scholarly journals The Mediating Effect of Cultural Intelligence on the Relationship Between Openness Personality and Job Performance among Expatriates on International Assignments

2012 ◽  
Vol 6 (5) ◽  
pp. 601-610 ◽  
Author(s):  
Subramaniam Sri Ramalu ◽  
Faridahwati Mohd. Shamsudin ◽  
Chandrakantan Subramania
Keyword(s):  
Job Performance ◽  
Cultural Intelligence ◽  
Mediating Effect ◽  
International Assignments ◽  
Personality And Job Performance ◽  
The Relationship

The Mediating Effect of English Self-efficacy on the Relationships between Motivation to Learn, Intention to Share Knowledge, and Job Performance Among Military Personnel

2021 ◽  
Vol 7 (2) ◽  
pp. 228
Author(s):  
Siti Haizam Mohd Zin ◽  
Mohammad Nazri
Keyword(s):  
Job Performance ◽  
Military Personnel ◽  
Self Efficacy ◽  
Military Training ◽  
Armed Forces ◽  
Mediating Effect ◽  
Future Research ◽  
Positive Interactions ◽  
Motivation To Learn ◽  
The Relationship

Extensive research on the relationship between employees' use of English in the workplace and their job performance has revealed that the use of English at work leads to increased job performance and positive interactions among staff. In relation to this, a good command of English among military staff, especially officers, is of great importance to the Armed Forces, as military personnel often serve abroad and need to be proficient in communicating their instructions and orders to a foreign team. Previous research has also shown that self-efficacy is a significant predictor of job performance; however, the role of self-efficacy in learning English language skills has not been widely explored as mediator in the relationship between motivation to learn, intention to share knowledge, and job performance. Therefore, this paper aims to develop a conceptual framework that can be used to improve the understanding of English self-efficacy and its relationship with employees’ motivation to learn, intention to share knowledge, and capability to complete a given task. This framework informs and guides future research that will test the hypothesized relationships. The findings would assist the English Department of the Education Directorate of the Malaysian Armed Forces to design or revise military training syllabi and approaches.

Subordinate-oriented strengths-based leadership and subordinate job performance: the mediating effect of supervisor–subordinate guanxi

2020 ◽  
Vol 41 (8) ◽  
pp. 1107-1118
Author(s):  
He Ding ◽  
Enhai Yu
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Performance Task ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

PurposeThe aim of the present study was to examine the association of subordinate-oriented strengths-based leadership (SSBL) with subordinates’ job performance (task performance and innovative behavior) as well as the meditating role of supervisor–subordinate guanxi (SSG) in these relationships.Design/methodology/approachSelf-report data on SSBL, SSG, task performance and innovative behavior were gathered from 642 Chinese employees working in various Chinese enterprises. Structural equation modeling was used to analyze the data.FindingsThe results indicated that SSBL is positively related to subordinates’ job performance (task performance and innovative behavior). Furthermore, SSG partially mediated the relationship of SSBL with task performance and with innovative behavior.Originality/valueThis study is the first to empirically examine the relationship of SSBL with job performance. In addition, this study adds to the knowledge on the SSBL–job performance linkage by investigating the mediational effect of SSG on the relationship.

Abusive supervision and employees' job performance: A multiple mediation model

2017 ◽  
Vol 45 (5) ◽  
pp. 845-858 ◽  
Author(s):  
Zhi-xia Chen ◽  
Hong-yan Wang
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Multiple Mediation ◽  
Private Companies ◽  
Public And Private ◽  
Member Exchange ◽  
The Relationship

We explored the relationship between abusive supervision (AS) and employee job performance (EJP) by conducting a survey of a group of employees (N = 630) of Chinese public and private companies. We investigated possible mediation in the relationship by leadership justice, supervisory trust, and self-efficacy from three perspectives, namely, self-concept and individual socialization, organizational justice, and leader–member exchange. The results showed that there was a negative relationship between AS and EJP that was mediated by leadership justice, supervisory trust, and self-efficacy. We also found that the negative relationship between AS and EJP was affected by the joint mediating effect of leadership justice and supervisory trust. Implications for academicians and practitioners are discussed.

scholarly journals Does What Goes Around Really Comes Around? The Mediating Effect of CSR on the Relationship between Transformational Leadership and Employee’s Job Performance in Law Firms

2019 ◽  
Vol 11 (12) ◽  
pp. 3366 ◽  
Author(s):  
Qian Hongdao ◽  
Sughra Bibi ◽  
Asif Khan ◽  
Lorenzo Ardito ◽  
Mohammad Nurunnabi
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Business Environment ◽  
Mediating Effect ◽  
Decision Makers ◽  
Law Firms ◽  
Cross Sectional ◽  
The Law ◽  
Corporate Social ◽  
The Relationship

Leadership is essential for the success of every organization, as people believe in the ability of their leaders to guide change and achieve success. Today’s law firms are operating in a complex business environment and facing huge competition from both clients and talent. Tough competition, business alliances, corporate social responsibleness, and market conditions demand a huge transformation in the law industry. This study was designed to investigate the relationships between transformational leadership (TL), employee’s job performance (JP), and corporate social responsibility (CSR), as well the mediating mechanism of CSR among TL and JP. The data has been collected from 200 employees working in law firms of Pakistan by using a cross sectional research method. The study hypothesized that TL is significantly related to JP and CSR; in addition, CSR mediates the relationship between TL and JP. Results confirm our conjectures, hence allowing us to contribute to the scant literature of TL, CSR, and JP in the law industry. Our study provides important information to the decision makers who are involved in policymaking; that the adoption of TL practices and involvement in CSR activities can improve JP. Moreover, theoretical and practical implementations are provided for generalization.

Examining the Mediating Role of Person–Job Fit in the Relationship between Training and Performance: A Civil Servant Perspective

2017 ◽  
Vol 20 (2) ◽  
pp. 529-548 ◽  
Author(s):  
Zahid H. Bhat ◽  
Riyaz A. Rainayee
Keyword(s):  
Job Performance ◽  
Employee Training ◽  
Partial Least Square ◽  
Mediating Effect ◽  
Job Fit ◽  
Knowledge And Skills ◽  
Mediating Role ◽  
And Performance ◽  
The Relationship

In a dynamic environment, the nature of work tasks continues to change requiring employees to learn new knowledge and skills to perform their jobs effectively. Training is among the crucial strategies of an organization, which helps employees to acquire those necessary knowledge and skills to meet the challenges. The linkage between training and performance has been robustly studied in the literature suggesting that training is a major determinant of employees’ performance. Further, literature in the field of industrial/organizational psychology implies the effect of person–job fit on the relations between training and performance. The purpose of this study is to examine the degree of direct and indirect relationship between employee training (TR) and performance (PER), conceiving the mediating role of job fit (JF), as few studies have been reported in literature so far. The hypotheses were tested on a sample of 171 civil service officers by structural equation modelling technique using partial least square (PLS) approach to measure and test the proposed structural relationships. The results confirm that employee training and job fit are directly related with improvement in job performance. The results also demonstrate the significant mediating effect of job fit on employee performance. This article contributes to the existing body of literature by examining both the direct and indirect effect of employee training on job performance. Moreover, job fit is established to partially mediate the relationship between them. The findings of this study provide useful information for policymakers to improve employees’ job fit and their performance by means of employee training. The limitations to the study and directions for future research are discussed as well.

scholarly journals The Relationship of Human Resource Strategic Partner Role and Job Performance under Mediation of Achievement Motivation Structural Equation Model

2020 ◽  
pp. 9-17
Author(s):  
Hsien-Yu, Shun ◽  
Kuo-Yan, Wang ◽  
Chia-Yang, Ning
Keyword(s):  
Job Performance ◽  
Human Resource ◽  
Achievement Motivation ◽  
Structural Equation ◽  
Equation Model ◽  
Mediating Effect ◽  
Strategic Partner ◽  
Relationship Of ◽  
The Relationship ◽  
E Mail

This research explored the relationship among human resource practitioner strategic partner role, achievement motivation and the degree of job performance. The research focus was the human resource management practitioners in enterprises and data were collected through convenience sampling. Eight hundred questionnaires were sent out by e-mail, 198 valid questionnaires were returned (24.75%). The results show that there is a significant influence between the：(1) human resource strategic partner and the job performance and (2) achievement motivation of human resource practitioners and the job performance and also that (3) achievement motivation exists mediating effect and affection is completely mediating effect between human resource strategic partner and the job performance.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

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