(s):  
Richard M. Steers ◽  
Lyman W. Porter
Keyword(s):  
Employee Performance ◽  
Task Goal

Job Resources and Strengths Use in Relation to Employee Performance: A Contextualized View

2021 ◽  
pp. 003329412199778
Author(s):  
Luca Tisu ◽  
Andrei Rusu ◽  
Coralia Sulea ◽  
Delia Vîrgă
Keyword(s):  
Employee Performance ◽  
Job Demands ◽  
Job Resources ◽  
Conservation Of Resources ◽  
Role Clarity ◽  
Fine Grained ◽  
Strengths Use ◽  
Individual Strategies ◽  
Moderator Role

Job resources play a prominent role in employee performance literature, yet a fine-grained understanding of how resources are relevant for several performance types is still needed. Relying on the Job Demands-Resources and Conservation of Resources theories, the present study addresses this call in two ways. First, it examines the predictive effect of four job resources (i.e., role clarity, feedback, autonomy, and opportunities for development) on nine types of performance (i.e., proficiency, adaptivity, and proactivity as an individual, team, and organization member). Second, it tests the moderator role of strengths use in these relationships. Data was gathered from a sample of Romanian employees (N = 332) and analyzed via hierarchical multiple linear regression. The results indicate that the selected job resources are, indeed, predictors of different types of employee performance and not in a unitary manner. Role clarity and feedback appear to be the most relevant predictors for various performance types, while autonomy seems to be the least important. Also, strengths use moderates these relationships, but in a reinforcing manner only regarding opportunities for development. The interaction of strengths use with role clarity and feedback renders the latter two obsolete, indicating that individual strategies may act as substitutes for job resources. These findings add to the Job Demands-Resources theory's versatile nature and provide more clarity to practitioners who plan interventions to enhance specific performance types, taking individual strategies into account.

Relationship between transformational leadership and nurses' job performance: The mediating effect of psychological safety

2021 ◽  
Vol 49 (5) ◽  
pp. 1-12
Author(s):  
Hsueh-Feng Wang ◽  
Yu-Chia Chen ◽  
Feng-Hua Yang ◽  
Chi-Wen Juan
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Nurse Managers ◽  
Employee Performance ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Teaching Hospitals ◽  
Mediating Role ◽  
Central Taiwan

Rapid changes in the healthcare environment necessitate improvements in employee performance. We examined the relationship between nurse managers' transformational leadership and nurses' job performance, and the key mediating role of psychological safety in this relationship. Personnel at six private regional teaching hospitals in Central Taiwan participated in this study, comprising 73 nurse managers and 719 nurses. The results show that when the intergroup heterogeneity of job performance was statistically significant, a positive correlation existed between transformational leadership and job performance at the group level. Next, we performed an analysis using psychological safety as a mediating variable. The results show there was a significant correlation between transformational leadership and perception of psychological safety. This model exhibited lower variance and a better fit than the other examined models. Thus, emphasizing transformational leadership and psychological safety in operations and management could effectively improve nurses' job performance; this recommendation could serve as a standard for nurse managers in their duties.

scholarly journals PENGARUH SERVANT LEADERSHIP TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA PEGAWAI (Studi pada Pegawai Negeri Sipil di RSUD Wangaya Kota Denpasar)

2017 ◽  
pp. 2731
Author(s):  
I Gede Hendry Kamanjaya ◽  
Wayan Gede Supartha ◽  
IG.A. Manuati Dewi
Keyword(s):  
Organizational Commitment ◽  
Servant Leadership ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Inferential Analysis ◽  
The Impact

This study is focused to analyze the impact of servant leadership on employee performance in relation to the organizational commitment mediation. It is a causality research, providing an explanation and understanding about the impact of servant leadership on employee performance and the impact of servant leadership on organizational commitment. The sample of the research are 90 civil servants in Wangaya General Hospital as the respondents. In this study questionares are used as instuments of the research. Descriptive and inferential analysis were applied as method of analysis and Structural Equation Model-Partial Least Square (SEM-PLS) as a tool. The result is that servant leadership does not have any significant effect on employees performance, servant leadership has a positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on employee performance, and the impact on servant leadership and employee performance through the role of organizational commitment as mediating variable is supported.

scholarly journals Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

2020 ◽  
Vol 9 (3) ◽  
pp. 286-304
Author(s):  
YUNI SISWANTI YUNI ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Research Method ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Validity And Reliability ◽  
Permanent Employees ◽  
Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.  

scholarly journals LEADERSHIP STYLE AND EMPLOYEES’ PERFORMANCE IN PAKISTAN: THE MEDIATING ROLE OF ORGANISATIONAL COMMITMENT

2020 ◽  
Author(s):  
Muhammad Abbas ◽  
Asif Ali ◽  
Muhammad Ahsan Khalid
Keyword(s):  
Conceptual Model ◽  
Leadership Style ◽  
Employee Performance ◽  
Critical Role ◽  
Organisational Commitment ◽  
Organisational Performance ◽  
Missing Link ◽  
Mediating Role ◽  
The Relationship

The paper investigates the critical role of organisational commitment between leadership style and employees’ performance. Generally, the relationship between leadership style and the organisational performance has been discussed widely but ignoring the employees’ performance. It has been accepted that the organisational commitment leads to higher employee performance but the existing literature has not focused much on this view. A conceptual model has been developed which links the constructs together.The model reveals the missing link of organisational commitment between leadership style and employees’ performance. The sample of 242 was collected from the managers and employees of manufacturing and service organisations. The finding confirmed that organisational commitment acted as a mediator between the leadership style and employees’ performance.  

scholarly journals Peranan Kompetensi Dalam Meningkatkan Kinerja Karyawan PT. Summit Oto Finance

MBIA ◽  
2019 ◽  
Vol 18 (2) ◽  
pp. 43-51
Author(s):  
Shandra Bahasoan
Keyword(s):  
Linear Regression ◽  
Multiple Linear Regression ◽  
Significant Influence ◽  
Employee Performance ◽  
Self Concept ◽  
Research Approach ◽  
Test Results ◽  
Quantitative Descriptive ◽  
Descriptive Method

The study was conducted aimed at knowing the role of competencies, namely knowledge, skills and self-concept in improving the performance of employees of PT. Summit Oto Finance, with a sample of 54 people . The method used in this study using questionnaires, interviews and documentation. Research approach by using quantitative descriptive method by analyzing Multiple Linear Regression to measure the performance of employees of PT. Summit Oto Finance. The results of this study simultaneously independent competency variables consisting of knowledge, skills and self-concept have a positive and significant influence on the dependent variable,namely employee performance. From the test results the correlation of the influence of competencies on employee performance is 94.1 percent while 5.9 percent is influenced by other factors. Dominant competencies affect the performance of employees of PT. Summit Oto Finance is a skill.

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