Factors affecting job performance: an integrative review of literature

Work Perceptions by Italian Nurses: Implications for Managers at the Point of Care

The aim of this article is to report on Italian nurses' perceptions of their performance and work-related behaviors. The data for the study were derived from a questionnaire that included the items from the Individual Workplace Performance Scale, which was distributed via the internet during March 2021. The analysis of the responses found that women complained more about their work than men. Older nurses reported concerns about keeping up-to-date; they also thought that they carried out their work more efficiently than younger nurses and that they were better able to come up with creative solutions for new problems. The nurses who had been working for 6 to 10 years reported feeling more vulnerable in their positions. Further research is needed to help nurse managers manage their staff and reach their organizational goals.

The factors affecting the performance of the tunnel wall drilling task and their priority

Clarifying the relationship between the man-machine environment and its impact on the tunnel wall drilling task performance (TWDTP) is crucial for enhancing the task performance. Based on a questionnaire survey, indicators of the man-machine environment that affect the TWDTP were proposed in this study, and exploratory factor analysis and a structural equation model were employed to examine the potential factors influencing the task performance and their degrees of influence. By comparing the discrepancy between the perceived performance and importance, the satisfaction of potential factors was evaluated, and the priority order for optimizing these factors was determined by considering the degree of influence and dissatisfaction. The results of survey data analysis based on actual tunnel drilling operation scenarios indicated that tools had the greatest impact on the TWDTP, followed by the quality of the physical environment, while human factors had the least influence on the task performance. Convenient functional maintenance is the key to improving the TWDTP, along with enhancing the quality of the working environment. Once these main aspects are optimized, it is important to consider additional factors such as availability of spare tools, efficient personnel organization, man-tool matching, and safety and health assurance. This research approach provides significant guidance in understanding the relationships between the man-machine environmental factors affecting the performance of complex engineering tasks and identifying key influencing factors, thus providing essential insights for optimizing the TWDTP.

Assessing the effects of organizational support, psychological capital, organizational identification on job performance among nurses: a structural equation modeling approach

BACKGROUND

The job performance of individual employees determines the overall performance of an organization, and organizational support is known as an important resource at the organizational level to enhance job performance. Although nursing scholars have confirmed the crucial role of organizational support in enhancing job performance, there are no studies on whether psychological capital and organizational identification mediate the association between organizational support and job performance. The purpose of this study is to investigate the influence of organizational support, psychological capital, and organizational identification on nurses' job performance.

METHODS

A cross-sectional survey was conducted among 455 nurses from 21 public hospitals in China. Instruments were perceived organizational support scale, task performance scale, contextual performance scale, Nurse Psychological Capital Questionnaire, and Organizational Identification Questionnaire. Survey data were analyzed using SPSS and AMOS, and hypotheses were tested using path model analysis.

RESULTS

Nurses' perceived organizational support, psychological capital, organizational identification, and task/contextual performance were positively correlated in every two variables. Psychological capital played an important mediating role in perceived organizational support and task/contextual performance, as well as organizational identification. The multi-mediating effect of psychological capital and organizational identification on the relationship between organizational support and task/contextual performance were 0.14 and 0.25, respectively.

CONCLUSIONS

There was a positive correlation between organizational support and job performance among nurses. Psychological support, organizational identification and contextual performance played a chain mediation role in the relationship between organizational support on task performance in nurses. Nursing managers should pay more attention to enhancing nurses' psychological capital and organizational identification through effective interventions to improve nurses' job performance.

Perceived socially responsible HRM, employee organizational identification, and job performance: the moderating effect of perceived organizational response to a global crisis

In an uncertain economy and a globalized world, socially responsible human resource management (HRM) is pivotal to the long-term growth of organizations. This research employed social exchange theory and social identity theory to analyze the correlations between employees' perceptions of socially responsible HRM, organizational identification, and job performance. This research also explored the moderating effect of employees' perceptions of their organization's response to a global crisis such as the COVID-19 pandemic on the relationship between organizational identification and job performance. Analyzing the survey data from 367 respondents using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 3.2 software, this study found that HRM that is perceived to be socially responsible positively influences organizational identification and job performance. Moreover, the study found that organizational identification serves as a mediator between socially responsible HRM and work performance. It also revealed that perceived organizational response to a crisis such as the COVID-19 pandemic positively influences employees' job performance and negatively moderates the nexus between organizational identification and job performance. This study clarified the role of socially responsible HRM and organizational reactions to a crisis in promoting employee job performance.

Fuzzy Approach to Computational Classification of Burnout—Preliminary Findings

There is a common belief that medical professions generate more work-related stress and earlier job burnout. We tested two groups: study group 1: medical (physical therapists, n = 30), and study group 2: non-medical (informaticians, n = 30). The purpose of this study was to find new, more reliable models for calculating work-related stress and burnout in the two aforementioned different professional groups. In the paper, we focused on a new model of algorithm based on AI methods that extends the interpretability of the scale of results obtained using the MBI test. The outcomes of the Maslach Burnout Inventory (MBI) were analysed in both study groups. These became the starting point for the development of three different fuzzy models, from which, after comparison, the one best suited to the study groups and the way they were evaluated was selected. Among the patients participating in the study, the following results were obtained: MBI values expressed as median values were significantly higher in group 2 than in group 1. The computational analysis showed that the contribution of the different parts of the MBI test to the final score was unequal in both groups. AI allowed for optimal selection of the model parameters for the study group, from which an algorithm was created to optimise the selection of tools or their parameters. A computational tool can do this faster, more accurately, and more efficiently, becoming an important supporting tool. In the medical context, the main benefit of the results presented in this paper is the definition of an evaluation model that transforms the MBI test scores into a universal percentage scale while preserving the properties of the guidelines underlying the MBI. An additional advantage of the proposed solution is the readability and flexibility resulting from the linguistic rules underlying the model.

Do Servant Leadership Self-Efficacy and Benevolence Values Predict Employee Performance within the Banking Industry in the Post-COVID-19 Era: Using a Serial Mediation Approach

Globally, the COVID-19 pandemic has brought significant implications to the workplace and highly impacted employee performance in every organization. In contemporary research, the scholars agree that leadership is one of the critical antecedents to predict employee performance in organizations. However, research is needed to investigate the mediating role of integral factors such as benevolence values (BV) and self-efficacy (SE) in predicting employee performance in the workplace. This study aimed to investigate the impact of key antecedents on employee performance in the banking industry. The findings reveal that the key antecedents, e.g., servant leadership (SL), self-efficacy (SE), and benevolence values (BV), have a direct positive relationship with employee performance (EP). Moreover, multiple indirect paths were tested, including serial mediation. This study used a quantitative methodology based on the positivist paradigm. A sample of 560 employees was randomly chosen. A survey questionnaire was distributed among them, and 400 were returned with a response rate of 70%, and the clean data of 400 employees was used for data analysis. The structural equation modeling (SEM) technique was employed using Smart PLS 3.3.3 software. The results confirmed that both SE and BV mediate the relationship between SL and EP. Likewise, BV mediates the relationship between SE and EP, and SE mediates the relationship between SL and BV. Finally, in serial mediation, the relationship between SL and EP is also established via SE and BV together as mediators.

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

AIMS AND OBJECTIVES

This study aimed to examine the effects of nurses' individual, professional and work environment characteristics on their job performance levels.

BACKGROUND

Nurses' job performance is important in the effective and efficient provision of health care.

DESIGN

A descriptive, cross-sectional study. The STROBE guidelines were used in this study.

METHODS

The sample of this descriptive, correlational and cross-sectional study comprised 370 nurses working at one private and two university hospitals in Turkey. A demographic information form, the Practice Work Environment Scale of the Nursing Work Index (PES-NWI) and the Nursing Job Performance Scale (JPS) were used to collect the data. Data were analysed using descriptive statistics, Spearman's correlation and multiple linear (stepwise) regression.

RESULTS

There was a significant and positive correlation between the scores on the PES-NWI and the JPS (r: 0.65, p < .05). Regression analysis showed that nurses' job performance was affected by five variables (R² : 59%, p < .05, Durbin-Watson: 2.06).

CONCLUSION

The results of the study show that three sub-dimensions of the PES-NWI (nursing foundations for quality of care; staffing and resource adequacy; nurse manager abilities, leadership and support for nurses), colleague solidarity and education level were important factors affecting job performance.

RELEVANCE TO CLINICAL PRACTICE

The job performance of nurses is a priority issue in delivering quality healthcare services. Further efforts need to be pursued to nurse managers ensure a positive work environment to increase their nurses' job performance.

Effect of board- and firm-level characteristics on the product responsibility ratings of firms from emerging markets

Purpose

Consumers have increasingly become more concerned about environmental degradation, wastage of critical resources and safety. Therefore, firms are adopting sustainability management practices to attract these conscious consumers. Product responsibility (PR) is an important indicator of corporate social responsibility (CSR) and sustainability management. This study examines the relationship between the board- and firm-level characteristics and the PR ratings of firms.

Design/methodology/approach

A temporal design with a lag of one year for a sample of 403 firms from the global emerging economies is analyzed for this purpose.

Findings

Hierarchical regression analysis shows that total revenue, board size, and board diversity have a positive effect on PR ratings.

Research limitations/implications

These findings have implications for policy-level decisions on the composition of boards for the sustainable future of firms.

Originality/value

The study is one of the few studies that have looked into the factors affecting the PR ratings, which are an important indicator of the sustainable practices of an organization.

Promoting Health in Rural India: Enhancing Job Performance of Lay Health Care Activists

The health of people in a nation is a potential indicator of its development. Over and above that, the job performance of people involved in the delivery and facilitation of health care services within a nation reflects the actual health conditions in it. In developing countries, where a large chunk of the population lives in rural areas, the job performance of grass-roots health care workers gains significant importance in order to ensure effective and efficient delivery of health care services to the masses and marginalized communities. The present study takes the case of Accredited Social Health Activists (ASHAs) in difficult rural areas of India to identify factors that affect their job performance and suggests interventions through which it could be enhanced. Fifty-five ASHAs were interviewed and five focused group discussions (FGDs) were conducted. Additionally, triangulation was done by interviewing other stakeholders, while studying relevant documents. Through content analysis of these interviews and documents, this study identifies the demands, resources and stressors that affect the job performance of these important intermediaries in the health care supply chain (in the Indian context). The study also suggests policy-level decisions that could help in enhancing job performance of ASHAs by managing demands, increasing resources and reducing stressors.

Key Messages

We have developed a model that delineates the demands, resources and stressors that affect job performance of women workers in rural India. We have studied Accredited Social Health Activists (ASHAs) who are part of community health care sector. However, our findings are applicable to a wider set of similar job roles. We have studied the nuances of factors affecting job performance for a category of community health care workers who are not full-time employees, have received minimal training and work in close proximity of their residence in a closely knit society. We have looked at job performance of ASHAs who are women community health workers, with low educational qualifications, based in rural setting of a developing country. We have recommended policy implications that would aid in enhancing the performance of ASHAs and thus improve the health care situation in rural India.