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In every institution, a high level of work performance is achieved if the management has a proper reward system. This study determined the influence of non-financial incentive schemes on the work performance of employees of private educational institutions. The research used a descriptive-correlational research design and a probability sampling technique. The data were gathered from one hundred (100) teaching and non-teaching employees. The level of non-financial incentive schemes for private educational institutions' employees in terms of recognition, promotion, career development, work conditions, and training opportunities is high. Moreover, the level of work performance of higher educational institutions' employees in terms of task performance and contextual performance is high, while counterproductive work behavior is moderately high. The findings indicate that the non-financial incentive schemes and work performance have a significant relationship, which means that when the level of the non-financial incentive schemes increases, the level of work performance also increases. The findings also indicate that non-financial incentive schemes significantly influence the work performance of employees of private educational institutions. [ABSTRACT FROM AUTHOR]

Objectives: This study investigated caregivers' job image, abilities, and educational needs, which are rapidly increasing owing to an aging society. Design: A self‐administered written survey was conducted at 12 general hospitals in Korea from February 1, 2022 to March 15, 2023. Sample: A total of 451 caregivers participated in the survey as subjects of analysis, and 560 nurses participated as external observers. Measurements: The caregivers' self‐assessment results regarding job performance, educational needs, and retraining needs were compared with those of external observers. Results: Caregivers evaluated themselves significantly higher in all areas of job performance compared to the evaluations of external observers. In particular, the caregivers' self‐evaluation of their abilities in "Recording and Reporting," "Basic Resuscitation," "Safety and Infection Control," and "Understanding Major Illnesses" was different from the evaluation of nurses. Both the caregivers and external observers agreed on the need for caregiver retraining, with 1–2 hours of supplementary training every 12 months being the most preferred amount of retraining. Conclusions: There was a significant difference between caregivers' self‐evaluations of their capabilities and the external observers' evaluations. Therefore, systematic professional caregiver retraining is necessary. [ABSTRACT FROM AUTHOR]

The purpose of the present study was to investigate whether relationships between work-related variables such as work engagement and job performance are explained by individual differences in personality. We tested this in a novel sample of leaders only (N = 344). Partial correlational analyses showed that controlling for brief Big Five personality scales lowered the explained variance on average by 50%. We argue that individual differences drive most established findings in work psychology, that this is often overlooked in research and practice, and we recommend that this should be considered in intervention studies for increased work engagement and performance. [ABSTRACT FROM AUTHOR]

The interaction between work motivation and work performance has been extensively studied, however, few studies have aimed to analyze the link between the different types of motivation as described by the Self Determination Theory and different forms of work performance. Furthermore, related studies that have been conducted within the foodservice sector appear to be lacking. A cross-sectional survey was thus distributed within a foodservice organization in Malta (EU). Hierarchical multiple linear regression models demonstrated a clear link between work motivation and work performance. In particular, greater levels of autonomous and controlled motivation were associated with better task performance, contextual work performance, and lower levels of counterproductive work behavior. In terms of the individual regulations, greater levels of intrinsic, identified, introjected and extrinsic regulation were associated with better task and contextual performance, as well as lower levels of counterproductive work behavior. The paper thus highlights the potential performance-related benefits of adopting strategies to motivate workers. [ABSTRACT FROM AUTHOR]

This study aimed to 1) examine how psychopharmacotherapy and mindfulness-based stress reduction (MBSR) influence absenteeism and job performance among individuals with anxiety disorders and 2) compare the effectiveness of these treatments in improving work performance. Adults (N = 67) with a primary anxiety disorder were recruited to participate in the study. Participants were randomized to escitalopram, a common treatment for anxiety disorders, or MBSR. Absenteeism and job performance were measured with the Health and Work Performance (HPQ) questionnaire prior to treatment and at the week 24 follow up. At week 24, individuals in the escitalopram arm and the MBSR arm showed significant improvements in partial days of missed work due to mental/physical health problems from baseline (1.00 [0.00–2.50] to 0.00 [0.00 = 1.00], p =.034 and 0.00 [0.00–2.00] to 0.00 [0.00 = 1.00], p =.001, respectively). In the MBSR arm only, job performance increased from baseline to week 24 (65.00 [50.00–80.00] to 75.00 [67.50–82.50], p =.017). None of the outcome variables significantly varied by group at baseline or week 24. Our study finds evidence that MBSR improves work performance equivalently to SSRI medication among individuals with anxiety disorders. Given the limitations of SSRIs, MBSR should be considered as an alternative to individuals who desire improved anxiety symptoms and work outcomes. ClinicalTrials.gov Identifier: NCT03522844. • Study compares effects of meditation to medication on occupational functioning. • MBSR and escitalopram improve work-related outcomes equivalently. • MBSR is a viable treatment option for anxiety patients with occupational concerns. [ABSTRACT FROM AUTHOR]

BACKGROUND: This scoping review aimed to identify the barriers, facilitators and benefits of returning to work following burn injury, outcome measures used, management strategies, and models of care. OBJECTIVE: To provide a comprehensive overview about working-aged adults returning to their preinjury employment after burn injury METHODS: We followed a pre-determined scoping review protocol to search MEDLINE, CINAHL, Embase, PsycINFO, PubMed, Scopus, CCRCT and CDSR databases between 2000 to December 2023. Papers reporting primary data from previously employed adults with cutaneous burn injuries were included. RESULTS: In all, 90 articles met the review criteria. Return-to-work was both an outcome goal and process of recovery from burn injury. Physical and psychological impairments were identified barriers. Job accommodations and modifications were important for supporting the transition from hospital to workplace. Employment status and quality of life sub-scales were used to measure return-to-work. CONCLUSIONS: Consistent definitions of work and measurements of return-to-employment after burn injury are priorities for future research. Longitudinal studies are more likely to capture the complexity of the return-to-employment process, its impact on work participation and changes in employment over time. The social context of work may assist or hinder return-to-work more than physical environmental constraints. Equitable vocational support systems would help address disparities in vocational rehabilitation services available after burn injury. [ABSTRACT FROM AUTHOR]

Manual operations remain crucial in critical human‐machine interactions due to limitations in automatic control algorithms and technologies. While ergonomic analysis and evaluation techniques for interactive interfaces are advancing, recent approaches emphasize integrating graphical interface experiences with intuitive controls. Conventional methods often lack precision or overlook the interaction effect of different influencing factors, leading to inadequate assessment of essential manual operations for intricate interfaces, such as multifunctional operation panels. To address these challenges, this study aimed to investigate the interaction effects of various factors on the manual operation performance of operators when using a multifunctional operation panel and aims to develop a more comprehensive and broadly applicable evaluation model for such panels. An experiment was designed to consider the type, size, layout of controls, and operational task type as the main factors affecting manual operation performance. Multivariate analysis of variance was used to identify significant interaction effects among the operation factors. The findings underscored the importance of these interactions in evaluating manual operation performance. Multivariate linear regression further examined the influence of these factors, enhancing the evaluation methodology. The study emphasizes the critical role of understanding interaction effects in assessing the manual operation performance of multifunctional operation panels, particularly in improving the design of the panel or operation tasks. [ABSTRACT FROM AUTHOR]

PurposeMethodsResultsConclusionsTo evaluate a worker’s self-perceived difficulty in job performance as a whole and by subscales of job demands in a sample of working patients with uveitis and to analyze the relationship with sociodemographic, occupational, and clinical variables.A cross-sectional, cross-association study was conducted. Participants completed the Work Role Functioning Questionnaire (WRFQ) to assess self-perceived difficulty in job performance. Clinical data were collected from the patients’ medical records or instruments used to evaluate clinical parameters in practice. Two clinical groups were established for this study. Bivariate and multivariate analyses were performed to assess associations between variables.Sixty participants were included in the study. In the multivariate linear regression analysis, active uveitis was significantly associated with a worse WRFQ total score (coefficient, −25.1; 95% CI, −36.6 to −13.6; p < 0.001). Acute course uveitis was significantly associated with a better total score than recurrent and chronic uveitis (coefficient, 17.7; 95% CI, 3.7 to 31.7; p = 0.014). In bivariate analysis, patients with active uveitis also scored worse on all subscales and on the total score.Patients with active uveitis presented with greater self-perceived difficulty in the performance of their work as a whole and in all subscales of work demands. Patients with acute uveitis presented with less difficulty than those with recurrent and chronic uveitis. Early and correct treatment of uveitis in specialized units may reduce its impact on patients’ work impairment. [ABSTRACT FROM AUTHOR]

This study is based on the theory of emotional events and explores the relationship between emotional labor and the job performance of university teachers. Relevant data was obtained through a questionnaire, and a structural equation model was constructed for path analysis. The study found that the surface performance of university teachers has a significant negative impact on relationship performance and task performance; deep performance and proactive authenticity of university teachers have a significant positive impact on relationship performance, task performance, and adaptability performance, respectively; the passive reality of university teachers has a significant negative impact on relationship performance, task performance, and adaptability performance. Based on research findings, this study proposes suggestions for the performance evaluation mechanism of university teachers, including improving the recruitment methods, increasing the emotional labor assessment and incentive mechanism, focusing on alleviating negative emotions of teachers, strengthening the awareness guidance and education of school management and teachers on emotional labor, establishing training courses on emotional labor for teachers, arranging various activities reasonably, and creating a good working atmosphere. Ultimately, these suggestions aim to help university teachers recognize the significance of emotional labor, promote their educational and teaching work, and provide new methods and paths for improving the work performance of university teachers. [ABSTRACT FROM AUTHOR]

Background: With the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. The purpose of this study was to explore the effect of work readiness on the work performance of new nurses, focusing on the mediating role of organizational justice and professional identity. Method: A cross-sectional design was employed. Using convenience sampling methods, 607 new nurses were surveyed in 5 hospitals in Henan Province, China, from January to February 2023. Data were collected using demographic characteristics questionnaire, the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale, and the Professional Identity Rating Scale for Nurses. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. Results: The mediation model shows a good fit (χ2 /df = 2.747, CFI = 0.987, GFI = 0.948, AGFI = 0.926, TLI = 0.984, IFI = 0.987, and RMSEA = 0.054). In this study, we found professional identity is a mediating variable between work readiness and the work performance of new nurses (β = 0.113, P<0.01), organizational justice is a mediating variable between work readiness and the work performance of new nurses (β = 0.269, P<0.01) and Organizational justice and professional identity play a chain mediating role in work readiness and work performance (β = 0.066, P<0.01). Conclusions: The study highlights the importance of improving the work performance of new nurses. To improve work performance, managers should create a fair atmosphere, formulate transparent policies, improve the organizational justice of new nurses, and promote the professional identity and work readiness of new nurses by holding activities or conducting lectures. This will help stabilize the nursing team, improve the medical environment, stimulate the work enthusiasm of new nurses, and contribute to the development of the hospital. [ABSTRACT FROM AUTHOR]

In libraries, perceptions of high services quality to their target clients are typically able to draw out high level of satisfaction and engagement. Using the descriptive-regression research design, the study was conducted to determine the influence of service quality of public libraries on library user's engagement. It was performed using a survey questionnaire that was tested using Cronbach Alpha and Content Validity. Data were collected from 175 randomly selected respondents who are frequent professional library users in public libraries in Region XII, consisting of graduate students, businessmen and women, retired personnel, and those users who have pursued their law, master's, or doctor's degrees. The data were analyzed using simple linear regression analysis. Results from the quantitative analysis revealed that service quality of public libraries can significantly influence library user's engagement. Thus, it can be claimed that one effective way of enticing more individuals to use public libraries is to improve the level of service quality of public libraries. Based on the findings, it is strongly recommended that public library administrators provide public librarians with comprehensive and continuous professional development opportunities, including seminars, trainings, enrolling in library professional courses, and benchmarking effective strategies that build the confidence and competence of public librarians to improve the quality of services offered to library patrons. [ABSTRACT FROM AUTHOR]

Library skills acquired from student assistantships enhance graduates' work performance and contribute significantly to their professional success. Using descriptive-regression research design, the study aimed to determine the influence of library skills acquired from student assistantships on their current work performance. Specifically, this study intended to determine the level of library skills acquired from student assistantship and the level of the current work performance of the graduates. It was performed using a survey questionnaire that was tested using Cronbach Alpha and content validity. Data were collected from seventy (70) respondents who were selected using a simple random technique, respondents consisted of graduates who used to work in the library as student assistants from the different State Universities and Colleges in Region XII and were analyzed using simple linear regression. Results from the quantitative analysis revealed that library skills acquired from student assistantships significantly influence the respondents' current work performance. Further, the study implies that about 73.8 percent of the variations in library skills can be explained by the variations in work performance. Based on the findings, it is strongly recommended that educational institutions and libraries should develop structured training programs for student assistantships to enhance future career preparedness and work performance among graduates. [ABSTRACT FROM AUTHOR]

The profession of airline pilots is characterized by high levels of stress and a significant risk of burnout. The health emergency period has exacerbated these challenges to health and well-being, with long COVID adding further strain to aviation professionals even in the post-pandemic scenario. In this context, it is essential to promote positive organizational behaviors to reconcile individual well-being with work performance. This study aimed to explore the mechanisms linking burnout to work performance behaviors (i.e., proficiency, adaptivity, and proactivity) among pilots, hypothesizing the mediating role of continuous learning behaviors. Based on the Conservation of Resources theory, we posited that burnout depletes pilots' resources, thereby hindering continuous learning and reducing performance behaviors. Moreover, this study examined the work-related stress factors that could affect burnout and the consequences of performance behaviors on actual performance measured by a flight simulator. Data were collected from 123 pilots through an online survey and analyzed using path analysis. The results revealed that continuous learning mediated the relationship between burnout and work performance behaviors. Furthermore, work-related stress factors were significantly related to burnout, and work performance behaviors were linked to flight simulator performance. Our findings underscored the critical role of continuous learning in explaining the adverse effects of burnout on performance. These insights could inform targeted interventions to promote continuous learning and stress management among aviation professionals, ensuring sustained performance and well-being in the long term. [ABSTRACT FROM AUTHOR]

Summary: Predicting vigilance impairment in high‐risk shift work occupations is critical to help to reduce workplace errors and accidents. Current methods rely on multi‐night, often manually entered, sleep data. This study developed a machine learning model for predicting vigilance errors based on a single prior sleep period, derived from an under‐mattress sensor. Twenty‐four healthy volunteers (mean [SD] age = 27.6 [9.5] years, 12 male) attended the laboratory on two separate occasions, 1 month apart, to compare wake performance and sleep under two different lighting conditions. Each condition occurred over an 8 day protocol comprising a baseline sleep opportunity from 10 p.m. to 7 a.m., a 27 h wake period, then daytime sleep opportunities from 10 a.m. to 7 p.m. on days 3–7. From 12 a.m. to 8 a.m. on each of days 4–7, participants completed simulated night shifts that included six 10 min psychomotor vigilance task (PVT) trials per shift. Sleep was assessed using an under‐mattress sensor. Using extra‐trees machine learning models, PVT performance (reaction times <500 ms, reaction, and lapses) during each night shift was predicted based on the preceding daytime sleep. The final extra‐trees model demonstrated moderate accuracy for predicting PVT performance, with standard errors (RMSE) of 19.9 ms (reaction time, 359 [41.6]ms), 0.42 reactions/s (reaction speed, 2.5 [0.6] reactions/s), and 7.2 (lapses, 10.5 [12.3]). The model also correctly classified 84% of trials containing ≥5 lapses (Matthews correlation coefficient = 0.59, F1 = 0.83). Model performance is comparable to current fatigue prediction models that rely upon self‐report or manually entered data. This efficient approach may help to manage fatigue and safety in non‐standard work schedules. [ABSTRACT FROM AUTHOR]

Sales Force is an important position in PT Telkom Indonesia. Sales Force does not get a fixed salary; this makes Sales Force less motivated to work. This research presents the results of descriptive statistical analysis, validity and reliability tests of measurement model parameters, as well as the results of testing the research structural model. The analysis test in this research were analyzed using SMARTPLS software. Hypothesis testing, and model suitability analysis were carried out using the variance-based Structural Equation Modeling. Data collection was distributing questionnaires to 101 respondents, for the period 2019 - July 2023. The result are Motivation and Self Efficacy have positive significant of Job Satisfaction. Motivation and Climate Organization have positive significant effect on Performance. [ABSTRACT FROM AUTHOR]

Summary: Extant scholarship on psychological ownership has primarily focused on the organizational benefits that come from fostering employees' feelings of ownership without having to relinquish ties to actual ownership. It is unclear, however, if feeling like an owner is sufficient to satisfy employees' aspirational ownership intentions. By applying self‐verification theory to psychological ownership theory, we investigate how employees' psychological ownership influences their views about being a competent business owner, and the potential double‐edged implications for organizations as a result of these self‐views. Utilizing two separate studies, we find that psychological ownership is positively associated with entrepreneurial self‐efficacy, which, in turn, is positively associated with both entrepreneurial intentions and work performance. Furthermore, results show that employees' past work performance strengthens the positive relationship between psychological ownership and entrepreneurial self‐efficacy and the positive indirect relationship between psychological ownership and entrepreneurial intentions through entrepreneurial self‐efficacy. We discuss the theoretical and practical implications of fostering psychological ownership with current employees to glean the benefits and negate any potential drawbacks, such as high performers leaving the organization to start their own business. [ABSTRACT FROM AUTHOR]

Background/Objectives: Emotional intelligence may help nurses to cope with demanding work environments where the need to improve the quality and safety of the care provided, as well as the care of the chronically ill, prevails. Although it is well known that emotional intelligence is positively related to work performance, the literature on nurses is limited. The aim of our study was to examine the impact of emotional intelligence on work performance in a sample of nurses in Greece. Methods: We conducted a cross-sectional study with 318 nurses. We collected data from a convenience sample of nurses during January 2024. Since we conducted an online survey through social media, our sample could not be representative of all nurses in Greece. For instance, older nurses may be underrepresented in our study due to limited access on social media. We measured emotional intelligence with the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and work performance with the Individual Work Performance Questionnaire (IWPQ). We created multivariable linear regression models adjusted for sex, age, educational level, and work experience. We followed the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Results: We found that the four streams of emotional intelligence (i.e., well-being, self-control, emotionality, sociability) increased nurses' work performance. In particular, we found a positive relationship between well-being and task performance (adjusted beta = 0.210, 95% CI = 0.140 to 0.281, p-value < 0.001) and contextual performance (adjusted beta = 0.135, 95% CI = 0.050 to 0.221, p-value = 0.002). Similarly, there was a positive relationship between self-control and task performance (adjusted beta = 0.136, 95% CI = 0.030 to 0.241, p-value = 0.012). Additionally, sociability increased task performance (adjusted beta = 0.223, 95% CI = 0.151 to 0.295, p-value < 0.001) and contextual performance (adjusted beta = 0.198, 95% CI = 0.111 to 0.286, p-value < 0.001). Moreover, emotionality (adjusted beta = −0.198, 95% CI = −0.319 to −0.076, p-value = 0.002) and sociability (adjusted beta = −0.133, 95% CI = −0.221 to −0.044, p-value = 0.003) reduced counterproductive work behavior. Conclusions: Our multivariable models identified a positive impact of emotional intelligence on nurses' work performance. Nurse managers and healthcare organizations should adopt appropriate interventions to improve nurses' emotional intelligence. Enhancing emotional intelligence among nurses can improve work performance and, thus, healthcare outcomes. Moreover, higher levels of emotional intelligence may empower nurses' compassion and resilience, fostering a supportive work environment. In this context, the well-being of both nurses and patients may improve. [ABSTRACT FROM AUTHOR]

Copyright of Retos, Revista de Ciencias Administrativas y Económicas is the property of Universidad Politecnica Salesiana and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

AbstractThe performance of academic librarians is essential to the success of universities, yet limited research has explored the impact of work design on their performance, particularly in developing countries like Pakistan. This study addresses this gap by examining the relationship between work design elements—task significance, task autonomy, task variety, and task identity—and work performance among academic librarians in Pakistan. The research objective was to assess librarians’ perceptions of their work design and performance and to explore how these perceptions influence both task and contextual performance. A quantitative approach was used, with data collected through a structured survey of academic librarians from various Pakistani universities. Statistical analysis was conducted to test the hypotheses and evaluate the relationships between work design and performance outcomes. The findings reveal a strong positive relationship between all four work design elements and both task and contextual performance. This suggests that when librarians perceive their work as meaningful, varied, and autonomous, and when they feel connected to their tasks, their performance improves. These results align with previous studies in different contexts, underscoring the importance of effective job design in enhancing employee performance. The study provides valuable insights for university administrators, library managers, and policymakers, emphasizing the need for well-structured jobs to boost librarian performance and contribute to institutional success. It also adds to the theoretical understanding of job design by applying these concepts to the academic library context in a developing country setting. [ABSTRACT FROM AUTHOR]

The traditional method of monitoring hand hygiene (HH) based on specific indications does not ensure that HH is performed for all required indications during patient care. This study aimed to compare HH performance rates (HHPRs) based on specific indications versus overall patient care among nurses at a university hospital. The study retrospectively analyzed HH monitoring data for 1398 indications from 543 patients and 190 nurses. Observations were conducted continuously, tracking a single healthcare worker from before patient contact until the end of the contact within a 30‐min period. The indication‐based HHPR was found to be 89.1%, while the patient‐based HHPR was 78.1%. In the context of patient‐based HHPR, the lowest rates were observed among nurses in the emergency room (48.3%) and those with less than 1 year of work experience (66.7%). Moreover, the largest discrepancy between indication‐based and patient‐based HHPR was noted among emergency room nurses with less than 1 year of experience. This significant difference underscores the need for patient‐based HH monitoring, particularly for nurses in emergency settings and those with limited experience. [ABSTRACT FROM AUTHOR]

The market for electric cars (EVs) is growing quickly, which has led to a diversity of models and significant technological advancements, particularly in the areas of energy management, charging, range, and batteries. A thorough analysis of the scientific literature was conducted to determine the operational and technical parameters of EVs' performance and energy efficiency, as well as the factors that influence them. This article addresses the knowledge gap on the analysis of ambient temperature-related parameters' effects on electric garbage trucks operating in particular urban traffic conditions for selective waste collection. To optimize vehicle routes, a computational model based on the Vehicle Routing Problem was used, including the Ant Colony Optimization algorithm, considering not only the load capacity of garbage trucks but also their driving range, depending on the ambient temperature. The results show that the median value of collected bulky waste for electric waste collection vans, depending on the ambient temperature, per route is 7.1 kg/km and 220 kg/h. At a temperature of −10 °C, the number of points served by EVs is 40–64% of the number of points served by conventional vehicles. Waste collection using EVs can be carried out over short distances of up to 150 km, which constitutes 95% of the optimized routes in the analyzed case study. The research contributed to the optimal and energy-efficient use of EVs in variable temperature conditions. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to identify and assess the factors that influence the work performance of employees in the service sector of Mauritius during the post-COVID-19 period. Factors like emotional labour, burnout, job satisfaction and psychological health of employees have been identified as those potential factors influencing the work performance of employees. Design/methodology/approach: This study adopts the survey-based approach for data collection. Employees from the service sector were targeted, that is, those who have direct contact with the customers. A response rate of 197 was recorded. The partial least square structural equation modelling has been used to run the data analysis. Findings: Ten hypotheses were proposed, and four hypotheses were accepted. Job satisfaction appears to positively influence the work performance of employees in the service sector. Emotional labour, burnout and psychological health of employees appeared not to significantly affect the work performance of employees. Practical implications: From a practical perspective, the author recommends that employers need to provide more support in terms of employee counselling, more job rotation for the employees to avoid burnout. Other support mechanisms as a supportive supervisor/manager where the employees can voice their concerns. It is also recommended that employers should have a more humane way to handle their human resources despite they are having the pressure to maximise profits. Employers need to understand that commercialisation of emotions demand a lot of emotional pressure on the employees and job re-design might be a solution to provide employees with more autonomy in the workplace. The level of flexibility also needs to be reviewed and employees should be more trusted. Originality/value: This study acknowledges that a lot of research has been done in identifying and assessing factors that significantly impact employees' work performance. Nevertheless, this study brings together two theories, namely, the social exchange theory and the psychological contract theory to better understand the relationship between the variables. This study also brings a methodological contribution with second-order factor analysis of factors like emotional labour and burnout which enabled better assessment and understanding of the factors and their effect on work performance. Some practical recommendations have also been made. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract Background With the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. The purpose of this study was to explore the effect of work readiness on the work performance of new nurses, focusing on the mediating role of organizational justice and professional identity. Method A cross-sectional design was employed. Using convenience sampling methods, 607 new nurses were surveyed in 5 hospitals in Henan Province, China, from January to February 2023. Data were collected using demographic characteristics questionnaire, the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale, and the Professional Identity Rating Scale for Nurses. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. Results The mediation model shows a good fit (χ2 /df = 2.747, CFI = 0.987, GFI = 0.948, AGFI = 0.926, TLI = 0.984, IFI = 0.987, and RMSEA = 0.054). In this study, we found professional identity is a mediating variable between work readiness and the work performance of new nurses (β = 0.113, P

Se Young Kim,1 Young Ko,2 Bong Hee Sim,3 Yeon Ok Yoon,4 Chunseon Jang5 1Department of Nursing, Changwon National University, Changwon, Repulic of Korea; 2College of Nursing, Gachon University, Incheon, Republic of Korea; 3Department of Nursing, Gyeongsang National University Changwon Hospital, Changwon, Republic of Korea; 4Department of Nursing, Hanyang University Changwon Hanmaeum Hospital, Changwon, Republic of Korea; 5Department of Nursing, Sungkyunkwan University Changwon Hospital, Changwon, Republic of KoreaCorrespondence: Young Ko, College of Nursing, Gachon University, 191 hambakmoero, Yeonsu-Gu, Incheon, 21936, Republic of Korea, Tel +82 32 820 4205, Fax +82 32 820 4201, Email moodory@gmail.comPurpose: Understanding that the complexity and dynamic nature of the nursing care setting creates diverse conditions for teamwork is important when developing tools to measure nursing unit team effectiveness. The Team Effectiveness Scale for Nursing Units (TES-NU), based on the Integrated Team Effectiveness Model, was developed without confirmatory factor analysis and only tested on one nursing organization. It needs further research to prove its validity and reliability. This study aims to refine and validate the TES-NU in various nursing organizations.Methods: We designed this methodological study to refine the TES-NU by establishing its validity and reliability. The study included 330 clinical nurses from six general hospitals in South Korea, selected via convenience sampling. The TES-NU’s refinement process includes item analysis, exploratory factor analysis, confirmatory factor analysis, item analysis, and convergent validity.Results: The KMO of 22 preliminary items was 0.89, the cumulative variance of the five factors was 67.58%, and the commonality was > 0.40. Confirmatory factor analysis indicated the revised model fit well with better indices: CMIN/DF = 1.687, CFI = 0.936, TLI = 0.924, RMSEA = 0.059, and SRMR = 0.057. We simplified the refined scale to 22 items in 5 subdomains: “head nurses leadership”, “job satisfaction”, “cohesion”, “work performance”, and “nurses competence”. Convergent validity (r = 0.69, p < 0.001) and reliability (Cronbach’s alpha = 0.92) were validated for the revised TES-NU.Conclusion: A refined TES-NU has tested their validity and reliability. Nursing managers can use this tool to manage the performance of individual nurses as well as nursing units, which will contribute to improving the work performance of the nursing organization.Keywords: nursing unit, nurses, psychometrics, teamwork, effectiveness, work performance

Negative outcomes in surgical medical residency, such as burnout, pathological stress, and abandonment of specialization, have been addressed by modifying the work and educational environment of the student to improve performance during training. However, due to the low effectiveness of strategies used in medical education and in order to change the perspective of the problem and offer complementary solutions, strategies based on positive psychology have been incorporated. Thus, the personal resources of the student are part of these growing research alternatives, as their optimization allows a higher level of interaction with their learning environment, as well as control over their academic and work performance. ‘Job crafting’ is supported by the job demands-resources theory. This article provides a critical and reflective analysis of personal resources and the favorable role they play in the regulation of work, learning, and well-being of the resident as part of a proposal towards a new approach to the problem of work performance during the postgraduate academic training process.

This research aims to assess the effects of supervisory techniques of the principals on newly hired teachers' work performance in Marilao North District in Division of Bulacan. The study may contribute to the upskilling and retooling of the implemented supervisory techniques to assist the newly hired teachers to adopt and respond to the emerging circumstances brought by the pandemic. The theoretical framework of the study focused on the contingency theory of leadership in line with situational aspect and used CIPP as the conceptual framework to diverse the process and produce quality outcome and implications. The respondents of the study were the 117 newly hired teachers and 9 principals identified through purposive random sampling technique. The data responses were gathered through online questionnaire and triangulate it through FGD to deepen the result. Mixed method was used to determine the effects of the variables. Descriptive correlation and regression analysis was used to interpret and analyze the data which presents the strengths and significant effects and its impact. The findings of the study claimed that the supervisory techniques of the principals have a descriptive interpretation of "Very High" while the work performance of newly hired teachers obtained a "High" descriptive interpretation based on the correlated and regression analysis. The study also revealed that the level of principals' supervisory techniques towards the work performance of the newly hired teachers is correlated to the teaching experiences to varying extent but not significant. The findings revealed that there is no significant effects between the principals' supervisory techniques and work performance of the newly hired teachers. Thus, principals may continuously supervise and scaffold all newly hired teachers to improve their work performance for the attainment of the department's vision and mission. [ABSTRACT FROM AUTHOR]

The aim and purpose of the study is to find out the attitudes and perceptions of employees related to the performance appraisals in their organizations, considering their affiliation with the public or private sector and the size of the organization. Within the study, research objectives are set regarding understanding recent attitudes related to organization and work classification, the frequency of performance evaluation, internal communication related to performance evaluation, employee involvement in the management of work performance, as well as characteristics of the system itself and general attitudes towards work performance evaluation. A survey questionnaire was used in the study, and the sampling method employed was the snowball sampling method. Descriptive statistics, t-tests, and ANOVA analysis were used for analysis. Potentially interesting conclusions were observed in the study, along with correlations between attitudes related to work performance evaluation, some of which are statistically significant, and the results can be applied to a broader population. One of the key conclusions is that an effective and clearly defined system of work performance evaluation and management is interconnected with operational procedures regarding the regular implementation of evaluation, communication regarding evaluation, the purpose of evaluation, and employee involvement, and that in Croatian companies, evaluation is not merely formal. Differences in employee attitudes between the public and private sectors, as well as across different organization sizes, are neither statistically significant nor different to a large extent, but they still provide insights into employee perceptions that can be useful in managing the work performance evaluation system and its implementation in decision-making processes within business entities.

Objectives: We aimed to determine whether remote cognitive training (CT) is feasible and has the potential to improve cognitive function and work performance in Japanese workers. Methods: From June to September 2020, this intervention time series study enrolled workers aged 18-65 years from 10 companies located in a metropolitan area of Japan. Cognitive function tests and self-administered questionnaires were completed by the participants three times: at baseline, after 12 weeks of CT, and after a further 12 weeks following cessation. We measured work performance with the question: "How would you rate your performance (compared with your optimum performance) over the past 4 weeks?" Responses were made via a visual analog scale (0-100). Cognitive function was assessed using the THINC-integrated tool, which is a brief, objective computerized cognitive assessment battery. For our computerized remote CT intervention, BrainHQ was used on the basis of our scientific rationale and the empirical literature. We recommended three 20-min sessions of BrainHQ per week and sent participants three reminders. Results: In total, 119 participants were recruited to this study. Only 22.7% of the subjects achieved the recommended training time of 720 min over 12 weeks. The median training time was used to divide participants into long and short-training groups. The long-training group showed a greater improvement in attention and executive function than the short-training group but there was no significant improvement in work performance after CT compared to baseline. Conclusion: Our results suggest that although remote CT was not feasible enough, the effects on cognitive function can be expected by increasing training time and motivation. [ABSTRACT FROM AUTHOR]

Background: Health professionals and health professions educators (HPEs) worldwide were confronted by the COVID-19 pandemic, which disrupted standard practice and forced HPEs to develop creative, alternative modes of training and education. The ability of people to work successfully and efficiently in non-standard situations can be called adaptive expertise in which people quickly overcome changes in work requirements using their expert knowledge in novel ways. The objectives of the current study were to investigate how the adaptive expertise of a group of HPEs influenced perceived work performance in a non-standard situation and to see whether there were relationships between the level of adaptive expertise and academic ranking and work experience of HPEs. Methods: A descriptive, cross-sectional, single-site study was conducted using a self-reported study tool about adaptive expertise developed by Carbonell et al. (2016), and three questions were asked about participants' perceptions of work performance, amount of work done, and teaching quality. The sample consisted of HPEs from the University of Twente, Netherlands. Results: Among 123 eligible participants, 40 individuals completed the survey. Kaiser-Meyer-Olkin and Bartlett's Test of Sphericity indicated the adequacy of the sample size (KMO = 0.633, P < 0.0001). Participants were lecturers, senior lecturers, assistant professors, associate professors and full professors. The average adaptive expertise score of the sample was 4.18 ± 0.57 on a scale from 1 (low) to 5 (high). The domain and innovative skills are the principal distinct dimensions of adaptive expertise among HPEs. Professors showed higher adaptive expertise scores than the other ranks. Statistically significant correlations were found between scores of adaptive expertise and perceived work performance (r = 0.41, p < 0.05 and academic ranking (r = 0.42, p < 0.05). Adaptive expertise scores were not associated with work experience or HPEs' age. Conclusions: Our finding of a lack of relationships between self-reported level of adaptive expertise and experience and age but significant relationships with work performance and academic ranking of HPEs suggests that adaptive expertise is not auto-generated or acquired with seniority and experience but is a 'mastery' that should be developed deliberately. [ABSTRACT FROM AUTHOR]

Sleep loss due to short time off between shifts has been proposed as a mechanism contributing to impaired functioning in occupational settings. This laboratory crossover trial (ClinicalTrials.gov identifier: NCT05162105, N = 66) compared subjective sleepiness, mood, and cognitive performance on a day shift after an evening shift with only 8 h off between shifts (quick return, QR) to a day shift after another day shift with 16 h off between shifts (control). Results indicated higher subjective sleepiness (Karolinska Sleepiness Scale) during the QR condition compared to the control condition (p < 0.001). No significant differences were found on mood (Positive and Negative Affect Schedule) and cognitive performance (Psychomotor Vigilance- and Digit Symbol Substitution Test) between the conditions. Findings of increased subjective sleepiness corroborate previous field studies. This trial is to our knowledge the first to compare mood and cognitive performance after a QR to a longer shift transition using an experimental design. Future research should explore the effects of accumulated sleep loss associated with QRs (e.g. having several QRs within a short time period) on behavioral outcomes. [ABSTRACT FROM AUTHOR]

Uncorrected presbyopia has been shown to reduce Zanzibari women's quality of life. In this mixed-methods study, we examined the subjective wellbeing and self-reported work performance among older women entrepreneurs with functional presbyopia before and shortly after correction, and how poor vision at close distance affected their daily lives. Women entrepreneurs underwent eye examination to identify those with uncorrected functional presbyopia. Their subjective wellbeing and work performance were both measured in Cantril's ladder. Ready-made glasses were then provided and 30 minutes to an hour later, their subjective wellbeing and work performance was remeasured. Twenty women entrepreneurs were interviewed to understand their lived experience with uncorrected presbyopia. Two-hundred-seventeen women entrepreneurs were included in the survey (mean age 51.6 years, SD 8.64). Women entrepreneurs had a mean subjective wellbeing score of 3.32 (SD 1.10) pre-correction and 5.99 (SD 1.13) post-correction (p <.001), and a mean self-rated current work performance score of 4.62 (SD 1.36) before correction and 5.47 (SD 1.35) post-correction (p <.001). One-hundred-and-ninety (87.6%) and 121 women entrepreneurs (55.8%) rated their current subjective wellbeing and work performance scores < 5, respectively. Around 1/4 of women entrepreneurs reported having severe difficulties with near tasks. Poor vision at a close distance caused by uncorrected functional presbyopia negatively affected economic, physical and psychosocial aspects of women entrepreneurs' lives. Subjective wellbeing and self-reported work productivity scores improved significantly shortly after presbyopia was corrected. More research with longer follow-up is needed to understand the full benefits of correcting presbyopia. [ABSTRACT FROM AUTHOR]

The study investigated the effects of crushed stone with different particle size (2-5 mm and 5~10 mm) and dosage on work performance, mechanical properties, shrinkage properties, durability of ultra high performance concrete (UHPC). The results show that with the increase of the dosage crushed stone with particle size of 2~5 mm, the slump-flow of the ultra high performance concrete with coarse aggregate increase first and then decrease. When the ratio of crushed stone with particle size of 2~5 mm and 5~10 mm is 4:6, the mechanical properties of ultra high performance concrete with coarse aggregate are the best. The autogenous shrinkage and drying shrinkage of ultra high performance concrete with coarse aggregate can be effectively reduced by adding crushed stone with two different kinds of particle size. Compared with concrete prepared with particle size of 2~5 mm, the maximum decrease of autogenous shrinkage is 34.3%. Compared with concrete prepared with particle size of 5~10 mm, the electric flux and chloride diffusion coefficient decrease by 52.6% and 50.0% respectively when the dosage of crushed stone with particle size of 2~5 mm is 40%. [ABSTRACT FROM AUTHOR]

Purpose: This study was performed to identify factors associated with nursing performance, classify potential profiles of nursing performance-related variables, and explain their effects on nursing performance. Methods: The study involved 245 nurses at a University Hospital in South Korea from September 1 to 14, 2021. The participants were nurses in a ward who operated within a team and had at least 6 months of clinical experience. Structured questionnaires were used to measure variables, and data were collected online using Google Forms. Using latent profile analysis, the participants were classified into four human resource and job attitude profiles. Linear regression was used to identify relevant factors, and one-way analysis of variance was employed to examine the differences in nursing performance between the four profiles. Results: Shared leadership (β=.30, p< .001 ) was most strongly associated with nursing performance, followed by authentic leadership (β=.16, p=.009), and education level (β=. 15, p=.006). Significant differences in nursing performance (F=22.48, p<.001) were observed across profiles, with the groups deemed "excellent" and "best" scoring higher in nursing performance and authentic leadership compared to the "fair" and "worst" groups. However, no significant difference in education level was found across the latent profiles (p=.212). Conclusion: This research examined the impact on nursing performance through variable-centered analysis and a person-centered approach. Accordingly, this study provides valuable insights for interpreting the results of linear regression analysis, highlighting the need to consider individual heterogeneity. [ABSTRACT FROM AUTHOR]

Psychologists have argued that Western-based explanations of personality traits, leadership styles, and work performance may not capture Eastern norms and values. This study compares academicians’ personality traits and work performance in a traditional Indonesian Javanese community using transformational and Asta Brata as western and Hindu philosophy of leadership styles scales, respectively. This study uses transformational and Asta Brata leadership styles to examine how leadership styles act as mediators between personality traits and work performance. The respondents were 342 academics from East Java universities selected using multistage cluster random sampling. The results showed that the transformational leadership style mediates only the relationship between agreeableness with contextual performance and openness to task performance. Asta Brata’s leadership style mediates openness to experience, extraversion, and agreeableness with tasks and contextual performance. In conclusion, academicians recognize that Asta Brata is better than the transformational leadership style as a mediator between personality traits and work performance. These data imply Asta Brata’s leadership approaches better resemble Javanese leadership and are accepted by followers than transformational leadership. Finally, Asta Brata’s leadership styles explain the big five personality traits and work performance better than transformational leadership styles. [ABSTRACT FROM AUTHOR]

BACKGROUND: People seeking care at primary healthcare centres may be exposed to work-related stress, increasing the risk of future sick leave. Thus, it is important to identify work-related stress, and to explore how stress relates to work ability and health. OBJECTIVE: To investigate the association between work-related stress and a) work ability, and b) self-rated health, among working women and men seeking care for physical or mental health complaints. METHODS: This cross-sectional study analyzed baseline data (n = 232) from a randomized controlled trial investigating the effects of a brief intervention to prevent sick leave. Data regarding work-related stress, work ability and self-rated health were analyzed using binary logistic regression models. RESULTS: In models adjusted for age, gender and education, high work-related stress measured by the Work Stress Questionnaire was significantly associated with low work ability. The highest odds ratio (OR 3.27, 95% CI 1.66–6.42) was found between the domain "interference between work and leisure time" and work ability, suggesting a more than three times higher odds for low work ability when perceiving that work interferes with leisure time. No significant association was found between work-related stress and self-rated health. CONCLUSION: Health professionals should explore patients' work-related stress when they seek care for physical or mental complaints in primary healthcare. Patients' perceived balance between work and leisure time seems particularly important to address. Increased awareness might facilitate timely, relevant strategies to reduce stress and promote work ability. [ABSTRACT FROM AUTHOR]

Organizational Employer Branding distinguishes what is unique about employment within the company in question from equivalent competitors. To stand out in the labour market today, it is required that companies have an established and visible job with Organiztional Employer Branding. This work strengthens the employer brand and leads to the staff choosing to stay in the workplace because of the activities and well-being factors that work with internal employer branding creates. [ABSTRACT FROM AUTHOR]

This study examines the difficulties married female conductors at the Kerala State Road Transport Corporation (KSRTC) encounter, with a particular emphasis on the Malabar area. Work-life balance, cultural expectations, and little prospects for job progression are just a few of the challenges these women face in spite of progress made toward gender equality. We examine the impact of these challenges on their work performance and job satisfaction using the correlation method. Furthermore, the research delves into the tactics employed by these facilitators to effectively manage their distinct situations, including time management approaches and support networks. The results show that married female conductors have several challenges, but that these challenges are largely mitigated by their adaptability and perseverance. The study underscores the necessity of legislative initiatives and organizational support in improving the working circumstances for female conductors at KSRTC. [ABSTRACT FROM AUTHOR]

Objective: Psychological capital refers to internal resources including self-efficacy, hope, optimism and resilience to overcome adverse life events. The current study sought to examine the mediating role of psychological capital in the relationship between intolerance of uncertainty and job satisfaction and work performance in healthcare professionals. Methods: Participants were 302 healthcare professionals [48% females; M(SD)age = 34.0 (7.5)] and completed measures of intolerance of uncertainty, psychological capital, work performance, and job satisfaction. Results: The findings indicated that intolerance of uncertainty was negatively correlated with psychological capital, work performance, and job satisfaction, whereas psychological capital was positively correlated with job satisfaction and work performance. More importantly, the findings revealed that these relationships were mediated by psychological capital. Conclusion: The results provide several contributions that help to understand the role of psychological capital in the relationship between intolerance to uncertainty and job satisfaction and work performance. [ABSTRACT FROM AUTHOR]

Background: Donaldson & Donaldson (2021b) developed a scale to assess Positive Functioning at Work, adding four new blocks to strengthen the original PERMA framework in the workplace. The aim of the present study was to validate this scale in a Spanish sample. Method: 698 Spanish workers participated, 59% were women and 41% were men, 71.6% were employees and 71.2% belonged to the basic worker level. Results: Confirmatory Factor Analysis showed a good fit of the nine-factor model (χ²/df = 2.441; RMSEA = .056, 90% IC (.049, .063); SRMR =. 062; CFI = .926; TLI = .916), the bifactor model (χ²/df = 1.703; RMSEA = .044, 90% CI [.037, .050]; SRMR = .050; CFI = .959; TLI = .952) and the ESEM model (χ²/df = 1.736; RMSEA = .041, 90% CI [.033, .049]; SRMR = .017; CFI = .976; TLI = .942). The adapted scale also demonstrated good internal consistency, with a Cronbach's α of .90 for the scale, and evidence of discriminant, criterion, predictive, and incremental validity with other well-being and performance measures, as well as measurement invariance across educational levels. Conclusions: This scale provides a comprehensive measurement tool that can help in the design of workplace programs and interventions. [ABSTRACT FROM AUTHOR]

There are well-established relationships among self-efficacy, group effectiveness, extrinsic and intrinsic motivation, and work performance in employees. However, little is known about these relationships among employees with disabilities. The purpose of this study was to examine the mediation roles of extrinsic and intrinsic motivation in the association between self-efficacy and individual work performance and between group effectiveness and individual work performance in Saudi employees with disabilities. A sample of 176 employees (59.1% female) with disabilities (visual, auditory, mobility, and learning disabilities) participated in the study. A set of structural equation models was built to establish the relationships. There were positive relationships between self-efficacy and both task and contextual performance. Furthermore, intrinsic and integrated regulation mediated the relationship between self-efficacy and task performance, and identified integrated regulation mediated the relationship between self-efficacy and contextual performance. Group effectiveness was related to work performance only through motivational regulations. Therefore, it is crucial for organizations to design psychological training to increase self-efficacy beliefs in employees with disabilities and to teach them how to internalize external forces in the workplace to promote individual work performance and organizational progress. Plain language summary: The aim this study was to examine how self-efficacy and group efficacy benefit the individual performance of employees with disabilities in Saudi Arabia. Further, the study examined the role of intrinsic and the regulations extrinsic motivation as postulated by the self-determination theory. This study was conducted online and a considerable number of employees with disabilities participated in it. There were around 59.1% of females and the participants were aged 37.3 on average. This study revealed that self-efficacy benefited task and contextual performance. Group efficacy had benefits for task and contextual performance only when employees were intrinsically motivated or had integrated the extrinsic motivation into their selves. The results showed also that when employees had managed to internalize the external controls of work, self-efficacy and group efficacy were related to reduced counter-productive work behaviors. This study concludes that, while intrinsic motivation is ideal for the performance of employees, the integration of extrinsic motivation may provide similar benefits. Since some jobs are not intrinsically motivating in nature, learning how to internalize external work incentives may yield positive benefits in employees with disabilities. This is important for managers and organizational psychologists to plan effective trainings and interventions. Although this study provided new insights, the cross-sectional design used and the sampling method don't allow to draw any causation or generalizability. [ABSTRACT FROM AUTHOR]

The low academic ranking compared to academicians in other disciplines is a work performance issue encountered by accounting academics, particularly in developing countries such as Indonesia. Besides, executing performance systems as a control mechanism mandated by the government also affected academic counterproductive work behavior (CWB) and performance. However, there is a dearth of empirical verification concerning the connection of control systems to the CWB and the performance of accounting academics. Therefore, building upon the job demands-resources theory, this study examines the association among levers of control as institutional performance mechanisms, CWB, and the work performance of academics. A self-administered online survey was conducted on 238 Indonesian accounting academics. Partial least squares structural equation modeling (PLS-SEM) was utilized to run the analyses. This study's crucial findings depicted the boundaries and interactive control systems as substantial factors to mitigate the tendency of academics to engage in CWB and revealed evidence concerning the negative effect of CWB on work performance. Subsequently, CWB plays a critical role in mediating the positive relationship between those two control systems and performance. The boundaries and interactive levers of control boost performance due to the systems' success in mitigating academics' involvement in CWB. The findings are relevant to higher education top management in aligning management control systems with the proper code of conduct and designing performance systems that enable academic freedom, collegial culture, autonomy, and participation to escalate performance. Shifting the control systems' paradigm toward these characteristics will mitigate academics' CWB and improve their performance. Plain language summary: How different factors like control mechanisms, counterproductive work behavior, and job performance relate to each other in Indonesian universities The study looks at how accounting academics in countries like Indonesia struggle with lower rankings compared to academics in other fields. It also examines how government-mandated performance systems affect their behavior and performance at work. However, there hasn't been much research on how these control systems relate to academics' behavior and performance. So, using a theory called job demands-resources theory, the study explores how control systems, counterproductive work behavior (CWB), and job performance are connected for accounting academics. They surveyed 238 accounting academics in Indonesia and used a statistical method called partial least squares structural equation modeling to analyze the data. The main findings showed that certain control systems, like boundaries and interactive controls, help reduce academics' tendency to engage in counterproductive behavior and improve their performance. Counterproductive behavior, in turn, negatively affects performance. So, these control systems indirectly improve performance by reducing counterproductive behavior. The study suggests that higher education managers should align control systems with ethical standards and create performance systems that promote academic freedom, collaboration, autonomy, and participation. By doing this, they can reduce counterproductive behavior and enhance academic performance. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates the relationship between organizational ethics and job performance in small and medium-sized enterprises (SMEs), aiming to uncover how organizational ethics impacts employee performance. Design/Methodology/Approach: Employing various statistical analyses, the study explores the correlation between organizational ethics and job performance, utilizing a robust methodology to ascertain the influence of ethical practices on employee productivity. Findings: The study reveals a distinct negative correlation between organizational ethics and job performance in SMEs, indicating that higher organizational ethics levels are associated with lower employee job performance. Linear regression analysis confirms this negative influence, highlighting the significance of ethical considerations in shaping job performance outcomes. Conclusion: Despite the significant impact of organizational ethics on job performance, no significant gender differences in organizational ethics or job performance levels were identified in SMEs. Research Limitations/Implications: Acknowledging limitations such as sample size variations and industry-specific factors, the study proposes avenues for future research to delve deeper into these aspects and enhance the applicability of the findings. Practical Implications: The findings emphasize the importance of promoting ethical behavior in SMEs to enhance overall job performance and productivity, highlighting the need for heightened awareness of organizational ethics in managerial practices. Contribution to Literature: This study contributes a new perspective to the understanding of organizational ethics and job performance in SMEs, offering insights for management practices and contributing to the literature on organizational ethics in small business contexts. [ABSTRACT FROM AUTHOR]

This study assessed the influence of working conditions on the performance of support staff in public secondary schools within Nakuru County, Kenya. The objectives of the study were to: determine influence of work relationships and remuneration on work performance of support staff respectively. The study adopted the mixed methods research approach using the concurrent embedded design. Herzbergs' two-factor theory provided the theoretical framework with a target population of 3,258 comprising of 362 principals, 362 deputy principals and 2, 534 support staff. Yamanes' (1973) formula was used to determine a sample of 356 comprising of (40) principals, (40) deputy principals and (272) support staff who were selected by way of the stratified sampling technique. Semi-structured questionnaires were used to collect quantitative and qualitative information from principals and deputy principals, while support staffs provided quantitative and qualitative information through semi-structured interview schedules. Quantitative data collected was analyzed descriptively and inferential statistics generated while qualitative data was analyzed thematically based on the research objectives. The findings show that: work relationships and remuneration had the Pearsons' correlation coefficient (R) of .724 and .678 respectively. The R² computed yielded values of .524 and .460 for working relationships and remuneration respectively suggesting that working relationships explained 52.4% of work performance of support staff while remuneration explained 46% of work performance. As a result of these findings, it was concluded that working conditions (work relationships and remuneration) moderately but positively influenced work performance of support staff in public secondary schools in Nakuru County. These findings are particularly important to School Boards of Management and the Ministry of Education who can utilize them to enhance work performance of support staff by enriching their working conditions. Further research to develop schemes of service for support staff across all public secondary schools is recommended in order to bolster their work performance. [ABSTRACT FROM AUTHOR]

This study aims to determine the influence of performance appraisal and core values of AKHLAK on work performance. The researcher employed a quantitative method with a descriptive causal approach. The population in this study consisted of the permanent employees of PT. Telkom Witel Sukabumi, totaling 32 employees, with the sample size also being 32 permanent employees of PT. Telkom Witel Sukabumi. The results of this study indicate that performance appraisal has a significant influence on employee work performance at PT. Telkom Witel Sukabumi, with a t-value of 8.482, which is greater than the t-table value of 1.695, and a significance level of 0.000 < 0.05. Meanwhile, the core values of AKHLAK do not have a significant influence on work performance, with a t-value of -0.982, which is smaller than the t-table value of 1.695, and a significance level of 0.334 > 0.05. The F-test shows that both independent variables simultaneously have a significant influence on work performance, with an F-value of 35.990, which is greater than the F-table value of 3.33, and a significance level of 0.000 < 0.05. Descriptive analysis indicates that respondents' responses to performance appraisal and the core values of AKHLAK fall into the very high category. The proper implementation of performance appraisal is proven to enhance work performance, while the core values of AKHLAK require further approaches to have a significant impact. [ABSTRACT FROM AUTHOR]

Among a variety of environmental factors, operative temperature, relative humidity and ventilation rate are generally considered to be factors that significantly affect work performance, and the interactions among these three factors were quantitatively studied in this paper. Eighteen participants were recruited to complete the neurobehavioral ability tests in different environments by central composite design, and their performance was analysed by regression fitting and multi-factor coupling analysis. By defining the interval coefficient β, the interaction effects between the factors were calculated quantitatively. The results showed that: for the performance of perception and expression tasks, there was an antagonistic effect between operative temperature and relative humidity (β = 0.50 ∼ 0.82), between operative temperature and ventilation rate (β = −0.29 to −0.38), and among the three factors (β = 0.38–0.67). There was a synergy effect between relative humidity and ventilation rate (β = 1.71–2.28). For the performance of reasoning tasks, the interaction effect among the three factors and their combinations is antagonistic effect (β = 0.67–0.83). Practitioner summary: We proposed a method to calculate the quantitative relation of multi-factor interactions. In recent ergonomics studies, more and more factors have been included. This method can well describe the synergistic or antagonistic effect of the changes of other factors on the target factors. [ABSTRACT FROM AUTHOR]

BACKGROUND: This study focuses on the user experience of a novel developed ergonomic chinrest (EC), customised to accommodate the individual violinist's anthropometry and playing style. The EC was recently tested for biomechanical effect, but the violin player's motivation, usage behaviour, usability and acceptability may be equally important. OBJECTIVE: To explore the user experience of violinists who used the novel EC with a low shoulder rest for two weeks. Through that experience, we wanted to learn about the potential user barriers and facilitators related to their motivation, usage behaviour, usability, and acceptability, when trying a new product. METHODS: Thirty-eight professional violinists participated and evaluated motivation, user behaviour, usability and acceptance using a 5-point Likert scale and open-ended questions. RESULTS: Participants showed high motivation hoping to improve posture, reduce muscle tension and enhance performance. Usage behaviour was also high, while product appearance, adjustment time, and sound impact were negatively evaluated. However, 37% planned to continue to use EC after the study. CONCLUSION: Participants showed high motivation and usage behaviour but faced challenges with product appearance, adjustment time, and sound impact compared to their usual chinrest. Incorporating user feedback and addressing design and usability challenges can enhance the user experience. [ABSTRACT FROM AUTHOR]

The business environment is increasingly complicated and competitive so business people must be more responsive. In order to remain relevant, the role of leaders must be maximized in developing and advancing the human resources they have. This is still a problem with the leadership style applied in a business organization. The transformational leadership style is a solution to companies' anxiety in facing an increasingly dynamic and disruptive business environment. This research aims to find out how transformational leadership style can impact job satisfaction. The research method used in this research is a systematic literature review taken from 2018-2023. Transformational leadership is applied more often because it has a high level of satisfaction and has a significant influence on commitment and work performance. Transformational Leadership Style has a positive relationship with job satisfaction. [ABSTRACT FROM AUTHOR]

Conspiracy theories spread through social and other media often bringing easy explanations of events that cannot be easily explained. Beliefs in conspiracy theories may lead to simplified and radical viewpoints that can negatively influence one's behavior and actions. The paper analyzes the association between beliefs in popular conspiracy theories spread through social media and work performance using the results of an authors' test of conspiracy theories applied to a sample of 178 students of the Faculty of Military Leadership, University of Defence in Brno, Czech Republic. The students were selected as representatives of high-profile professions that should be trained to deal with potential disinformation and conspiracy theories. The assumption was that the students would be generally immune to the impact of conspiracy theories. The analysis did not confirm a hypothesis that individuals with top work performance are less prone to beliefs in conspiracy theories than individuals with solid/poor work performance. The findings confirm the necessity to systematically train people working in high-profile professions to work with available information and deal with potential disinformation and conspiracy theories. The findings are useful in the HR management practice of organizations that care about the professional qualities of their people and encourage further research on the origin, spread, and impact of conspiracy theories in the workplace. [ABSTRACT FROM AUTHOR]