The link between job satisfaction and job performance is one of the most studied relationships in industrial/organizational psychology. Meta-analysis (Judge, Thoresen, Bono, & Patton, 2001) has estimated the magnitude of this relationship to be ρ = .30. With many potential causal models that explain this correlation, one possibility is that the satisfaction-performance relationship is actually spurious, meaning that the correlation is due to common causes of both constructs. Drawing upon personality theory and the job characteristics model, this study presents a meta-analytic estimate of the population-level relationship between job satisfaction and job performance, controlling for commonly studied predictors of both. Common causes in this study include personality trait Conscientiousness, Extraversion, Agreeableness, and core selfevaluations, along with cognitive ability and job complexity. Structural equation modeling of the meta-analytic correlation matrix suggests a residual correlation of .16 between job satisfaction and performance—roughly half the magnitude of the zero-order correlation. Following the test of spuriousness, I then propose and find support for an integrated theoretical model in which job complexity and job satisfaction serve as mediators for the effects of personality and ability on work outcomes. Results from this model suggest that job complexity is negatively related to satisfaction and performance, once ability and personality are controlled. Contributions of this paper include estimating the extent to which the satisfaction-performance relationship is partly spurious, which is an advancement because the attitude-behavior link has not been estimated in light of personality and job characteristics. Another contribution is the integrated theoretical model, which illuminates mediators in some of the effects of personality and ability.

Work performance researches in the past ten years have been numerously conducted in Taiwan. Most of researchers use International benchmarking performance measurement with or without modifications. . Only few develop their own measurement based on the needs of Taiwan business organizations. My project focuses on the rebuild of performance evaluation program in the light of the employees in Taiwan enterprises considering the national conditions, culture, credibility and efficiency. This paper has studied the theories of Campbell(1990) and Borman & Motowidlo(1993) and developed a job performance evaluation form suitable for employees in Taiwan. A total number of 3000 copies of survey questionnaires were sent out. Out of this, 2779 were returned, representing a remarkable return rate of 92.63%. My performance evaluation matrix presents as below: 1. Task performance: Task performance involves official responsibility or the proficient of "technical core" of the activities in formal jobs and duties. Including 9 items. 2. Contextual performance: Contextual performance involves activities maintaining the environment that needs to exist to allow the technical core to operate. Contextual performance are activities such as: " Helping and cooperating with others. Following organizational rules and procedures even when personally inconvenient. Endorsing, supporting and defending organizational objectives." Including 9 items. 3. Job Positive: Job Positive involves measurement of positive personality, attitude and psychological environment of jobs and duties. Job Positive are activities such as: "Volunteering to carry out task activities that are not formally part of the job. Looking for a challenging assignment. Tackling a difficult work assignment enthusiastically and Voluntarily doing more than the job requires to help others or contribute to unit effectiveness." Including 4 items. Key words: Job Performance, Taiwan, Employee.

No description available.

Detector-dog organizations continually work to improve their effectiveness. Detector dogs commonly work in partnership with human handlers. Organizations spend considerable amounts of resources selecting both dogs and humans suited for the required duties. This thesis describes two studies. In the first study, we developed and evaluated a subjective dog trait-rating survey to obtain ratings of dogs by the people raising them. In the second study, we examine how human characteristics relate to job performance for professional detector-dog handlers. In working-dog breeding programs, candidate puppies are often placed with volunteer families (puppy raisers) who care for and raise the puppies. These families have extensive opportunities to observe a puppy’s behavior across time so they may be able to make accurate trait evaluations, which could predict subsequent performance. In Study 1, we develop, implement, and evaluate the Puppy Raiser Subjective Survey (PRS Survey) on a population of puppy raisers from a large detector-dog organization (Australian Customs & Border Protection Service; AC&BPS). Analyses identified seven dimensions of personality but a model including these variables was not able to significantly predict working performance. Selecting people who are suited to work as dog handlers is likely to be important to the success of working-dog programs. Detector-dog programs often undergo a resource intensive process to select the best humans for the job. However, there has been scarce research on the types of traits that make one handler more effective than another. In Study 2, we develop, implement, and evaluate an instrument used to identify human characteristics that predict success as AC&BPS detector-dog handlers. We show that job seniority was the strongest predictor of detector-dog handler job performance. We also show intriguing possibilities that participation in a greater number of sports, particularly at competition levels, may correlate with better job performance. / text

Managers are suffered from the high turnover rate in sales management. According to relative research results, pay systems have the most powerful impact on organizational performance among all the HR practices. Well-designed pay systems could attract and retain talent employees. They are also coupled with the effectiveness of performance evaluation, which stands for the aim of ensuring attaining organizational goals. Therefore, success or failure of an organization is significantly related to its pay system design. Because of its flexibility and responsiveness to organizational goals, variable pay possesses the ability to grant rewards linking employees to organizational success. From personnel economics perspective, monetary incentives have effects on output. However, a lack of data makes the above statement not corroborated. Based on a 60-month period data from a retailing company, this research conducts longitudinal analysis by fixed-effects regression model to empirically test the effects of variable pay on employees¡¦ job performance. Results verify the effects of variable pay on productivity. Those who are with individual level of performance measure, reasonable goal-setting and equitable payout formula characteristics show the best effect on productivity. Implications for designing variable pay systems are discussed and future research suggestions are provided.

Thesis (M.S.)--Boston University

This dissertation consists of four studies examining two constructs related to time orientation in organizations: polychronicity and multitasking. The first study investigates the internal structure of polychronicity and its external correlates in a sample of undergraduate students (N = 732). Results converge to support a one-factor model and finds measures of polychronicity to be significantly related to extraversion, agreeableness, and openness to experience. The second study quantitatively reviews the existing research examining the relationship between polychronicity and the Big Five factors of personality. Results reveal a significant relationship between extraversion and openness to experience across studies. Studies three and four examine the usefulness of multitasking ability in the prediction of work related criteria using two organizational samples (N = 175 and 119, respectively). Multitasking ability demonstrated predictive validity, however the incremental validity over that of traditional predictors (i.e., cognitive ability and the Big Five factors of personality) was minimal. The relationships between multitasking ability, polychronicity, and other individual differences were also investigated. Polychronicity and multitasking ability proved to be distinct constructs demonstrating differential relationships with cognitive ability, personality, and performance. Results provided support for multitasking performance as a mediator in the relationship between multitasking ability and overall job performance. Additionally, polychronicity moderated the relationship between multitasking ability and both ratings of multitasking performance and overall job performance in Study four. Clarification of the factor structure of polychronicity and its correlates will facilitate future research in the time orientation literature. Results from two organizational samples point to work related measures of multitasking ability as a worthwhile tool for predicting the performance of job applicants.

MPH / Department of Public Health / Abstract Lecturers are important agents in the provision of tertiary education at Technical Vocational Education and Training Colleges, however their effectiveness is highly compromised by health related factors. Lecturers can be exposed to variety of hazards in the workplace owing to chemicals, biological agents, physical factors, adverse ergonomic conditions, allergens and a complex network of safety risks. This conditions can led to the development of certain health related factors that can intern impose negative effects on lecturers job performance. The aim of the study was to determine the health-related factors affecting lecturers’ job performance at Vhembe Technical Vocational Education and Training College. A quantitative approach in the form of a survey, using a descriptive research design, was used in this study. Data was collected from permanent lecturers at Vhembe Technical Vocational Education and Training College. Total sampling was used due to the number of lecturers which is already low. A total of 250 respondents were used to collect data, with edge ranges from 26 to 60 years. A structured questionnaire was used to collect data regarding demographic characteristics, physical health problems, emotional problems, mental health problems and chronic diseases. The Statistical Package for Social Sciences version 25.0 was used to analyse the data. Validity and reliability was ensured. The researcher also observed the primary ethical principles upon which standards of ethical conduct in research was based. The results of this study indicate that health related factors affect lecturers’ job performance. About 85% of the respondents indicated that they are absent from work due to work related problems. More than 50% of the respondents revealed that lecturers consult doctors several times within a year due to health related problems, are affected by emotional problems, mental health problems, physical health problems as well as chronic diseases. It is recommended that Management should address the issue of absenteeism comprehensively. An institution of higher learning should have a clinic which is fully supplied with medicines including health professionals such as registered Nurses. Management should employ registered counsellors and registered Psychometrics. Management should put in place health-promoting conditions within the campuses. Giving lecturers reasonable amount of work load would be useful. Management should develop a plan to monitor and evaluate the working environment. Lecturers should organise their work and prioritise activities to avoid rush production. / NRF

This study was concerned with determining whether those foster grandparents employed at Denton State School and seen as more or less successful in job performance could be differentiated on the basis of selected psychological and sociological characteristics. In summary, it may be said that the study was exploratory in terms of the population involved but borrowed its methods and variables for investigation from studies of similar purpose of groups participating in "helping relationships."

Personality is important to job performance; meta-analyses published over the years repeatedly showed that self-rated personality traits can significantly predict overall job performance (Barrick & Mount, 1991; Barrick, Mount, & Judge, 2001). Despite their significance, these same meta-analyses, generally showed personality only had a small effect on overall job performance. The exception was conscientiousness, which had a less than medium effect. However, there is also a growing body of evidence suggesting that other-ratings of personality can show higher concurrent validities than self-ratings. Meta-analytic results showed that personality can have a large effect on overall job performance, if the personality traits are rated by others (Connelly & Ones, 2010). Moreover, concurrent validities increased when utilising narrow measures of both personality (Judge, Rodell, Klinger, Simon, & Crawford, 2013) and job performance (Bartram, 2005). In this study, the author examined the suggestion from meta-analyses that observer-ratings, rather than self-ratings, provide greater explanatory power when predicting job performance. Further, the concurrent validities of using narrow personality traits (facets) as predictors of narrow measures of job performance were investigated. This study comprised 1,041 participants, of which 92% were employed in a UK police organisation. Employees provided self-ratings and identified two co-workers and a manager who could provide other-ratings of personality and job performance. Online questionnaires measured 71 personality facets of the 11+ Factor Model (Irwing & Booth, 2013) and Bartram's (2005) Great Eight factors of job performance. Arguably the most comprehensive measure of personality, the 11+ Factor Model is comprised of 11 factors and 74 facets. Items from the International Personality Item Pool (IPIP; Goldberg, 1999) were utilised to create scales for each of the 74 personality facets. A planned missing data design was implemented to improve response rates (Graham, Taylor, Olchowski, & Cumsille, 2006). Measurement models were estimated first, followed by testing of the structural models (J. C. Anderson & Gerbing, 1988) to estimate the combined effects of personality facets on each of the job performance outcomes. Since cross-validation is a powerful approach for evaluating models (Millsap & Meredith, 2007), all models were cross-validated on two datasets. Fifty-two personality facets were identified and cross-validated. Some of these facets provided superior prediction over factors, when predicting narrow measures of job performance. The facets of integrity, leadership, harm avoidance and empathy explained much of the variance in the Great Eight job competencies. In some cases, self-ratings of personality provided superior prediction over other-ratings.