This research is aimed to look into the relevance between job stress and job performance of Kaohsiung City Government employees, and to observe whether social support will have an effect on this. This research will serve as a reference for people in charge of making policies. Documents will serve as the basis for research, as well as some statistical methods such as conducting the poll through questionnaires, factor analysis, descriptive statistic, T test, ANOVA, correlation analysis, regression analysis and other relevant analyses. There are several discoveries based on these analyses and studies: 1. The job stress of the employees of Kaohsiung City Government comes from the nature of work and structural specialty. 2. The highest level within the various levels of the job performance of Kaohsiung City Government employees is the mission efficiency, which shows the same result as the opinion poll does. 3. Gender serves as an obvious difference when it comes to job stress, which shows that female feels more about that than male. 4. Schooling record also serves as an obvious difference when it comes to job stress. In the part of structural specialty, employees owning master or higher degree usually have a bigger job stress than those owning senior or vocational high school diploma or below. 5. Social support and job stress have statistically negative influence, which means that more social support will reduce the causes of job stress. This view is also concurred by many scholars. 6. Job stress and job performance have statistically negative influence. This is also concurred by many scholars such as Schuler. 7. Social support does not have an influential effect between job stress and job performance, which means that social support does not have the effect of stress buffer as some scholars III such as Fenlason & Beehr claim. 8. The condition of marriage has an influential effect between job stress and job performance. Those who are married tend to have the phenomenon that the more job stress they have, the less job performance they achieve. It is the first time that this report is aimed to study the job stress of Kaohsiung City Government employees, and it affirms that social support, especially the support from the senior officer, will have the effect of decreasing job stress. The result of this research may serve as a policy reference for Kaohsiung City Government to raise the job performance of its employees.

In recent years, more and more companies and enterprises started using dispatched worker. This new trend of ¡§hiring, not employing¡¨ brought profound impact and challenges to the existing structure of labor-employer relations, as well as human resource management. Even in the government department. The main purpose of this study was to investigate the relationships between job satisfaction and job performance for government dispatched workers, taking Department of Transmission Line and Substation Projects¡]DTSP¡^ as an example. There were 145 effectual samples in this study. Questionnaire survey was the main research method of this study. The research instrument included job satisfaction scale and job performance scale. The data were analyzed through Frequency Distribution, T-test, one-way ANOVA and Person Correlation Analysis. After this study analysis, the conclusion is made as follows: 1. The degree of DTSP dispatched workers¡¦ job satisfaction (average score is 3.42, standard deviation (SD) is 0.52) is not so high as expected. The degree of DTSP dispatched workers¡¦ job performance (average score is 3.71, standard deviation (SD) is 0.53) is belonged to normal level. 2. The dispatched workers¡¦ job satisfaction and job performance are related significantly and positively. 3. For dispatched workers¡¦ personal background, there are two variables which have influence to the job satisfaction, belonged department and belonged region . 4. For dispatched workers¡¦ personal background, there are two variables which have influence to the job perfomance, belonged department and belonged region

When Financial Holding Company Act announced on 2001.7.9, it changed the finance industry in Taiwan. As an enterprise begins to grow rapidly, leaders play very important roles on how to lead a successful enterprise. In this study, transformational leadership is used as independent variable, employee¡¦s job satisfaction and employee¡¦s job performance as a dependent variable. In this research, the staff of ING Life Insurance Company Ltd. is the object. The purpose of this research is to find out the effect of transformations leadership to job satisfaction and job performance. Questionnaire survey is the way to collect data for this research. The compilation of questionnaire is according to the scale which is compiled by formerly researchers of the related field, and to repeat to verify concept construction in factor analysis. There are 169 pieces questionnaire being gathered. The main methods of analysis are to take hypothetic-verification by descriptive statistics, One-Way ANOVA, and correlation analysis. The results are as follows: 1. Overall, some supportive results of this study illustrate the significant difference in perception of transformational leadership, job satisfaction and job performance. 2. Transformational leadership, have made significant difference in perception of job satisfaction. Especially the leader¡¦s ¡§charismatic leadership and individualized considerations¡¨ are influenced deeply by the perception of job satisfaction 3. Transformational leadership, have made significant difference in perception of job satisfaction. Especially the leader¡¦s ¡§creating a new vision and intellectual stimulation¡¨ are influenced deeply by the perception of job performance. Finally, the concrete suggestions have been mode by conclusions of this research to leaders of ING Life Insurance Company Ltd. and direction for future research in reference.

Abstract The investigation is to develop localized and suitable inventory¡@for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises at first. The purpose of this study is to discuss the relationship among perceptions of organizational politics¡]OP¡^,organizational commitment and job performance by Taiwan domestic company.¡@There are provide 1150 questionnaires, which are retrieved 1003 ones, 954 are available. Questionnaires retrieved rate are 87.22%. Available retrieved rate are 83.00%.The data were analyzed by applying statistical methods, including factor¡@analysis, reliability, t-test, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: First, the perceptions of organizational politics is comprised three subscales: (1).Supervisor and Coworker Behavior, (2). Go Along to Get Ahead, (3). Organization Policies and Practices disaccord. Then, the more to Supervisor and Coworker Behavior, Organization Policies and Practices disaccord but the less normative commitment. The more to Supervisor and Coworker Behavior, Go Along to Get Ahead, Organization Policies and Practices disaccord but the less affective commitment. The more to Organization Policies and Practices disaccord lead to decrease task and contextual performance.

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.

The purpose of this study is to understand the following relationship: 1. The relationship between job stress and job performance. 2. Is consultant a moderator between job stress and job performance? 3. Is the personal demographic information as an obvious difference between job stress and job performance? The questionnaire survey was adopted for the study. Moreover, there are some statistic methods, such as conducting the poll through questionnaires, factor analysis, descriptive statistic, T test, ANOVA, correlation analysis, regression analysis and other relevant analysis, used in this research, After statistical analysis, the conclusions from this study are as following: 1. Job stress and job performance have statistically negative relationship. 2. There is no answer about if the consultant as a moderator between job stress and job performance. No one has the experience of seeking the consultant in the retrieve questionnaire materials. Therefore, it is unable to learn if the consultant as a moderator between job stress and job performance. 3. Marriage has an influential effect in the relationship between job stress and job performance. Other personal demographic information, such as gender, age, schooling record, seniority and current position within company, do not have significant difference in the relationship between job stress and job performance. One of the purpose of this thesis is to understand if the consultant as a moderator between job stress and job performance. Unfortunately, there is no information to prove it. Suggest backward researcher when questionnaire design can apply ink to paper or depth interview more.

Performance measurement and criterion theory are critical topics in the fields of I/O psychology, yet scholars continue to note several issues with the criterion, including empirically redundant behaviors, construct and measure proliferation, and definitions that conflict. These interconnected problems hinder the advancement of criterion measurement and theory. The goal of this study was to empirically examine the issues of theory/construct clarity and measurement as they exist regarding work performance behaviors. This study's first objective was to clarify definitions of core performance behaviors, particularly to resolve issues of construct proliferation and conceptual conflict. Universal definitions of four core criterion constructs (i.e., task performance, citizenship performance, counterproductive work behavior, and withdrawal) were developed that integrated existing definitions of similar behaviors. Each definition reflects a parsimonious conceptualization of existing performance behaviors, which serves to clarify existing, and at times divergent, criterion conceptualizations. Importantly, these integrated definitions represent commonly-held definitions of the constructs and replace the largely discrepant accumulation of definitions. The second objective was to determine whether existing items assumed to measure the four core work performance behaviors were judged by raters to represent their respective constructs. The results showed that of the 851 items examined, over half were judged to not represent their respective constructs which, importantly, replicated previous research. Additionally, the results highlight items that match their respective construct definition and contain minimal overlap with non-posited constructs. Finally, the third objective was to determine the implications of using the problematic items for both the empirical relationships among work performance behaviors and evidence of construct-related validity. The results provided preliminary evidence that while nomological networks are minimally affected, relationships among some work performance dimensions are significantly affected when problematic items are removed from measures of performance constructs. This dissertation demonstrated the need for more attention to the construct labels placed on the behaviors described in work performance items, as there are potentially adverse consequences for theory and measurement. Ultimately, the results of this study showed that work performance behaviors/items have often been assigned incorrect construct labels which, subsequently, may cast considerable doubt on the theoretical and empirical understanding of the criterion domain.

Magister Public Health - MPH / Ensuring a good performance of health workers is one of the key components for provision of quality health care services in order to progress toward one of the priorities of MDGs namely improving maternal health care. In 2005, Rwanda adopted the “Performance Based Financing (PBF)” program to remunerate and motivate health professional based on their job performance. This lead to increase in the number of health workers by 62% between 2005 and 2008 and public subsidies for health worker remuneration tripled. Despite promotion of this motivation mechanism to enhance job performance in maternal health care, recent data in Rwanda show that MMR is still high with 383 per 100,000 live births and high rates of postpartum complications. All these problems have been attributed to poor performance of staff. To date, little research has been conducted on the factors that affect job performance among health care providers in low income countries and particularly in Rwanda. The present study assesses factors that influence job performance of health care providers working in postpartum care in two public hospitals of Rwanda. Ninety six nurses and midwives were observed providing early and late postpartum care and interviewed about the presence or absence of the performance factors within their work environment. Data were analyzed to determine if there is an association between observed providers performance and variables of interest. Observation revealed that staff performed poorly in the use of guidelines for the management in the postpartum care. The bivariate analysis showed that (a) receiving feedback about job performance (b) receiving training in postpartum care management, (c) training in the use of the tools for the daily work, (d) being satisfied with the way the work is organized, and (e) finding the organization interested in the staff creativity in general, are factors associated with good performance. In conclusion, the study identified important factors that need to be taken into consideration when planning strategies to improve the quality of care and reducing morbidity and mortality in the postpartum wards of the two hospitals.

No description available.

Gender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and performance. Although much theory and research exists regarding motivation and performance, this study uses a new measure of motivation based on the Pritchard and Ashwood (2007) theory of work motivation. It was hypothesized that perceived gender discrimination would be negatively related to motivation, and that motivation would be positively related to performance. It was further hypothesized that motivation would mediate the relationship between perceived discrimination and performance. Consistent with social identity and attribution theory, gender identification was examined as a moderator of the relationship between perceived discrimination and motivation. Additionally, race and locus of control were examined as moderators of this same relationship. Measures of study variables were surveys administered on-line to 170 female undergraduate students. Upon completion of this part of the study, participants were emailed a link for their supervisors to complete on-line measures of participants' overall motivation and performance at work. Results indicated that both overall motivation and action-to-result motivation connections were negatively related to perceived gender discrimination. However, other motivation connections were not related to this discrimination. Furthermore, overall motivation and the motivation connections had strong relationships with performance. Despite the practical significance of these relationships, they did not reach statistical significance because of the small sample size of supervisor performance ratings (n = 37). Neither race, work locus of control, or gender identification significantly moderated hypothesized relationships. Additionally, there was no significant relationship between discrimination and performance, and so work motivation could not mediate this relationship. Reasons for non-significant results are discussed, as are implications for theory and practice. Although moderator hypotheses were not supported, this research represents an important step in discrimination research because it examines the possible influence of perceived discrimination on those who are impacted by it. This study also reaffirms the relationship between motivation and performance using Pritchard and Ashwood's (2007) theory of motivation.