scholarly journals A Study on Job Control Occupational Self-Efficacy and Job Performance: After the Covid-19 Pandemic

2021 ◽  
pp. 15-35
Author(s):  
Ayşe Gönül Demirel ◽  
Dilek Sağlık Özçam ◽  
Cihan Karamık
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Computer Literacy ◽  
Jel Classification ◽  
Job Control ◽  
Work Behavior ◽  
Computer Usage ◽  
And Performance ◽  
The Relationship ◽  
It Skills

Abstract This empirical research study aims to explore the relationships between the concepts of occupational self-efficacy, job-control and performance during this abrupt transition in work behavior during Covid-19 Pandemic. More importantly IT skills and Computer literacy levels of the employees intervene as important moderators into this job-control performance research model and thus offers a new empirical contribution to the literature. The study sample consisted of 441 employees from different sectors who were working remotely from home during the Covid-19 Pandemic. PLS SEM is used for analyzing the results. Managers and especially human resource managers can benefit from the results of this research. Two of our main hypotheses and thus the intended major contributions of this work are supported. IT skills moderates the relationship between job control and job performance. Second, occupational self-efficacy mediates the relationship between job control and job performance. The computer usage ability level of the respondents produced significant differences on the relation between job control and performance. Results indicate the importance of developing training programs to increase the IT skills and computer usage levels of self-confident employees for higher performance with more self-efficacy. JEL classification numbers: M1, M19. Keywords: IT skills, Occupational self-efficacy, Job control, Work transition.

scholarly journals Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Self-efficacy dan Kinerja Penjual Jasa Asuransi

2012 ◽  
Vol 2 (1) ◽  
pp. 69
Author(s):  
Eny Sulistyowati ◽  
Susi Widjajani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Path Analysis ◽  
Job Stress ◽  
Significant Relationship ◽  
Self Efficacy ◽  
Performance Variables ◽  
And Performance ◽  
The Impact ◽  
The Relationship

<p><span><em>The purpose of this research is to examine the relationship between selfefficacy and job performance; job satisfaction and job stress as a mediating variable. </em><span><em>This research also investigates the impact of job satisfaction on job performance </em><span><em>and job stress on job performance. Variables in this research were measured with a </em><span><em>survey of 109 insurances salespersons in Yogyakarta and Semarang. Path Analysis </em><span><em>were used to examine the effects of self-efficacy and job performance, job satisfaction </em><span><em>on job performance, and job stress on job performance. </em></span></span></span></span></span></span><em>Results showed that the relationship showed that self-efficacy significantly related </em><em>to job satisfaction and performance, but no significant relationship existed with </em><em>job stress. It also showed that job satisfaction partially mediated the relationship </em><em>between self-efficacy and job performance. In addition, this research found that job </em><em>stress not mediated the relationship between self-efficacy and job performance. There </em><em>is no significant relationship existed between job stress and job performance but this </em><em>research showed that job satisfaction significantly related to job performance.</em></p>

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.

scholarly journals The relation between conscientiousness, empowerment and performance

2007 ◽  
Vol 5 (2) ◽  
pp. 62 ◽  
Author(s):  
Riëtte Sutherland ◽  
Gideon P. De Bruin ◽  
Freddie Crous
Keyword(s):  
Information Technology ◽  
Job Performance ◽  
Customer Service ◽  
Employee Empowerment ◽  
Information Technology Professionals ◽  
Curvilinear Relationship ◽  
Social Desirability Scale ◽  
And Performance ◽  
The Relationship ◽  
Service Engineer

This study examined the relationship between conscientiousness, empowerment and job performance among information technology professionals. An Employee Empowerment Questionnaire (EEQ), a Conscientiousness Scale and a Social Desirability Scale were administered to 101 information technology customer service engineers. Managers completed a Performance Evaluation Questionnaire (PEQ) for each customer service engineer. The results indicated a significant relationship between conscientiousness and empowerment. A curvilinear relationship was found between empowerment and performance. The practical and theoretical implications of the findings are discussed.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

scholarly journals Self-efficacy and performance of the roundhouse kick in taekwondo

2014 ◽  
Vol 9 (2) ◽  
pp. 97 ◽  
Author(s):  
Isaac Estevan ◽  
Octavio Álvarez ◽  
Coral Falcó ◽  
Isabel Castillo
Keyword(s):  
Self Efficacy ◽  
Impact Force ◽  
High Reliability ◽  
Sport Performance ◽  
Total Response Time ◽  
Psychological Training ◽  
Males And Females ◽  
And Performance ◽  
Performance Results ◽  
The Relationship

Development of self-efficacy scales allows the analysis of athletes’ perceptions and examination of the relationship between perception and performance. The aim of this paper was to: (1) develop a specific self-efficacy scale in a taekwondo task, the roundhouse kick, and (2) analyse the sport performance and its relationship with two self-efficacy scales (specific and general) outcomes according to the athletes’ gender.<strong> </strong>Forty-three taekwondo athletes (33 male and 10 female) participated in this study. The Physical (PSE) and Specific (RKSES) self-efficacy scales were administered. Performance data (impact force and total response time) were acquired by athletes kicking twice to an instrumented target. Results showed that the specific self-efficacy scale has high reliability and is able to predict sport performance in males and females. Males had higher self-efficacy scores and also higher performance results than females. Females’ taekwondo psychological training should be focus on improving their self-efficacy perception in order to increase their performance in the roundhouse kick. This specific self-efficacy scale for the taekwondo roundhouse kick offers empirical information to coaches, sport psychologists and researchers that allow them to predict athletes’ sport performance in the roundhouse kick.

scholarly journals Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

2021 ◽  
Vol 12 ◽  
Author(s):  
Marco De Angelis ◽  
Greta Mazzetti ◽  
Dina Guglielmi
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Current Knowledge ◽  
Job Insecurity ◽  
Self Report ◽  
Serial Mediation ◽  
And Performance ◽  
Work Family ◽  
The Relationship

The study aimed to extend the current knowledge of the relationship between job insecurity and performance. In line with traditional stress theories, work-family and burnout were hypothesized as serial mediators of the negative link between job insecurity and job performance. Also, the current study hypothesized that the association between job insecurity and the mediators [i.e., Work-family conflict (WFC) and burnout] could be buffered by perceived organizational justice among employees. Therefore, we empirically tested a moderated serial mediation model. Participants were 370 employees of an Italian multiservice social cooperative. Data were collected using a self-report questionnaire in the aftermath of the COVID-19 pandemic outbreak. The obtained results indicated that WFC and burnout mediated the association between job insecurity and job performance. Furthermore, perceived organizational justice buffered the relationship between job insecurity and WFC. Concerning job burnout, the association with job insecurity was moderated only among employees perceiving medium and high levels of organizational justice. The moderated serial mediation index provided support to the role of organizational justice in decreasing the association between job insecurity and job performance. This study delves deeper into the variables explaining the relationship between job insecurity and job performance by testing a serial process mechanism that involved WFC and burnout. Additionally, the obtained results provide suggestions to organizations and managers regarding the protective role of organizational justice to sustain employees’ mental health and performance. Practical implications at the organizational and managerial level are provided, along with a focus on the actual impact of the pandemic.

Head Over Heels with Success: The Relationship between Self-Efficacy and Performance in Competitive Youth Gymnastics

1989 ◽  
Vol 11 (4) ◽  
pp. 444-451 ◽  
Author(s):  
Maureen R. Weiss ◽  
Diane M. Wiese ◽  
Kimberley A. Klint
Keyword(s):  
Self Efficacy ◽  
And Performance ◽  
The Relationship

scholarly journals Effects of two teaching strategies on the relationship between nursing students’ self-efficacy and performance in BLS/AED

Resuscitation ◽  
2016 ◽  
Vol 106 ◽  
pp. e56-e57 ◽  
Author(s):  
José Manuel Hernández-Padilla ◽  
José Granero-Molina ◽  
Leonel Sao-Romao-Preto ◽  
Kata Füge ◽  
Raquel Rosales ◽  
...  
Keyword(s):  
Nursing Students ◽  
Teaching Strategies ◽  
Self Efficacy ◽  
And Performance ◽  
The Relationship

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

The Relationship Between Goal Orientation, Social Comparison Responses, Self-Efficacy, and Performance

2008 ◽  
Vol 13 (3) ◽  
pp. 188-196 ◽  
Author(s):  
Carmen Carmona ◽  
Abraham P. Buunk ◽  
Arie Dijkstra ◽  
José M. Peiró
Keyword(s):  
Social Comparison ◽  
Goal Orientation ◽  
Self Efficacy ◽  
Mediating Role ◽  
The Social ◽  
And Performance ◽  
The Relationship

The present study examined whether social comparison responses (identification and contrast in social comparison) mediated the relationship between goal orientation (promotion and prevention) and self-efficacy, and whether self-efficacy was subsequently related with a better performance. As expected, the results showed that promotion-oriented individuals – who are focused on achieving success – had higher self-efficacy than prevention-oriented individuals – who are focused on avoiding failure. Only one of the social comparison responses had a mediating role. That is, the tendency to contrast oneself with others who were doing better mediated the relationship between a prevention goal orientation and self-efficacy. In addition, self-efficacy was related to a better performance.

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