Effects of nurses’ individual, professional and work environment characteristics on job performance

2021 ◽  
Author(s):  
Seda Sarıköse ◽  
Nilgün Göktepe
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Individual Professional

scholarly journals Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times

2021 ◽  
Vol 18 (11) ◽  
pp. 5671
Author(s):  
Benito Yáñez-Araque ◽  
Sagrario Gómez-Cantarino ◽  
Santiago Gutiérrez-Broncano ◽  
Víctor-Raúl López-Ruiz
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Health Professionals ◽  
Work Performance ◽  
Qualitative Comparative Analysis ◽  
Good Level ◽  
Configurational Analysis ◽  
Key Variables ◽  
The Times

The evaluation of the work performance of health professionals has focused the interest of scientific research in recent decades as a basis for improving the quality of health services. The global COVID-19 pandemic has pushed countries’ health systems to the limit and had previously unknown consequences on the job performance of health professionals. In this context, what are the determinants of performance? There are numerous studies that link job performance with other variables that directly affect it, such as leadership, job satisfaction, organizational commitment, and work environment. However, there are no studies that jointly relate all these variables, and even less in the field of health. The main objective of this work is to analyse how these variables are configured together to generate a good level of performance of health professionals during the times of COVID-19. To do this, a fuzzy set qualitative comparative analysis (fsQCA) is carried out, an appropriate method that will allow finding the joint causal effects of key variables in human resources to ensure a good level of job performance in health organizations. The study reveals that leadership and commitment are the two key drivers of performance. The data confirm that the “recipe” to achieve a good level of performance consists of the combination of leadership, commitment, and a good work environment. Additionally, in the case of less satisfied workers, linking leadership and commitment is a sufficient condition.

scholarly journals Does Emotional Intelligence Pave way for Psychological Well Being and Enhancing Work Performance

2019 ◽  
Vol 8 (2S4) ◽  
pp. 663-672
Keyword(s):  
New York ◽  
Emotional Intelligence ◽  
Job Performance ◽  
Work Environment ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Work Performance ◽  
Well Being ◽  
Psychological Wellbeing ◽  
Strongly Agree

Purpose – Present study is a descriptive and analytical in nature aiming to bring out the relationship among emotional intelligence, cultural intelligence, perceived organizational supporting practices, family support on psychological wellbeing and work performance of the Indian expatriates in United States of America. Design/Methodology/Approach- This study adopts positivist deductive approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the Indian IT expatriates who are assigned to USA working in the four major IT cluster of USA i.e. California, Washington, New York, & Chicago. A total 634 questionnaires were received indicating a response rate of 52 %. The questionnaire for this study consists of 87 items and the five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and regression is the tools used in the present study Findings- An important affiliation was observed among emotional intelligence and expatriate job performance and psychological wellbeing. As the job performance and psychological wellbeing largely dependent on the emotional intelligence of the employee, the job performance of the expatriates is also influenced by the emotional intelligence level of the expatriate. Higher levels of emotional intelligence predict higher the job performance and psychological wellbeing of the expatriate. A significant relationship was found between cultural intelligence and expatriate job performance and psychological wellbeing. When the expatriate face culturally diverse work environment, the Cultural intelligence of the expatriate allows the expatriate to adopt behaviours which potentially contributes to the success of the expatriate in the diverse work environment. A signification had been observed between perceived organizational supporting practices and expatriate performance. Inclination towards repayment towards the organization is high among the employees who are in receipt of major support from the organization. The support of the organization becomes more relevant in the instance of the expatriates because the expatriates are working away from the parent organization in culturally diverse settings. A signification relationship was found between perceived family supports and expatriate performance. When the accompanying family is well adjusted to the new culture, the employee can concentrate more on the job responsibilities. Hence,

scholarly journals Lighting Quality and Acoustic Quality in LEED-Certified Buildings Using Occupant Evaluation

2011 ◽  
Vol 6 (2) ◽  
pp. 139-155 ◽  
Author(s):  
Young S Lee
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Environmental Design ◽  
Green Building ◽  
Leed Certification ◽  
Worker Satisfaction ◽  
The Us ◽  
Acoustic Quality ◽  
Building Practice ◽  
The Relationship

Lighting quality and acoustic quality are often not well addressed in the current green building practice, including the Leadership in Energy and Environmental Design (LEED) Green Building Rating System in the US. While the level of LEED certification indicates the level of sustainability, it is not clear if a higher level of LEED certification also implies a more comfortable and productive work environment. The study intended to find the relationship between the level of LEED certification and the level of worker satisfaction and perceived job performance regarding lighting quality and acoustic quality from fifteen LEED-certified buildings. The findings indicate that the LEED Platinum building group tended to provide better lighting quality than the other lower certification groups, while the LEED Gold building group showed lower lighting quality and acoustic quality than the rest of the groups. Workplace designers and organizations should be mindful of the importance of lighting and acoustic qualities in promoting better comfort and productivity as it is easy to overlook these criteria when complying with LEED IEQ guidelines.

scholarly journals PENGARUH INSENTIF, LINGKUNGAN KERJA DAN BUDAYA KERJA TERHADAP KINERJA KARYAWAN DI PT. SARI BUAH SAWIT KECAMATAN KINALI KABUPATEN PASAMAN BARAT

2018 ◽  
Vol 5 (3) ◽  
pp. 131-138
Author(s):  
Wildan Wildan ◽  
Nur Hamzah
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Research Data ◽  
Significant Rate ◽  
R Value

This study was condueted at PT. Sari Buah Sawit Kinali, west pasaman. incentive, work anvironment and job atitude on job performance. The populations of this study are all of the 99 emplayees of PT. SBS Kinali, west pasaman for the populations are less than 100, so the sampling tecknique used is cencus method which means that all 99 population becomes samples of the research. Data calleting is by questionare and documentation. Data analisis method is descriptive analys and multiplelinear regression by using SPSS 16.0 for windows the result shows that there is on impacts of indipendent variable on dependent variable. indipendent variable simultaneorsly positive and significantly impact job performance with 34,424 of coeffisiont regresion value and 0,000 significant rate R² value shows 0,521% and the rest of 0,479% impacted by other variables which are not studied hare. Keywords :Job Performance, Insentive, Work Environment, and Job At¬¬titude

The influence of job stress and working environment on job satisfaction toward job performance

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Roes Aldi Asaddiari Maulidka ◽  
Dessy Isfianadewi
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Environment ◽  
Job Stress ◽  
Significant Influence ◽  
Working Environment ◽  
Multiple Linear Regressions ◽  
Hrm Practices ◽  
Permanent Employees ◽  
Linear Regressions

The purpose of this research was to gain information on the influence of HRM practices especially job stress, working environment on job satisfaction toward job performance at Bank Mandiri as state-owned companies in Indonesia. The samples of this research were permanent employees of the company. The questionnaires were distributed to 150 respondents and the employees properly filled 115 questionnaires. The analytical model used in this research was multiple linear regressions. The results of this research proved that job stress significantly influence over job satisfaction because the value of significance is 0.019 (p < 0.05). Work environment with significance value of 0.000 (p < 0.05) is proved to have significant influence to job satisfaction. Job stress also proved to have significant influence to job performance based on the significance value of 0.008 (p < 0.05). Besides that, work environment with the significance value of 0.000 (p < 0.05) is proved to have significance value to job performance. Lastly, job satisfaction with the significance value of 0.000 (p < 0.05) is proved to have a significant value to job performance.

Multitasking

2011 ◽  
pp. 76-95
Author(s):  
Alice Robbin
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Interpersonal Relationships ◽  
Research Agenda ◽  
Quality Of Work Life ◽  
Negative Effects ◽  
Media Technologies ◽  
Private Lives ◽  
Future Work

Gunilla Bradley has been an intellectual force for more than forty years. The evolution of her thinking led to a theoretical model that posits the convergence of computer, information, and media technologies and how our work and private lives have been transformed by computerization. This essay examines recent research on this convergence in the context of multitasking, including communicative practices in social and interpersonal interactions at work, effects on the quality of work life and job performance, and the dissolving of the boundaries of work and private lives. Convergence has had both positive and negative effects. It has the potential for improving the quality of social and interpersonal relationships and productivity in the workplace, but, at the same time, substantial evidence shows that multitasking has contributed, sometimes significantly, to increases in stress and cognitive load that have impeded job performance. These effects of computerization were identified very early in Bradley’s research investigations, confirming the continued relevance of her research agenda for future work that she proposed more than 20 years ago in her book Computers and the Psychosocial Work Environment.

MENOPAUSAL WOMEN AND THE WORK ENVIRONMENT

1994 ◽  
Vol 22 (4) ◽  
pp. 347-354 ◽  
Author(s):  
Robert V. High ◽  
Patricia A. Marcellino
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Hot Flashes ◽  
Menopausal Symptoms ◽  
Mood Changes ◽  
Final Sample ◽  
Menopausal Women ◽  
Night Sweats ◽  
Survey Instruments ◽  
Post Menopausal

A survey was taken of working, post-menopausal women, concerning their menopausal symptoms. The survey addressed itself to any difficulties the women may have faced in the work environment as a result of their menopausal symptoms. The final sample consisted of N = 89 completed survey instruments. In addition to night sweats and hot flashes, other symptoms reported by at least 40% of the women included weight gain, irritability, depression, bloating, and mood changes. These symptoms were reported as being disruptive to their lives by 47% of the respondents, with 30% indicating that their job performance had been adversely affected. The symptoms of irritability and mood changes showed significant correlations with job performance. The sample was further analyzed with regard to whether the respondent was in a managerial or non-managerial position. Excluding the expected night sweats and hot flashes, the non-managerial group showed a significantly higher percentage reporting each symptom in seven of the eight symptoms listed.

Relationship between Optimism and Coping Strategies in the Work Environment

1992 ◽  
Vol 71 (3_suppl) ◽  
pp. 1179-1186 ◽  
Author(s):  
David Strutton ◽  
James Lumpkin
Keyword(s):  
Job Performance ◽  
Coping Strategies ◽  
Work Environment ◽  
Cross Sectional Study ◽  
Limited Attention ◽  
Sectional Study ◽  
Cross Sectional ◽  
And Coping ◽  
Coping Tactics

The work environment is often stressful; however, the specific coping strategies used by individuals to deal with such stress have received limited attention. While the benefits associated with optimism have long been touted, little insight has been developed regarding the mechanism(s) that may contribute to optimists' superior job performance. It is possible that optimism is associated with higher performance because it influences the coping strategies used by salespeople. This possibility was addressed in a cross-sectional study of 101 salespeople. Dispositionally optimistic salespersons were observed to rely more on problem-focused coping strategies, while pessimists engaged in emotion-focused coping. But the specific coping tactics that emerged and the extent to which these tactics were used differed substantially from those which research conducted in other, nonsales settings would have predicted.

Leader-member exchange, work engagement, and job performance

2015 ◽  
Vol 30 (7) ◽  
pp. 754-770 ◽  
Author(s):  
Kimberley Breevaart ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Machteld van den Heuvel
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Work Environment ◽  
Work Engagement ◽  
Job Resources ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
Developmental Opportunities

Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job performance is sequentially mediated by job resources (autonomy, developmental opportunities, and social support) and employee work engagement. Design/methodology/approach – In total, 847 Dutch police officers filled out an online questionnaire. Multilevel structural equation modeling was used to test the hypothesized relationships and to account for the nesting of employees in teams. Findings – Employees in high-quality LMX relationships work in a more resourceful work environment (i.e. report more developmental opportunities and social support, but not more autonomy). This resourceful work environment, in turn, facilitates work engagement and job performance. Research limitations/implications – Because of the research design, it is difficult to draw conclusions about causality. Future research may test the newly proposed relationship using a longitudinal or daily diary design. Practical implications – This study emphasizes the value of high-LMX relationships for building a resourceful environment. In turn, this resourceful environment has important implications for employees’ work engagement and job performance. Originality/value – This study examines LMX as a more distal predictor of employee job performance and examines a sequential underlying mechanism to explain this relationship. Furthermore, this paper explicitly examined job resources as a mediator in the relationship between LMX and employee job performance.

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