scholarly journals The relationship between employee engagement and work performance for individuals working in active asset management: examining the moderate effect of age, gender, and job function.

2019 ◽  
Author(s):  
Elizabeth Brenner
Keyword(s):  
Employee Engagement ◽  
Asset Management ◽  
Work Performance ◽  
Active Asset Management ◽  
Moderate Effect ◽  
Job Function ◽  
The Relationship ◽  
Effect Of Age

scholarly journals The Relationship Among Superleader, Perceived Organizational Support and Work Performance Mediated By Work Satisfaction and Employee

2019 ◽  
Vol 8 (4) ◽  
pp. 2406-2415
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Work Satisfaction ◽  
Insignificant Effect ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

The research aims to analyze and explain the effect of Superleader on Employee Engagement; the effect of Superleader on work satisfaction; the effect of Superleader on work performance; the effect of Perceived Organizational Support on Employee Engagement, the effect of Perceived Organizational Support on work satisfaction; the effect of job satisfaction on Employee Engagement; the effect of job satisfaction on work performance and the effect of Employee Engagement on work performance. The number of samples used in this research was 240 people. The data was analyzed by using Generalized Structured Component Analysis (GSCA). The result shows that Superleader had both positive and significant effect on work performance, Superleader led significantly to Employee Engagement, Superleader had positive effect but insignificant on work performance, Perceived Organizational Support had a positive and significant relationship on job satisfaction, Perceived Organizational Support had positive and significant effect on Employee Engagement, Perceived Organizational Support led positively but insignificantly to work performance, Job Satisfaction led to Employee Engagement both positively and significantly, Job Satisfaction had a positive and significant effect as well on work performance. While the indirect relationship between Superleader and Performance mediated by Satisfaction based on Sobel test showed insignificant effect. The insignificant effect of Perceived Organizational Support variable on Performance mediated by Satisfaction showed significant result. Moreover, the indirect effect between Perceived Organizational Support variable on Performance mediated by Employee Engagement also indicateed a significant result.

scholarly journals Corneal Biomechanical Properties Post-LASEK for the Correction of Myopia

2014 ◽  
Vol 3 (1) ◽  
pp. 23-28
Author(s):  
David Zadok ◽  
Ali Nassar
Keyword(s):  
Medical Center ◽  
Biomechanical Properties ◽  
Corneal Tissue ◽  
Pearson Coefficient ◽  
Biomechanical Parameters ◽  
Moderate Effect ◽  
The Relationship ◽  
Effect Of Age ◽  
Corneal Biomechanical Properties ◽  
Group 1

ABSTRACT Introduction Laser surgeries are effective and safe, however, over the years data has accumulated about several complications of the procedures, particularly corneal ectasia. Various studies demonstrated the importance of the front layers of the cornea to keep its structure fixed. In order to correct various degrees of myopia, different thicknesses of tissue have to be removed. Therefore, it is conceivable that the risk of developing ectasia might increase depending on the depth of corneal tissue removed. In the last few years, the Reichert Ocular Respond Analyzer (ORA) for measuring the biomechanical parameters of the cornea has been introduced. Studies demonstrated a decrease in the corneal biomechanical parameters after Laser Assisted Sub-epithelial Keratomileusis (LASEK) surgery. However, the, relation between the depth of tissue removed and the amount of change in the biomechanical parameters had not been tested yet. Purpose To evaluate the relationship between corneal biomechanical parameters and corneal tissue ablation thickness. Methods Data was retrospectively collected from patient's files that underwent LASEK in private medical center – Hadassah Optimal in Haifa between January 2009 and May 2010. All patients were operated by same surgeon (AB). In our study we included patients that had at least three ORA measurements at three set periods of time; before the operation, up to 3 months postoperative and more than 3 months postoperative. We divided the patients into 3 groups depending on the refractive error and tested the effect of variable factors (Age, Total depth ablated-TDA, percent of total depth ablated-%TDA, sex, refraction). The data was analyzed by descriptive statistics and student t-test to find the relation between LASEK and the corneal biomechanical parameters. Results Ninety-eight patients participated in our study, which included 98 separate eye operations. A statistically significant decrease (p < 0.001) was found in CRF, CH, IOPg after LASEK. In group 1 (refraction −0.5 to −2.99): on CH – there was a statistically significant (p < 0.05) weak-moderate effect of TDA and %TDA (Pearson coefficient of 0.4, 0.39 respectively), statistically significant (p < 0.05) effect of age. On CRF — we found a statistically significant (p < 0.05) weak-moderate effect of TDA and %TDA (Pearson coefficient of 0.36 for both factors), statistically significant (p < 0.05) effect of age. In the second group (refraction value −3 to −5.99) only on IOPg a statistically significant (p < 0.05) weak effect of TDA (Pearson coefficient of 0.33) was demonstrated. In the third group, we did not find any effect of the variable factors on the change in biomechanical properties characteristics after LASEK. Importance Corneal biomechanical properties influence corneal behavior in certain eye diseases. Moreover, it has been noted that operations and procedures affect these biomechanical properties of the cornea. Hence, it is of great importance to reveal factors that could affect and change such parameters. How to cite this article Barbara R, Nassar A, Zadok D, Barbara Corneal Biomechanical Properties Post-LASEK for the Correction of Myopia. Int J Kerat Ect Cor Dis 2014;3(1):23-28.

scholarly journals Employee Engagement as a Mediator in the Relationship Between Motivational Factors and Job Performance

2021 ◽  
Vol 04 (11) ◽  
Author(s):  
Hussain Almawali Almawali ◽  
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Employee Engagement ◽  
Work Performance ◽  
Motivational Factors ◽  
Ministry Of Education ◽  
Mediating Role ◽  
Government Sector ◽  
Quota Sampling ◽  
The Relationship

The purpose of this study is to evaluate the link between motivational variables, work performance, and employee engagement, as well as the influence of motivational factors on job performance via the use of employee engagement as a mediator in the Sultanate of Oman's government sector. The research used a quantitative technique and examined six hypotheses using 111 representative government workers from the Ministry of Education. This is pilot research. This research used quota sampling and analyzed data using the Statistical Package for the Social Sciences (SPSS) and path analysis approaches. The study's results suggest that these elements are associated positively, that motivational factors are associated positively with employee engagement and work performance, and that employee engagement functions as a partial mediator in the link between motivational factors and job performance. This report is crucial for public sector executives and regulators interested in improving job performance in Oman. This is one of the few research that examines employee engagement's mediating role in the relationship between motivational characteristics and work performance. This is one of the first studies of its sort for the public sector in Oman. In future studies, other motivating elements might be studied and assessed in the private sector.

scholarly journals Impact of work life flexibility on work performance of the employees of IT Companies.

2021 ◽  
Vol 58 (2) ◽  
pp. 6084-6089
Author(s):  
Dr. Lalit Prasad, Dr Priyanka Mishra
Keyword(s):  
Task Performance ◽  
Employee Engagement ◽  
Work Performance ◽  
Work Life ◽  
Workplace Stress ◽  
Adaptive Performance ◽  
Digital Era ◽  
Counterproductive Behavior ◽  
Future Direction ◽  
The Relationship

In this digital era and with the advent of technology, work life flexibility is in demand and is being practice din many organizations to support the company and employees. In lieu of the same, this paper investigates the relationship between work life flexibility and work performance. There is very limited empirical research that substantiates the relationship betweenwork life flexibility and work performance. The Sample of the study was comprised of 179 (75 male and 104 female) of employees of IT Companies. The data were collected from work life flexibility questionnaire including Job Satisfaction, Workplace Stress, Financial Reimbursement, WorkLife Balance and Job Environment.  The work performance consists the components: Task Performance, Contextual Performance, Adaptive Performance and Counterproductive Behavior. It is found that work life flexibility predicts work performance as F (1,177) =106.091, p<0.05, R=0.612, R2=0.375, β=0.612,t=10.30,p<0.05.  It was also found that Gender has no significant effect on work life flexibility and work performance as: F(2,176) = 0.361 and Wilks’ Lamda= 0.697>0.05, Partial Eta Square =0.004. The findings of the study were discussed in line with the extant literature and the results of the analyzed data.It was therefore recommended that the IT companies should give due attention to the findings of the study.This study also suggests that the future direction of research should focus on work life flexibility and organizational commitment, employee engagement, absenteeism of employees of IT companies and also this study can be linked to the other sectors.   

The Relationship between Occupational Stress, Employee Engagement and Turnover Intention

2016 ◽  
Author(s):  
Shahrul Nizam bin Salahudin ◽  
Mohd Nur Ruzainy bin Alwi ◽  
Siti Sarah binti Baharuddin ◽  
Yuyaneswary Santhasaran ◽  
Vishalni Balasubramaniam
Keyword(s):  
Occupational Stress ◽  
Employee Engagement ◽  
Turnover Intention ◽  
The Relationship

MODEL KUANTITATIF MANAJEMEN STRES KERJA DAN MOTIVASI UNTUK MENINGKATKAN KINERJA PETUGAS REKAM MEDIS DI RS ORTOPEDI PROF. DR. R. SOEHARSO SURAKARTA

2016 ◽  
Vol 5 (2) ◽  
pp. 150-156
Author(s):  
Laili Rahmatul Ilmi
Keyword(s):  
Stress Management ◽  
Work Stress ◽  
Work Performance ◽  
Work Motivation ◽  
Cross Sectional ◽  
Staff Performance ◽  
Bivariate Correlation ◽  
And Performance ◽  
The Relationship ◽  
Management Work

Background: Workload may indirectly cause stress. The ability to manage work stress may affect staff’s motivation and performance. The staff performance will affect decision-making in improving the service quality. Objective: This study aimed to analyze the relationship between stress management, work motivation and work performance. Method: This was an analytic observational study with a cross sectional approach. A sample of 19 medical record staff, working at Prof. Dr. R Soeharso orthopedic hospital Surakarta, were selected for this study. A set of questionnaires were developed and administered to measure stress management, work motivation and work performance. Data were then analyzed with a bivariate correlation analysis. Results: There were statistically significant correlations between work stress management, work motivation and work performance. The ability to manage stress positively increased the motivation (r= 0,56; p= 0,013), as well as the work performance (r= 0,49; p= 0,036). Moreover, a higher motivation will lead to a higher performance (r= 0,42; p= 0,071). Conclusion: There were positive relationships between work stress management, work motivation and work performance. Key words: work stress management, motivation, performance.

An Investigation of Faculty Members' Engagement in Saudi Arabia

2018 ◽  
Vol 3 (2) ◽  
pp. 114-136
Author(s):  
Eman I AHMED
Keyword(s):  
Employee Engagement ◽  
Faculty Perceptions ◽  
Cognitive Engagement ◽  
Faculty Members ◽  
University Administrators ◽  
Point Scale ◽  
Policy Makers ◽  
Efficiency And Effectiveness ◽  
The University ◽  
The Relationship

Faculty engagement has been proved to be a critical driver of the universities’ efficiency and effectiveness. The first step towards building an engaged workforce is to get a measure of faculty perceptions of their engagement level to their universities. Accordingly, the purpose of this paper is to investigate the faculty members' engagement in the Imam Abdulrahman Bin Faisal University. It examines the relationship between the faculty professional variablesand their level of engagement to their institutions. William Kahn's (1990) three-component model of employee engagement was partially adapted as a framework to measure the faculty members' engagement. A questionnaire was used to better address the objective of this study. The data were obtained from the Imam Abdulrahman Bin Faisal University (Dammam University) through an internet-based survey. The validity and the reliability of the questionnaire has been evaluated and reported. Results of the analyses show that cognitive engagement is reported to be higher than both the emotional and physical engagement, with a mean rating of 4.040 and a standard deviation of .487, based on the five-point scale. Given the engagement level of the faculty members in this study, the university administrators should develop policies, and strategies that encourage and support engagement among faculty members at the University in order to maximize their engagement. Policy makers must also take into consideration the needs of the faculty members

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

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