scholarly journals Employee Performance in Temporary Organizations: The Effects of Person‐Environment Fit and Temporariness on Task Performance and Innovative Performance

2020 ◽  
Author(s):  
Nicolas Goetz ◽  
Andreas Wald
Keyword(s):  
Task Performance ◽  
Employee Performance ◽  
Innovative Performance ◽  
Temporary Organizations ◽  
Person Environment Fit

scholarly journals Development of Task Implementation Evaluation System Online Classroom Guardians with Extreme Programming Methods at The Noble Foundation Consortium

2018 ◽  
Vol 6 (1) ◽  
pp. 5
Author(s):  
Abdul Wahid ◽  
Agus Mulyanto
Keyword(s):  
Task Performance ◽  
Evaluation System ◽  
Employee Performance ◽  
Extreme Programming ◽  
Online Classroom ◽  
Development Method ◽  
Implementation Evaluation ◽  
Is Evaluation ◽  
Agile Programming ◽  
Character Building

Evaluating the performance of employees in an organization is a necessity if the organization seeks improvement of their service quality. Konsorsium Yayasan Mulia working in the field of education is very concerned with evaluating their employee performance. One of the evaluations which have been routinely carried out is evaluation of homeroom teacher performance. This evaluation is done as a form of Konsorsium Yayasan Mulia attention on the student character building. The evaluation has been made manually spend a lot of time and effort, it is necessary for a system that can be the solution of the problem. The system will be built is the first system, that means it requires development method that flexible to changes.System development method used in this research is eXtreme Programming. This method is part of Agile Programming that emphasizes intense communication with customers to determine their needs. The steps of this method are planning, design, coding and testing.The homeroom task evaluation system is a bridge between the homeroom teacher, the principal and Konsorsium Yayasan Mulia. General overview of the system, the system has three user level, admin, principal and homeroom teacher. Admin can post an evaluation sheet and manage principal. Principal can manage homeroom teacher and homeroom theacher can report their task performance.The result of this research is a system that provides convenience to Konsorsium Yayasan Mulia to evaluate the task performance of homeroom teacher.

scholarly journals PENGARUH CHALLENGES STRESSOR TERHADAP TASK PERFORMANCE DENGAN SELF EFFICACY DAN MOTIVATION TO WORK SEBAGAI VARIABLE MEDIASI

2016 ◽  
Vol 6 (2) ◽  
Author(s):  
Bianka Andriyani
Keyword(s):  
Task Performance ◽  
Self Efficacy ◽  
Sampling Method ◽  
Positive Impact ◽  
Employee Performance ◽  
Positive Influence ◽  
Expected Performance ◽  
Performance Challenges ◽  
Work Done ◽  
Motivation To Work

SUMMARY Human resources is seen by the company as a valuable asset that must be maintained existence. In the process, the employee will face a variety of conditions that will impact the results of the work done by employees. One of the conditions experienced by the employee is stress. In this study, researchers took the challenge variable stressor as a challenge stressor forms of stress because stress is a condition that a positive impact on employee performance. With good employee performance, expected performance of the company as a whole will be better. This study examined the effect of stressors challenge to the task performance with self-efficacy and motivation to work as a mediating variable. In this case, the researchers suspect stressor challenge will be a positive influence on task performance of employees. In this study, researchers recruited variable self-efficacy and motivation to work as a mediating variable that will mediate the effect of stressors on task performance challenges. The sampling method using a non-probability sampling, that every element in the population do not have the opportunity or the same chance to be selected as a sample. Non-probality sampling method used in this study is a convenience method to select members of the population that is most easily found as respondents. Sampling was done by purposive sampling, ie sampling with certain criteria in order to samples taken in accordance with the purpose of research. The population of this research is employees at one company in DIY as respondent for allegedly will be able to provide a response to stressors experienced Challenge to Task Performance. Keywords: Challenge Stressors, Self Efficacy, Motivation to Work, and Task Performance

Preliminary development and validation of the perceived strengths-based human resource system scale

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Shenghua Xu
Keyword(s):  
Task Performance ◽  
Human Resource ◽  
Organizational Support ◽  
Discriminant Validity ◽  
Employee Performance ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Content Type ◽  
Work System ◽  
Current Article

PurposeThe purpose of the current article was to propose the strengths-based human resource (HR) system construct as well as develop and validate the perceived strengths-based HR system scale by using three independent studies.Design/methodology/approachStudy 1 mainly adopted exploratory factor analysis to test whether fifteen items proposed by the authors can represent the perceived strengths-based HR system construct. The aim of Study 2 was to examine the discriminant validity and criteria validity of the fifteen-item perceived strengths-based HR system scale and reliability of this scale. By structural equation modeling analysis, Study 3 primarily tested the incremental predictive validity of the perceived strengths-based HR system for employee performance (i.e. task performance and innovative behavior) after controlling for the perceived high-performance work system (HPWS) and perceived high-commitment work system (HCWS).FindingsStudy 1 showed that initial fifteen items of the perceived strengths-based HR system appropriately are loaded on one factor and exhibit a good reliability. Study 2 found that there is good discriminant validity between the perceived strengths-based HR system, perceived organizational support, perceived supervisory career support, and work engagement, and the perceived strengths-based HR system exhibits better convergent validity and criteria validity. Study 3 demonstrated that the perceived strengths-based HR system could significantly predict employee performance (i.e. task performance and innovative behavior) even after controlling for perceived HPWS and HCWS.Originality/valueThe current article contributes to advancing HR theory and research and provides a valuable tool for future empirical research on the strengths-based HR system.

Predicting Employee Performance

2020 ◽  
pp. 281-305 ◽  
Author(s):  
Ramona Diana Leon ◽  
Ramona Ioana Tănăsescu ◽  
Carmen Elena Tănăsescu
Keyword(s):  
Organizational Performance ◽  
Task Performance ◽  
Generation X ◽  
Employee Performance ◽  
Banking System ◽  
Contextual Performance ◽  
Individual Performance ◽  
Convenience Sample ◽  
Counterproductive Behavior ◽  
The Impact

The research aims to perform an intergenerational analysis regarding the impact of counterproductive behavior and contextual performance on employees' task performance. The analysis is performed on a convenience sample of 165 employees from three different generations who work in the banking system. The results show that (1) 33.50% of task performance variance is determined by the variance of contextual individual performance and counterproductive behavior, (2) 13% of the variance of contextual individual performance can be explained by the variance in counterproductive behavior, (3) 33.70% of the variance of contextual organizational performance can be explained by the variance of task performance and counterproductive behavior. In addition, significant differences appear regarding the influence of (1) the counterproductive behavior on the contextual performance (Generation X vs. Y), (2) the contextual individual performance on task performance (Generation X vs. Z), and (3) the counterproductive behavior on the contextual individual performance (Generation Y vs. Z).

How perceptions of training impact employee performance

2019 ◽  
Vol 48 (1) ◽  
pp. 163-183 ◽  
Author(s):  
Xiaoyu Guan ◽  
Stephen Frenkel
Keyword(s):  
Task Performance ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Future Research ◽  
Content Type ◽  
Training Performance ◽  
Study Results ◽  
Time Lagged

PurposeThe purpose of this paper is to investigate the influence of firm training on the job performance of mainly semi-skilled manufacturing employees in the context of changes required to ensure the competitiveness of contemporary Chinese manufacturing.Design/methodology/approachData were collected using a survey with time-lagged method and from multiple sources. The sample included 348 supervisor-subordinate dyads from two Chinese manufacturing firms. PROCESS macro tool (Hayes) was used to test the mediating role of work engagement and the moderating role of HRM strength in the training-performance relationship.FindingsWork engagement mediates the relationship between training and in-role task performance, while the relationships between work engagement and both task performance and organizational citizenship behavior are moderated by HRM strength.Research limitations/implicationsBased on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research on the training-performance relationship that more closely considers antecedents and the organizations’ internal and external contexts.Practical implicationsManagers should pay close attention to the context and process of training and learning from the employees’ perspective. In addition, a strong HRM system will improve the benefits of training on employee performance.Originality/valueThis study provides theoretical explanations on the mechanisms linking training and employee performance based on the ability-motivation-opportunity framework.

scholarly journals Fostering task and adaptive performance through employee well-being: The role of servant leadership

2020 ◽  
pp. 234094442098159
Author(s):  
Janne Kaltiainen ◽  
Jari Hakanen
Keyword(s):  
Servant Leadership ◽  
Task Performance ◽  
Work Engagement ◽  
Employee Performance ◽  
Well Being ◽  
Change Score ◽  
Jel Classification ◽  
Adaptive Performance ◽  
Firm Objectives

In this study, we provide insights on how servant leadership may promote employee performance. We investigate whether the associations between increases in servant leadership and employees’ task and adaptive performance are mediated by changes in the two antipodes of employee well-being: work engagement and burnout. We utilized a two-wave survey data ( N = 2453) collected from 34 organizations and latent change score modeling as an analytical approach to examine associations among within-person changes. Our findings showed that increased perceptions of servant leadership were associated with increases in work engagement and decreases in burnout. Increases in work engagement were associated with increases in task performance and four subfacets of adaptive performance (i.e., stress management, reactivity, creativity, and interpersonal adaptivity). Decreases in burnout were associated with increases in task performance. Our findings suggest that improved servant leadership practices may foster employees’ task and adaptive performance especially through the promotion of work engagement. JEL CLASSIFICATION: L200 Firm Objectives, Organization, Behavior: General

A Cross-Level Examination of the Relationship of Strengths-Based Human Resource System With Employee Performance

2021 ◽  
pp. 089484532110373
Author(s):  
He Ding ◽  
Enhai Yu
Keyword(s):  
Task Performance ◽  
Human Resource ◽  
Positive Relationship ◽  
Employee Performance ◽  
Innovative Behavior ◽  
Strengths Use ◽  
Optimal Functioning ◽  
Human Resource System ◽  
Relationship Of ◽  
The Relationship

Given the great significance of employees’ strengths to employees’ optimal functioning, strengths-based human resource (HR) system has gradually reaped HR researchers’ attention. However, to date, there remains a lack of evidence supporting the effectiveness of strengths-based HR system. Therefore, this article aimed to bridge the gap in the literature by empirically testing the cross-level relationships between strengths-based HR system, employee strengths use, and supervisor-rated employee performance (i.e., task performance and innovative behavior). Data from 205 employees working in 56 organizations in China were collected at three points in time from different sources. The results of multilevel path analysis showed that strengths-based HR system has a positive relationship with employee strengths use, and employee strengths use is positively related to supervisor-rated employee task performance and innovative behavior. More importantly, strengths-based HR system had a positive relationship with employee task performance and innovative behavior via employee strengths use.

scholarly journals The Negative Effect of Job Insecurity in the Virtuous Cycle Between Trust in the Organization, Subjective Well-Being, and Task Performance in the Current Volatility, Uncertainty, Complexity, and Ambiguity Context

2021 ◽  
Vol 12 ◽  
Author(s):  
Živilė Stankevičiūtė ◽  
M. Isabel Sanchez-Hernandez ◽  
Eglė Staniškienė
Keyword(s):  
Task Performance ◽  
Negative Impact ◽  
Job Insecurity ◽  
Employee Performance ◽  
Well Being ◽  
General Assumption ◽  
Subjective Well Being ◽  
Negative Consequences ◽  
The Impact ◽  
And Task

Over the past decade, job insecurity referring to the employees’ perceived threat to the continuity and stability of employment as it is currently experienced has become a hot topic. A general assumption, supported by the findings, is that job insecurity causes far-reaching negative consequences for the employee health and well-being, attitudes toward organization and the job, and behaviors at work. However, the focus on behavioral outcomes, especially on employee performance at work, is still scant. Moreover, the literature remains fragmented concerning the impact of job insecurity on employee trust in the organization and how the trust influences employee subjective well-being (SWB), which in turn affects employee performance. Consequently, the link between job insecurity and SWB needs more investigation. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity, trust in the organization, SWB, and task performance. Quantitative data were collected in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on trust in the organization and employee SWB. In case of linkage between job insecurity and task performance, the hypothesis was rejected. In general, these findings affirmed that job insecurity was a hindrance stressor, which needed to be considered when managing human resources in the current volatility, uncertainty, complexity, and ambiguity context.

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