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    Wyświetlanie 1-11 z 11
    Tytuł:
    Turnover-mitigating effect of servant leadership on job performance
    Autorzy:
    Bieńkowska, Agnieszka
    Koszela, Anna
    Ludwikowska, Kamila
    Powiązania:
    https://bibliotekanauki.pl/articles/2105326.pdf
    Data publikacji:
    2022
    Wydawca:
    Politechnika Białostocka. Oficyna Wydawnicza Politechniki Białostockiej
    Tematy:
    servant leadership
    employee job performance
    employee turnover
    employee dynamic capabilities
    organisational performance
    przywództwo służebne
    wydajność pracy
    rotacja pracownika
    dynamiczne możliwości pracowników
    wydajność organizacji
    Opis:
    Job performance is an extremely complex factor affecting organisational performance. The literature recognises factors impacting job performance positively and negatively. This article aims to verify the turnover-mitigating effect on the relationship between servant leadership and job performance. The developed moderated mediation model is empirically verified based on the data collected from 263 managers working in Poland’s for-profit organisations. The results were analysed using Macro for IBM SPSS Statistics. It has been shown that employee turnover is a mediator in the job performance model based on turnover-mitigating servant leadership. Additionally, the influence of employees’ dynamic capabilities has been analysed. The study revealed the significance of servant leadership in influencing job performance and the disruptive relationship between employee turnover and the impact of employees’ dynamic capabilities in reducing employee turnover. This research provides practical implications for managers and organisations regarding selecting the right leadership style to improve employee job performance.
    Źródło:
    Engineering Management in Production and Services; 2022, 14, 2; 67--81
    2543-6597
    2543-912X
    Pojawia się w:
    Engineering Management in Production and Services
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Examining the Interrelation Between Job Autonomy and Job Performance: A Critical Literature Review
    Autorzy:
    Khoshnaw, Saifaddin
    Alavi, Hamed
    Powiązania:
    https://bibliotekanauki.pl/articles/2064920.pdf
    Data publikacji:
    2020
    Wydawca:
    STE GROUP
    Tematy:
    employee performance
    culture
    job performance
    Opis:
    This paper aims at examining the role of job autonomy in organizations and its relation with employee performance. This will be achieved by providing a critical review of the subject matter in existing management literature. In recent years, the concept of job autonomy has gained an increasing importance in practice of Human Resource Management. Even some studies claimed that job autonomy directly affects job performance and some of its indicators including job satisfaction, motivation, job engagement and job commitment. As a result, current paper aims at studying the effect of job autonomy on employee performance by critically reviewing existing work of human resource scholars. Main research questions approached by authors include: Is there any meaningful relationship between job autonomy and employee’s job performance distinguished in existing literature? If yes, what impact can be expected from job autonomy on employee’s job performance?
    Źródło:
    Multidisciplinary Aspects of Production Engineering; 2020, 3, 1; 606--616
    2545-2827
    Pojawia się w:
    Multidisciplinary Aspects of Production Engineering
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    The mediating role of leadership on antecedents to employee performance
    Mediacyjna rola przywództwa w ocenianiu wyników pracowników
    Autorzy:
    Rusli, Zaili
    Yozani, Ringgo Eldapi
    Mashur, Dadang
    Powiązania:
    https://bibliotekanauki.pl/articles/1830427.pdf
    Data publikacji:
    2020
    Wydawca:
    Politechnika Częstochowska
    Tematy:
    leadership
    job satisfaction
    employee performance
    employee training
    antecedents to employee performance
    przywództwo
    satysfakcja z pracy
    wyniki pracowników
    szkolenia pracowników
    czynniki poprzedzające wyniki pracowników
    Opis:
    The current study adds to the existing literature of understanding the employee performance since it is the first study to include the variables. Therefore, this study aims to develop more understanding job satisfaction, training and leadership connection. The findings of this analysis concerning the employees’ performance and leadership relationship found to be in contrast with the previous research. This study has been employed the structural equation modelling (SEM) as it is a multivariate technique for the examination of structural relations. For researcher’s SEM is most appropriate technique as in an analysis multiple interrelated association can be assessed at the same time. The scale has been adopted from the literature. In this study the response rate was 60% which is greater than the threshold response rate. The findings highlight that the employees’ job performance is linked with their mental well-being which employees achieve through different characteristics of their job, and thus, the satisfied employees lead to more buyers which increase their achievements. It is perceived that general research on job satisfaction level is an interesting topic of research for the scholars.
    Obecne badanie uzupełnia istniejącą literaturę dotyczącą zrozumienia wydajności pracowników, ponieważ jest to pierwsze badanie uwzględniające zmienne. Dlatego to badanie ma na celu lepsze zrozumienie satysfakcji z pracy, szkolenia i powiązań przywódczych. Wyniki tej analizy dotyczące wyników pracowników i relacji przywódczych są sprzeczne z wynikami poprzednich badań. W badaniu wykorzystano modelowanie równań strukturalnych (SEM), ponieważ jest to wielowymiarowa technika badania relacji strukturalnych. Dla SEM badacza jest to najbardziej odpowiednia technika, ponieważ w analizie można jednocześnie ocenić wiele powiązanych powiązań. Skala została zaczerpnięta z literatury. W tym badaniu odsetek odpowiedzi wyniósł 60%, czyli więcej niż progowy wskaźnik odpowiedzi. Wyniki wskazują, że wydajność pracy pracowników jest powiązana z ich dobrostanem psychicznym, które pracownicy osiągają dzięki różnym cechom wykonywanej pracy, a tym samym zadowoleni pracownicy prowadzą do większej liczby kupujących, co zwiększa ich osiągnięcia. Uważa się, że ogólne badanie poziomu satysfakcji z pracy jest interesującym tematem badań dla naukowców.
    Źródło:
    Polish Journal of Management Studies; 2020, 22, 1; 434-451
    2081-7452
    Pojawia się w:
    Polish Journal of Management Studies
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Job crafting and sustainable work performance: A systematic literature review
    Autorzy:
    Rózsa, Zoltán
    Folvarčná, Andrea
    Holúbek, Jakub
    Veselá, Zuzana
    Powiązania:
    https://bibliotekanauki.pl/articles/22397858.pdf
    Data publikacji:
    2023
    Wydawca:
    Instytut Badań Gospodarczych
    Tematy:
    employee motivation
    sustainable work
    job crafting
    performance
    work engagement
    work performance
    autonomy
    leadership
    literature review
    Opis:
    Research background: Job crafting based on individual initiative represents a new form of work design, supporting stability in increasing work performance. In many cases, this method proves to be an effective way of increasing employees' work engagement, mainly because of the mediated autonomy in their work performance and the greater meaningfulness that results from it. The basis of job crafting is employee support, which initiates working behavior focused on proactivity in creating and adapting work to the subjective requirements of the employee's individuality. The available literature highlights various approaches that mediate individual topics, with which companies try to stimulate employee behavior, the expected result of which is job crafting, which leads to an increase in work performance. Purpose of the article: The goal of the study is to identify current research directions in the field of job crafting, specifically in relation to increasing work performance. Methods: The Web of Science database was used to identify the main directions of research in the relevant literature. Research was directed at peer-reviewed articles published in journals indexed in SSCI as Q1 and Q2. The resulting number of articles was identified based on the PRISMA selection method. Findings & value added: By analyzing the literary sources, we have identified 4 important research topics that the authors of the scientific articles addressed. The most widespread topic was work engagement and its influence on job crafting. In the second topic, the authors addressed the issue of how job crafting supports the meaningfulness of work. The third research topic that the authors addressed was job crafting as a factor of employee autonomy. The fourth theme identified was the influence of leadership and management support on job-crafting behavior. The paper offers the reader a systematic and clear list of available quality resources that can help them in their personal research related to job crafting and work performance. In addition, the results of our research may be useful for companies trying to improve the work performance of their employees.
    Źródło:
    Equilibrium. Quarterly Journal of Economics and Economic Policy; 2023, 18, 3; 717-750
    1689-765X
    2353-3293
    Pojawia się w:
    Equilibrium. Quarterly Journal of Economics and Economic Policy
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Verification of the Job Performance Model based on Employees’ Dynamic Capabilities in organisations under the COVID-19
    Autorzy:
    Bieńkowska, Agnieszka
    Tworek, Katarzyna
    Koszela, Anna
    Powiązania:
    https://bibliotekanauki.pl/articles/2086460.pdf
    Data publikacji:
    2021
    Wydawca:
    Politechnika Białostocka. Oficyna Wydawnicza Politechniki Białostockiej
    Tematy:
    employee dynamic capabilities
    job performance
    management
    dynamiczne możliwości pracowników
    wydajność pracy
    zarządzanie
    Opis:
    The paper aims to verify the Job Performance Model based on Employees’ Dynamic Capabilities (EDC) and explain the mechanisms shaping job performance based on EDC in an initial phase of the crisis in an organisation due to the Black Swan phenomena, on the example of the COVID-19 pandemic of 2020. Empirical research on Italian organisations affected by the crisis shows that the Model is significantly distorted under such conditions. To verify the internal structure of the Job Performance Model based on EDC under critical conditions, the statistical correlation analysis, linear regression analysis and path analysis were executed using SPSS and SPSS AMOS. The research result of the statistical analysis confirmed that the new version of the Model for organisations under the Black Swan phenomenon was statistically significant without work motivation and job satisfaction. It was also proven that P–J fit still linked EDC and job performance through strengthening work engagement. The research confirmed that the Job Performance Model based on EDC, which has so far been verified under normal working conditions, radically changed its structure during the COVID-19 crisis. This means that factors previously considered important in the Job Performance Model based on EDC have become insignificant in shaping job performance. Therefore, this is an inspiration for further research to verify the Job Performance Model based on EDC in different phases of the crisis.
    Źródło:
    Engineering Management in Production and Services; 2021, 13, 3; 66--85
    2543-6597
    2543-912X
    Pojawia się w:
    Engineering Management in Production and Services
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Impact of Employee Job Attitudes on Organizational Performance: a Study Based on Co-op City Managers of Multipurpose Co-operative Societies, North Central Province, Sri Lanka
    Autorzy:
    Mudannayake, Shanika Nilangani
    Powiązania:
    https://bibliotekanauki.pl/articles/2162511.pdf
    Data publikacji:
    2021
    Wydawca:
    Politechnika Częstochowska
    Tematy:
    co-operative societies
    co-op cities and mini co-op cities
    employee job attitudes
    organizational performance
    Opis:
    Co-operative society businesses are one of the major contributions to the Sri Lankan economy. The multipurpose co-operative societies provide several services to people. The study was based on the managers of the retail stores of multipurpose co-operative societies in the northern central province of Sri Lanka, as they have suffered losses for several years. The study assessed the impact of employee job attitudes on organizational performance with selected managers as a study sample. A survey questionnaire was used as an instrument to collect data. The study was conducted to measure and identify variables. The data collected were fitted to the created model. Model validation was assessed using the validity test of Cronbach’s alpha. Descriptive statistics and inferential statistics were used in the analysis. A correlation coefficient and a regression analysis were used to analyze the dependencies between employee job attitudes and organizational performance to evaluate the hypotheses. All the hypotheses developed in the study were positively confirmed. The results of the study confirmed that managers have negative attitudes towards their employment, which has an impact on organizational performance. The study recommends that co-operative societies should have mechanisms to assess employee job attitudes and improve the quality of work-life to enhance organizational performance.
    Źródło:
    Zeszyty Naukowe Politechniki Częstochowskiej. Zarządzanie; 2021, 44; 36-45
    2083-1560
    Pojawia się w:
    Zeszyty Naukowe Politechniki Częstochowskiej. Zarządzanie
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Enhancing emotional engagement through relational contracts, management receptiveness, and employee commitment as a stimulus for job satisfaction and job performance in the public sector
    Autorzy:
    Nguyen, Phuong V.
    Nguyen, Loi Tan
    Doan, Khanh Ngoc Van
    Tran, Hoa Quynh
    Powiązania:
    https://bibliotekanauki.pl/articles/22444351.pdf
    Data publikacji:
    2021
    Wydawca:
    Instytut Badań Gospodarczych
    Tematy:
    emotional engagement
    job satisfaction and performance
    relational contract
    management receptiveness
    employee communication
    PLS-SEM
    public sector
    Opis:
    Research background: In the private sector and on social media, corporate emotional interaction has lately become a hot topic. In the background of the public sector, however, it has scarcely been discussed and very little is known about its determinants and implications. Purpose of the article: This research investigates the role of organizational emotional engagement through relational contracts, senior management receptivity, and upward communication of employees in the public sector in stimulating work satisfaction and job efficiency. Methods: This research was based on data collected between April 1, 2020, and May 31, 2020, from 335 state employees from various governmental organizations in Ho Chi Minh City (HCMC), Vietnam. To evaluate the hypothesized model, partial least squares-structural equation modeling was used. Findings & value added: Our results illustrate that relational contracts have a powerful effect on emotional engagement. Positive relationships were confirmed between employee engagement and the voice of employees and between employee engagement and job performance. Moreover, the findings also support the role of senior management receptiveness in stimulating organizational emotional engagement. This study addresses questions about absence of academic studies on organizational emotional engagement in the public sector. The results highlight the important role of emotional engagement in stimulating job satisfaction and job performance through relational contracts, senior management receptiveness, and upward employee communication.
    Źródło:
    Equilibrium. Quarterly Journal of Economics and Economic Policy; 2021, 16, 1; 203-224
    1689-765X
    2353-3293
    Pojawia się w:
    Equilibrium. Quarterly Journal of Economics and Economic Policy
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    E-leadership as a booster of employees’ dynamic capabilities influence on job performance
    Autorzy:
    Luo, Guangyan
    Tworek, Katarzyna
    Powiązania:
    https://bibliotekanauki.pl/articles/27313602.pdf
    Data publikacji:
    2022
    Wydawca:
    Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
    Tematy:
    e-leadership
    employee dynamic capabilities
    job performance
    COVID-19
    e-przywództwo
    możliwości pracowników dynamiczne
    wydajność pracy
    Opis:
    Purpose: The article concerns the influence of employees’ dynamic capabilities on job performance and the role of e-leadership in strengthening such a relation. Design/methodology/approach: The hypotheses were verified among 1200 organizations operating in Poland, Italy and USA during 2nd wave of COVID-19 pandemic. The statistical reasoning was based on linear regression model with moderator. Findings: The results show that e-leadership is indeed strengthening the positive influence of employees’ dynamic capabilities on job performance, and moreover – such effect is much stronger among organizations operating in crisis during circumstances of COVID-19 pandemic, striving to survive. Research limitations/implications: The empirical research should be treated as a pilot study, as the systemic literature review is limited and has a character of an initial review aiming at the identification of future direction of research in this regard. Practical implications: The obtained results show that organizations, which experience crisis caused by the COVID-19 pandemic are characterized by a much higher level of EDC influence on job performance than those, which do not experience crisis. It is clearly showing the important role of EDC in managing such organizations and transforming their way of doing business in order to survive the crisis. Originality/value: The obtained results contribute new knowledge to the field of job performance management during crisis, confirming that dynamic capabilities are crucial among employees and this specific type of capabilities should be shaped and enhanced among those organizations struggling through crisis caused by COVID-19 pandemic.
    Źródło:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2022, 155; 237--248
    1641-3466
    Pojawia się w:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    The effect of job satisfaction and organizational culture on employee performance in autofinance business: the mediating role of organizational commitment
    Autorzy:
    Ahmed, Azmy
    Wiadi, Iyus
    Powiązania:
    https://bibliotekanauki.pl/articles/2179660.pdf
    Data publikacji:
    2022
    Wydawca:
    Uniwersytet Zielonogórski. Wydział Ekonomii i Zarządzania
    Tematy:
    job satisfaction
    organizational culture
    organizational commitment
    employee performance
    zadowolenie z pracy
    kultura organizacyjna
    zaangażowanie organizacyjne
    wydajność pracowników
    Opis:
    The present study analyzed the mediating role of organizational commitment in the effect of job satisfaction and organizational culture on employee performance. Job satisfaction and organizational culture may influence employee performance. The variable with the most significant effect on employee performance was analyzed hrough job satisfaction and organizational culture. The result of the study demonstrated the increase in employee performance through organizational commitment. It is recommended to consider the positive effect of job satisfaction and organizational culture in the auto financing business. Partial Least Square (PLS) was applied. The method allows the researcher to analyze the direct and indirect effects in the research model, i.e., the effects of job satisfaction and organizational culture on employee performance when organizational commitment acted as the mediating variable. This study involved several autofinancing companies. Four hundred twenty employees from these companies were recruited as respondents using a stratified sampling technique. This study found that job satisfaction acts as one of the factors affecting employee performance achievement, as proven by its direct and indirect effects on employee performance. Organizational culture can improve employee performance through organizational support and commitment. The auto financing industry should be able to implement a competitive organizational culture.
    Źródło:
    Management; 2022, 26, 2; 86--119
    1429-9321
    2299-193X
    Pojawia się w:
    Management
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    The Effect of Organizational Transformation, Organizational Culture, and Transformational Leadership on Employee Performance Through Job Satisfaction: An Evidence from Automotive Component Manufacturing Companies
    Autorzy:
    Azmy, Ahmad
    Hartono, Denny Krisnawan
    Mirza, Mariza
    Powiązania:
    https://bibliotekanauki.pl/articles/11542408.pdf
    Data publikacji:
    2023
    Wydawca:
    Uniwersytet Zielonogórski. Wydział Ekonomii i Zarządzania
    Tematy:
    organizational transformation
    organizational culture
    transformational leadership
    employee performance
    job satisfaction
    transformacje organizacyjne
    kultura organizacyjna
    przywództwo transformacyjne
    wydajność pracowników
    satysfakcja z pracy
    Opis:
    This study aimed to analyze organizational transformation, organizational culture, and transformational leadership in relation to employee performance, with job satisfaction serving as a mediating variable. The participants consisted of 101 employees from automotive component manufacturing companies. They were selected using purposive sampling techniques to ensure alignment with the research objectives. Data were analyzed using Partial Least Squares (PLS) to illustrate the variables and indicators influencing employees’ performance. The results indicated that organizational transformation, organizational culture, and transformational leadership had a positive impact on employee performance. Furthermore, the mediating role of job satisfaction in relation to employee performance was also observed. Therefore, organizations should optimize job satisfaction to enhance employee competencies in response to business challenges. By implementing organizational transformation, fostering a positive organizational culture, and promoting transformational leadership, organizations can potentially increase satisfaction, responsiveness, and performance, thereby supporting business innovation. Job satisfaction plays a crucial role in maintaining performance stability, as the business process appears to be highly reliant on organizational transformation, organizational culture, and transformational leadership. The variables examined in this study demonstrate that job satisfaction enhances employees’ responsiveness to the company’s operations. Consequently, organizations should prioritize responsiveness and adaptability when empowering their human resources.
    Źródło:
    Management; 2023, 27, 1; 95--129
    1429-9321
    2299-193X
    Pojawia się w:
    Management
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Perceived green human resource management among employees in manufacturing firms
    Postrzegane zielone zarządzanie zasobami ludzkimi wśród pracowników firm produkcyjnych
    Autorzy:
    Yusliza, Mohd-Yusoff
    Tanveer, M. Imran
    Ramayah, Thurasamy
    Kumar, Sumatah Christie
    Saputra, Jumadil
    Noor Faezah, Juhari
    Powiązania:
    https://bibliotekanauki.pl/articles/2021087.pdf
    Data publikacji:
    2021
    Wydawca:
    Politechnika Częstochowska
    Tematy:
    green human resource management
    employee engagement
    turnover intention
    job performance
    perceived organizational support
    zielone zarządzanie zasobami ludzkimi
    zaangażowanie pracowników
    wydajność pracy
    postrzegane wsparcie organizacyjne
    Opis:
    The present study aims to examine the relationship between perceived Green Human Resource Management (GHRM), employee engagement, job performance, perceived organizational support (POS), and turnover intention. This study designed using quantitative approach through a self-administered questionnaire. A total 202 employees have participated and collected by using snowball sampling procedure. The data analysed by using partial least squares-structural equation modelling and assisting the SmartPLS-3. Drawing on the social exchange theory, the results revealed that the effect of perceived GHRM on both outcome variables is mediated by employee engagement. Secondly, perceived GHRM is significant predictor of employee engagement. Moreover, POS is found significant moderator between employee engagement and both outcome variables. The findings of this study advocate that manufacturing industry must pay greater attention to GHRM practices as employees treat them as the reciprocal process which helps organizations to escalate employees’ engagement level and decreases voluntary turnover rate. Overall, the study helps the stakeholders to understand the importance of social support of organization in implementing GHRM practices and how it shapes employee’s behaviour.
    Niniejsze badanie ma na celu zbadanie związku między postrzeganym zielonym zarządzaniem zasobami ludzkimi (GHRM), zaangażowaniem pracowników, wydajnością pracy, postrzeganym wsparciem organizacyjnym (POS) i intencją rotacji. Niniejsze badanie zostało zaprojektowane przy użyciu podejścia ilościowego za pomocą kwestionariusza do samodzielnego wypełnienia. W sumie 202 pracowników wzięło udział w badaniu i zebrało je za pomocą procedury pobierania próbek w kształcie kuli śnieżnej. Dane przeanalizowano przy użyciu modelowania równań strukturalnych metodą najmniejszych kwadratów i wspomagania SmartPLS-3. Opierając się na teorii wymiany społecznej, wyniki ujawniły, że wpływ postrzeganego GHRM na obie zmienne wynikowe jest mediowany przez zaangażowanie pracowników. Po drugie, postrzegany GHRM jest istotnym predyktorem zaangażowania pracowników. Co więcej, POS jest znaczącym moderatorem między zaangażowaniem pracowników a obiema zmiennymi wynikowymi. Wyniki tego badania wskazują, że przemysł wytwórczy musi zwracać większą uwagę na praktyki GHRM, ponieważ pracownicy traktują je jako wzajemny proces, który pomaga organizacjom w zwiększaniu poziomu zaangażowania pracowników i zmniejszaniu wskaźnika dobrowolnej rotacji. Ogólnie rzecz biorąc, badanie pomaga interesariuszom zrozumieć znaczenie wsparcia społecznego organizacji we wdrażaniu praktyk GHRM i sposobu, w jaki kształtuje ono zachowanie pracowników.
    Źródło:
    Polish Journal of Management Studies; 2021, 23, 1; 470-486
    2081-7452
    Pojawia się w:
    Polish Journal of Management Studies
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
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