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Article
Publication date: 24 September 2021

Simen Nordbø Abelsen, Svenn-Helge Vatne, Patrick Mikalef and Jyoti Choudrie

This study aims to investigate the relationship between information and communication technologies (ICTs) use and work performance during the coronavirus disease 2019…

Abstract

Purpose

This study aims to investigate the relationship between information and communication technologies (ICTs) use and work performance during the coronavirus disease 2019 (COVID-19) pandemic. Specifically, it aims to understand what the role of task–technology fit is, and what effect this has on feelings of loneliness of individuals and their subsequent work performance. As a large proportion of workers are required to work from home during the ongoing COVID-19 pandemic, understanding what aspects contribute to higher performance and reduced negative psychological outcomes is of increased practical and research interest.

Design/methodology/approach

To explore these questions, a quantitative approach that employed a sample population of 357 individuals who worked from home during the COVID-19 pandemic was used. Using a convenience, purposive and snowball sampling approach the authors collected data through a custom-built online questionnaire, and analyzed the data using structural equation modeling (SEM).

Findings

The results highlight the effect that high task–technology fit has in both directly and indirectly influencing work performance of individuals. The authors find that by designing ICTs based on task–technology fit principles, individuals are less likely to experience feelings of loneliness while working from home and are more prone to perform better in their work-related tasks.

Originality/value

This study offers a new perspective on the role fit of tasks with technology have on influencing psychological states, and indirectly influencing work-related outcomes. The authors, therefore, expand the understanding about why task–technology fit is sought after by explaining part of the psychological mechanisms through which it has an effect on work performance.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

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Article
Publication date: 27 September 2021

Xiaoli Che, A. Fakhrorazi, Wei-Kit Loke, Swarmilah Hariani and Qinyuan Chen

This study examines the effect of knowledge workers' (k-workers') leader-member exchange (LMX) on task performance and the mediation effect of affective commitment and…

Abstract

Purpose

This study examines the effect of knowledge workers' (k-workers') leader-member exchange (LMX) on task performance and the mediation effect of affective commitment and organizational citizenship behavior (OCB) in China.

Design/methodology/approach

In this study, 384 qualified questionnaires will be collected from k-workers in China by using a self-administered survey, and the partial least square structural equation modeling (PLS-SEM) technique was employed for data analysis.

Findings

This finding showed that LMX has positive relationship on affective commitment, organizational citizenship behavior and task performance. The result also confirmed the mediation effect of organizational citizenship behavior on the relationship between LMX and task performance.

Originality/value

This research provide some implement to manage, motivate and inspire the k-workers and finally promote the organizational performance.

Details

Journal of Organizational Change Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0953-4814

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Book part
Publication date: 17 March 2010

Christopher C. Rosen, Chu-Hsiang Chang, Emilija Djurdjevic and Erin Eatough

This chapter provides an updated review of research examining the relationship between occupational stressors and job performance. We begin by presenting an eight-category…

Abstract

This chapter provides an updated review of research examining the relationship between occupational stressors and job performance. We begin by presenting an eight-category taxonomy of workplace stressors and we then review theories that explain the relationships between workplace stressors and job performance. The subsequent literature review is divided into two sections. In the first section, we present a summary of Jex's (1998) review of research on the job stress–job performance relationship. In the second section, we provide an updated review of the literature, which includes studies that have been published since 1998. In this review, we evaluate how well the contemporary research has dealt with weaknesses and limitations previously identified in the literature, we identify and evaluate current trends, and we offer recommendations and directions for future research.

Details

New Developments in Theoretical and Conceptual Approaches to Job Stress
Type: Book
ISBN: 978-1-84950-713-4

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Book part
Publication date: 1 March 2012

Ibrahim Duyar and Anthony H. Normore

The purpose of this study was to examine factors affecting teachers’ work performance (i.e., task performance and discretionary performance) and career aspirations (i.e.…

Abstract

The purpose of this study was to examine factors affecting teachers’ work performance (i.e., task performance and discretionary performance) and career aspirations (i.e., remaining a teacher, seeking promotion to a principalship, and career change). Applying an inclusive social-cognitive perspective, the study integrated the personal, organizational, and leadership domains to explain teachers’ task performance, discretionary performance, and career aspirations. The three domains, represented by the independent variables of self-efficacy, collective efficacy, perceived organizational support, and principal leadership styles, predicted teachers’ work performance and career aspirations. Participants included 897 public school teachers in a southern state in the United States. The data gathering instrument incorporated several previously validated scales on study constructs. The analyses indicated that teacher self-efficacy, collective efficacy, POS, and principal transformational leadership all significantly predicted the teachers’ task performance, discretionary performance, and career aspirations. Study findings suggest directions for future research on factors influencing teachers’ work performance and career aspirations.

Details

Discretionary Behavior and Performance in Educational Organizations: The Missing Link in Educational Leadership and Management
Type: Book
ISBN: 978-1-78052-643-0

Keywords

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Book part
Publication date: 15 July 2009

Jerel E. Slaughter and Edgar E. Kausel

In this chapter, we argue that despite the fact that empirical research on trait neuroticism has shown fairly weak relations between the broad neuroticism trait and…

Abstract

In this chapter, we argue that despite the fact that empirical research on trait neuroticism has shown fairly weak relations between the broad neuroticism trait and overall job performance, organizational research can benefit by increased attention to the neuroticism construct. This is because the influence of neuroticism on work behavior can be best understood by separating the more general neuroticism domain into its lower level facets. We discuss various conceptualizations of neuroticism and then review existing research on the relation between the facets of neuroticism and job performance. Next, we turn our attention to a theoretical framework that suggests that the relations between neuroticism facets and job performance outcomes are explained by the social, cognitive, and behavioral effects of having varying levels of neuroticism-based traits. In so doing, we not only focus on mediated relationships between facets of neuroticism and job performance dimensions but also recognize some important moderators, as well as some expected direct relations between the facets and job performance. Finally, we discuss implications for further conceptual development, offer some suggestions for testing the propositions, and discuss potential practical implications of finding support for this model.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84855-056-8

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Book part
Publication date: 30 December 2004

Jean L. Dyer

Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance

Abstract

Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or proficiency in each phase of training. For example, training courses impose entrance and graduation criteria, and awards are given for excellence in military performance. Frequently, training devices, training media, and training evaluators or observers also directly support the need to diagnose performance strengths and weaknesses. Training measures may be used as indices of performance, and to indicate the need for additional or remedial training.

Details

The Science and Simulation of Human Performance
Type: Book
ISBN: 978-1-84950-296-2

Content available
Article
Publication date: 6 April 2021

Bhawana Bhardwaj and Namrita Kalia

Extensive work related to examining predictors and determinants of employee engagement and job performance have been conducted in past studies. A dearth of studies…

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Abstract

Purpose

Extensive work related to examining predictors and determinants of employee engagement and job performance have been conducted in past studies. A dearth of studies relating organizational culture and employee engagement with contextual and task performance in the hospitality industry necessitated the present study. This study aims to examine variability in the task and contextual performance owing to employee engagement and organizational culture.

Design/methodology/approach

The study has been conducted in four districts of Himachal Pradesh using a multistage sampling technique. A total of 360 hotel employees were involved in collecting their responses through a structured questionnaire.

Findings

The results of multiple regression showed that vigor, dedication and absorption variables of employee engagement contribute toward contextual performance. Vigor and absorption affect the task performance of employees. In the case of contextual performance vigor shows maximum contribution followed by absorption and dedication whereas for task performance, the maximum contribution is exhibited by absorption followed by vigor. Organizational culture sub-variables of experimentation, autonomy and trust came out to be major predictors, which help to improve contextual and task performance of employees.

Practical implications

The study suggests that psychological ownership, along with trust toward top management can create an enriched work culture, which influenced both the contextual and task performance of employees. The findings of the study can be practically used by government and private organizations for improving workforce performance in the hospitality industry. Future research can be conducted based on the findings of the study.

Originality/value

The study provides insight on how and to what extent cultural and employee engagement variables can affect employee’s contextual and task performance. The present study adds value to the existing literature and investigates the role of culture and employee engagement in enhancing task and contextual job performance. Managers and policymakers can use the findings of the study to improve organizational culture, employee engagement and performance of the employees in the hospitality sector. The study opens avenues for future studies.

Details

Vilakshan - XIMB Journal of Management, vol. 18 no. 2
Type: Research Article
ISSN: 0973-1954

Keywords

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Book part
Publication date: 8 April 2004

Steven J Karau and Janice R Kelly

Despite the potentially vital implications of time pressure for group performance in general and team effectiveness in particular, research has traditionally neglected the…

Abstract

Despite the potentially vital implications of time pressure for group performance in general and team effectiveness in particular, research has traditionally neglected the study of time limits and group effectiveness. We examine the small, but growing, body of research addressing the effect of time pressure on group performance and introduce our Attentional Focus Model of group effectiveness (Karau & Kelly, 1992). We examine recent research on the utility of the model and identify selected implications of the model for how time pressure may interact with other factors such as task type, group structure, and personality to influence team performance. Finally, we discuss methodological issues of studying attention, interaction processes, and team performance.

Details

Time in Groups
Type: Book
ISBN: 978-0-76231-093-7

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