La presente investigación tiene como finalidad determinar como la motivación se relaciona con , en el el desempeño laboral de los gestores de cobros de EDPYME GMG Servicios Perú S.Aperíodo de Enero a Julio del 2017. El método de la investigación es hipotético-deductivo, ya que es el procedimiento que se siguió para hacer de la actividad una práctica científica The purpose of this research is to determine how the motivation relates to, in the work performance of the collection managers of EDPYME GMG Services Peru S.Aperiod from January to July 2017. The research method is hypothetico-deductive, since which is the procedure that was followed to make the activity a scientific practice.

Using a sample of 443 participants employed in a variety of jobs, the interactions between cognitive ability, conscientiousness, agreeableness, task experience, and task and contextual performance were explored. Results suggest that task experience is a better predictor of task performance than contextual performance; that agreeableness is associated with greater levels of contextual performance, but only for those lower in cognitive ability; and that conscientiousness moderates the interaction between cognitive ability and task experience on task performance. Specifically, it was found that for higher levels of conscientiousness, task performance converged for those of different cognitive abilities when task experience was high; likewise, for lower levels of conscientiousness, task performance diverged for those of different cognitive abilities when task experience was high. The impact and limitations of these results are discussed.

When facing the highly competitive environment in high-tech industry, how to excite the employee¡¦s job involvement and drive their performance turns to be an important issue. Especially when the stock bonus is no longer a key stimulation tool to the employer, leadership will be and important part to make human resource more effective. The major purpose of this research is to examining the effect of transformational leadership on job performance and use job involvement as mediating factor. This research was proceeded by questionnaire to the sampling objects of high-tech enterprises. The result verified the hypotheses below. 1.Transformational leadership effects positively on job involvement. 2.Job involvement effects positively on job performance. 3.Transformational leadership effects positively on job performance. 4.Job involvement has mediating effect between transformational leadership to job performance.

Arbetsmiljöverket har under 2008 och 2009 gjort inspektioner hos Hudiksvalls kommun. Arbetsmiljöverket konstaterade i samband med dessa inspektioner att chefer och arbetsledare saknade kunskaper om arbetsmiljölagen och dess föreskrifter. En utbildningsplan inom kommunen var lagd under 2009 för att rätta till dessa brister. Hudiksvalls kommun har en önskan att veta om utbildningen i det systematiska arbetsmiljöarbetet gav förbättrade kunskaper inom området. För att ta reda på om utbildningen gav förbättrade kunskaper har en undersökning gjorts mellan två grupper, varav den ena inte har gått arbetsmiljöutbildningen. Undersökningens syfte har varit att se eventuella skillnader bland grupperna, och resultatet visar att de som gått utbildningen hade bättre kunskaper i arbetsmiljöarbete. / The Work Environment Authority, made visits to themunicipalityofHudiksvallin 2008 and2009. Inconnection with the visit The Work Environment Authority noted managers and supervisors insufficient knowledge of work environment and its regulations. An education within the municipality was laid  in 2009 to remedy these deficiencies.HudiksvallMunicipalityhas a desire to know about education in the systematic work resulted in improved knowledge of the field. To find out if the training resulted in improved knowledge, a study was made between the two groups, which one of has not been educated in working environment training. The purpose of the surveys has been to see any differences among the groups, and the results showed that the education had increased the knowledge on these issues among supervisors and managers.

Despite the growing interest in studying the dimensions and prediction of task and contextual performance, little empirical attention has been given to studying the nature of soft skills performance. Soft skills (i.e., intra- and inter-personal work skills that facilitate the application of technical skills and knowledge), such as interpersonal skills (e.g., developing rapport) and communication skills (e.g., adjusting your message to the target audience) are highly sought by organizations (Zedeck and Goldstein, 2000). However, little is known about the underlying dimensions of soft skills performance, or about the individual differences variables that predict performance in this domain. In the current set of studies I examined the dimensionality of soft skills performance, developed measures to assess soft skills performance from self and supervisor perspectives, and validated the measures of performance in a nomological network of non-ability individual differences and existing performance measures. Study 1 involved asking subject matter experts to provide a master list and critical incidents of soft skills. Data from Study 1 served as the stimuli in Study 2 for sorting and reduction of skills into dimensions of soft skills performance. A construct and criterion validation approach was taken in Study 3 to measure soft skills performance in relation to individual differences variables in a nomological network. Results showed that the taxonomy of soft skills performance was composed of seven clusters, but that the measure of soft skills performance was unidimensional. Personality and motivational variables significantly predicted soft skills performance through their influence on proximal motivational processes.

There are two purposes for employees to use working computers and internet: for work-related activities and nonwork-related activities. As to work-related activities, they are purchasing, customer services, marketing, recruitment, sales, management, work-related communication and information-acquiring. Otherwise, nonwork-related activities comprise of social/communicative purposes (using internet to communicate with friends and co-workers inside and outside companies) and Entertainment/informational purposes (acquiring information about weather, entertainment, news etc.). Through literature research, there are evidences suggesting that different purposes of internet usage has a significant effect on job playfulness, while performance will increase, with accompanying job playfulness enhanced. The relationship between purposes of internet usage and performance will be discussed in the study. Furthermore, there are other antecedent factors affecting purposes of internet usage, such as job stress, job characteristics and attitudes towards job and monitoring. This is one of the discussions on how these antecedent factors influencing purposes of internet usage positively or negatively. The survey data from 233 employees is analyzed by CFA abd SEM. Following are the results: 1. There is a positive relationship between the purposes of internet usage and job playfulness, and job playfulness serves as the mediator to affect the performance. 2. Job stress, job characteristics, attitudes towards job and monitoring have significant effect on the purposes of internet usage. 3. Age, Seniority and Marriage will reduce the usage of social/communicative and entertainment/informational purposes.The demography of respondents¡¥ profiles makes difference on purposes of internet usage, job stress, job characteristics and attitudes towards job and monitoring.

Many enterprises expect that recruit function can help them find the right employees and bring maximum benefit for the company. This study focused on sales staff personality traits relation between job performance. Secondly, understanding the manager leadership styles impact on their personality and job performance. This study survey S company sales staff who work more than one year and issued 459 questionnaires and received 269 valid samples, the effective sample rate of 58.61%. Using SPSS statistical software, process descriptive statistical analysis, reliability analysis, Pearson product-moment correlation analysis and regression analysis for data analysis, by the above analysis, this study obtained the following three main conclusions: 1. Sales staff open-minded and rigorous self-assessment of personality traits are positive on working performance. 2. If manager leadership styles are more significantly transactional or transformational, it will become positive effect to sales staff working performance. 3. The main five personality traits and objective indicators of sales staff doesn¡¦t have significant relationship between performance bonuses; manager leadership styles and objective indicators are also doesn¡¦t have significant relationship between performance bonuses.

Organizations nowadays want employees who are flexible, adaptable, autonomous, creative, willing to learn, self-motivated, and able to fit productively into teams to satisfy instable and varied consumer demands. Consequently, job performance no more relies on repetitive and routine tasks which traditionally could be completed and improved by working-hard only. Nevertheless, the economy in the world is becoming dynamic, rapid and unpredictable for sure. Transparently workers will need to unceasingly increase their skill base to experience workplace success in the future. Therefore, management scholars suggest organizations who want to survive or outperform of the time may need to consider traits in addition of conscientiousness when making hiring decisions. The Big Five undoubtedly provides the general and basic consideration of personality. As the environment nowadays changes, not only the Big Five but also more advanced and specific personality constructs for advantageous solutions hitting the mark are needed. Playfulness, defined as a multidimensional personality with curiosity, absorption, sense of humor, manifest joy and childlikeness factors, may be one promising personality which replies the call from the academic and plays as the alternative selection assessment tool for selection to the practical simultaneously. Playfulness has been emphasized in child development, education, and clinical counseling fields for a long time. This personality fosters optimal human function and accompanies intrinsic motivation according to developmental psychology and positive psychology perspectives. Notwithstanding its importance, playfulness in adults does not catch enough attention of the academic. This study first empirically tests relationship between playfulness and job performance (in-role performance, creative performance) and clarifies the discrepancy of style effects on different dimensions of performance which may better explain the phenomena in the workplace. Second, this study moves a step forward to propose a personality construct from developmental psychology triangle especially favorable to selection consideration. Third, through the lens of working behavior style, the results of this study also better explain the mechanism link playfulness and performance that throw light on training direction for people in organizations already. By defining working-smart/hard as behavioral style instead of ability and motivation, this study opens a new avenue for research to discuss the issue thoroughly. Future research suggestions and practical applications are also provided.

This study treated one of the top three securities firms, S, in Taiwan as the subject, and conducted cross-sectional analysis on all dealers¡¦ personal information and performance. By exploring the dealers¡¦ personality traits, this study probed into the effect on the dealers¡¦ job performance, and attempted to find the key success factors of their job performance from the traits of the dealers¡¦ physical dimension, experience or numerological characters. Finally, this study attempted to recognize the dealers¡¦ key success factors. The findings can serve as references for securities firms¡¦ employment and management of the dealers, in order to contribute to the personnel affair management in security industry. Unlike past studies that use questionnaire survey as the research method, this study massively analyzed the internal data of the company. The research was conducted in 2010, and collected 1175 samples of the dealers in the securities firm S. The variables of the dealers¡¦ job performance are the dealers¡¦ yearly market share of spot share, purchase amount of spot share, and net fee income. Regarding the dealers¡¦ personality traits, there are three dimensions (physical dimension, experience and numerological characters), including five variables. Empirical analysis is conducted by basic descriptive statistics and analysis of variance. The main findings are summarized as follows: 1) There is a significant relationship between the dealers¡¦ job performance and ages, and it reveals a significant difference. Female dealers¡¦ job performance is significantly superior to male dealers, indicating that physical dimension will influence job performance. 2) There is a positive relationship between the dealer¡¦ working years and job performance, indicating that experience will influence job performance. 3) There is a significant relationship between the dealers¡¦ job performance and star signs, and it reveals a significant difference. Sagittarius is advantageous for the dealers¡¦ business, indicating that numerological characters will influence job performance. This study concludes that the interaction between the dealers¡¦ gender and working years (star signs) significantly influences the job performance. Keywords: Securities dealer; personality traits; job performance; analysis of variance

In the rapid improvement of network communication, some phenomena are been changing and multi working style is one of them. This study focus on ¡uTeleworkig¡vthat is one of the new working style. The concept of global village has been made under the process of globalization. Furthermore, the relationship between Taiwan and China becomes closer and how to manage the employees more flexible, using telework for Taiwanese corporations might be a good time now. How to select the suitable person as teleworker is what this study wants to discuss. The samples were from the social networking of author of this study via internet to collect the questionnaire. These samples did not limit in industry¡Bbusiness style or position and there were 105 valid questionnaires collected. Via the data of collected questionnaires to analysis what kind of industry¡Bbusiness style and position are suitable for teleworking and try to find the relationship between teleworking and job performance. The discussion of this study is how to select the suitable person as teleworker and also has good job performance then to discuss the possibility of promoting the teleworking. This study used three relative constructs of personality such as job autonomy¡Bgeneral cognitive ability and job motivation to discuss the influence with teleworking and job performance. This study was discovered job autonomy and job motivation are positive influence to job performance, but not general cognitive ability. Meanwhile, there was no obvious relationship between teleworking and job performance. For corporations, people who have higher job autonomy and job motivation are the basic requirement to recruit the employees. It would succeed to run teleworking easily if the employees have these two personalities.