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La modalidad de trabajo remoto permitió continuar con la actividad empresarial en un momento en el que las restricciones impidieron el desarrollo presencial de labores; sin embargo, generó una serie de cambios importantes en aspectos importante de las organizaciones. Por ello, se realizó un estudio cuantitativo y descriptivo correlacional que buscó determinar la relación entre la percepción del trabajo remoto y el desempeño laboral de 33 asesores de negocios de una agencia bancaria, en quienes se administró cuestionarios adaptados al contexto peruano, con sólidos niveles de validez y confiabilidad. Los resultados evidenciaron que el nivel Positivo predominó en relación con la percepción del trabajo remoto; asimismo, el nivel Alto fue el de mayor frecuencia en la medición del desempeño laboral. Por otro lado, se identificó que no existen correlaciones significativas entre las variables de estudio (p>0,05). Se concluyó que el nivel de percepción del trabajo remoto predominante en asesores de negocios facilita el desarrollo de su jornada laboral, así como el nivel de desempeño laboral que refleja el cumplimiento de sus funciones, sin embargo, estas variables no evidencian una relación significativa en su totalidad ni dimensiones. / The remote work modality made it possible to continue with the business activity at a time when the restrictions prevented the face-to-face development of work; however, it highlights several important changes in important aspects of organizations. For this reason, a quantitative and descriptive correlational study was carried out that sought to determine the relationship between the perception of remote work and the job performance of 33 business advisors from a banking agency, in whom questionnaires adapted to the Peruvian context were administered, with solid levels of validity and reliability. The results showed that the Positive level predominated in relation to the perception of remote work; Similarly, the High level was the most frequent in the measurement of job performance. On the other hand, it was identified that there are no significant correlations between the study variables (p>0.05). It was concluded that the level of perception of remote work predominant in business advisors facilitates the development of their workday, as well as the level of work performance that reflects the fulfillment of their functions, however, these variables do not show a significant relationship in their totality or dimensions.

El onboarding es una práctica empresarial, adecuado para todas las situaciones de incorporación, porque tiene una investigación empírica y se ha puesto en práctica en muchos campos de integración al personal. Sin embargo, existe desconocimiento en su interpretación para poder gestionar el proceso de integración, adaptación del colaborador y finalmente potenciar el buen desempeño laboral. Por ello, el objetivo general de la presente investigación fue determinar la relación del onboarding y el desempeño laboral de los trabajadores chiclayanos del sector inmobiliario. Asimismo, tuvo un enfoque cuantitativo, de nivel correlacional y de diseño no experimental. Por otro lado, la investigación tuvo una población infinita, por lo que el tipo de muestreo fue no probabilístico por conveniencia, siendo un total de 40 trabajadores en la cual se logró determinar el nivel del onboarding en cada uno de ellos. En base a ello, según los resultados, se llegó a la conclusión de que en el rubro inmobiliario no siguen un procedimiento apropiado en la contratación, capacitación y formación de los nuevos integrantes, afectando de manera significativa el desempeño laboral. / The onboarding is a business practice, suitable for all onboarding situations, because it has empirical research and has been put into practice in many fields of personnel integration. However, there is a lack of knowledge in its interpretation to be able to manage the integration process, employee adaptation and finally enhance good work performance. Therefore, the general objective of this research was to determine the relationship between onboarding and the job performance of Chiclayan workers in the real estate sector. Likewise, it had a quantitative approach, correlational level and non-experimental design. On the other hand, the research had an infinite population, so the type of sampling was non-probabilistic for convenience, with a total of 40 workers in which it was possible to determine the level of onboarding in each of them. Based on this, according to the results, it was concluded that in the real estate sector they do not follow an appropriate procedure in the hiring, training and training of new members, significantly affecting job performance.

La presente investigación tuvo como objetivo determinar la correlación existente entre el salario emocional y el rendimiento laboral de los colaboradores de una empresa de ventas y distribución del rubro farmacéutico. La metodología aplicada fue de tipo descriptivo, correlacional, con diseño no experimental, teniendo como muestra a la totalidad de ochenta y cuatro (84) colaboradores con una antigüedad laboral mayor a 6 meses a quienes se les aplicó como técnica la encuesta y como instrumento un cuestionario estadísticamente validado mediante Google Forms. Los resultados obtenidos mostraron que existe una correlación positiva débil entre el Salario Emocional y el Rendimiento Laboral concluyéndose que los colaboradores no solo consideran significativo el salario económico sino también relevante lo emocional convirtiéndose en un factor clave y decisivo en su compromiso e identificación con la compañía generando de esta manera, el logro de los objetivos de la organización. Además, se demostró que las tres dimensiones del Salario Emocional se relacionaron de manera positiva débil tanto con el Rendimiento en el Contexto como en la Tarea; mientras que, no se evidenció correlación existente de las mismas con los Comportamientos Contraproducentes. / The objective of this investigation was to determine the existing correlation between the emotional salary and the work performance of the collaborators of a sales and distribution company in the pharmaceutical field. The methodology applied was of a descriptive, correlational type, with a non-experimental design, having as a sample a total of eighty-five (84) collaborators with a job seniority greater than 6 months to whom the survey was applied as a technique and as an instrument a Statistically validated questionnaire using Google Forms. The results obtained showed that there is a weak positive correlation between Emotional Salary and Work Performance, concluding that employees not only consider economic salary significant but also emotional salary relevant, becoming a key and decisive factor in their commitment and identification with the company, generating in this way the achievement of the objectives of the organization. In addition, it was shown that the three dimensions of Emotional Salary were weakly positively related to both Context and Task Performance, while there was no evidence of their existing correlation with Counterproductive Behaviors.

The HIV and AIDS pandemic is arguably the greatest threat facing the world today. The pandemic has a far-reaching impact on society, including the workplace. The effect in the workplace is observed in various areas including a reduction in certain skills levels, mortality and declining job performance of employees living with HIV or AIDS. In addition, the fear of discrimination and stigmatisation prevents infected employees from disclosing their HIV status, thus driving the pandemic underground. Despite the potential negative impact that is looming, many employers still do not have any workplace support programmes in place to manage HIV and AIDS in their organisations. However, some employers have implemented workplace support programmes. This research thus explored the influence of workplace support programmes on the job performance of employees that were living with HIV or AIDS. The findings suggest that job performance is positively influenced where workplace support programmes have been implemented. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

Recruitment consultants today are faced with considerable stress and challenges as a result of their work. They must cope effectively with these challenges in order to deliver effective job performance, which is crucial to an organisation’s survival. In this study the relationship between sense of coherence, self-efficacy and job performance amongst recruitment consultants was investigated. The Orientation to Life Questionnaire, Generalised Self-efficacy Scale and a job performance measure comprising key performance indicators were used. The study was conducted with 99 recruitment consultants at a national recruitment organisation in South Africa. While a theoretical relationship was determined, this was not supported by the empirical investigation. Relationships did, however, emerge for the comprehensibility component of sense of coherence to job performance total and for two of its dimensions (namely customer service and productivity). A regression model, comprising comprehensibility and meaningfulness, emerged as a significant predictor of total job performance. / Industrial and Organisational Psychology / M.Comm.(Industrial and Organisational Psychology)

The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention. The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study. The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire. The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises. Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises. The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance. Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made.

The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention. The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study. The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire. The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises. Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises. The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance. Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made.

金融服務業乃一國經濟發展中重要樞紐，也是支持產業發展之經濟命脈。回顧台灣金融業近30年來的軌跡，可以說就是一部台灣經濟發展史的縮影。金融發展之於經濟成長，如同血液循環之於身體，一旦循環阻塞，健康立即出狀況。因此一旦金融機構資金中介角色不順暢，經濟成長肯定受到嚴重的打擊，同時產生不少社會問題。 2003年起，台灣各金控公司與銀行間，開始大力的拓展財富管理業務。T銀行則於2007年7月1日才正式開辦財富管理業務，在同業中是起步最晚。本研究旨就財富管理市場之經營特質，針對T銀行所屬全體理財專員，從各項人口統計變數中，探討對工作績效之影響，作為業者日後甄選理財專員、管理與培訓時建請卓參，俾利積極發展財富管理業務，超越同業，成為相關領域的巨擘。 本研究採用郵寄問卷調查法，對T銀行全體127位理財專員全面寄發，以Limdep 9.0統計軟體進行各項資料分析，並輔以實證模型分析來驗證各項假設，經研究後主要發現： T銀行的理財專員的教育程度、服務的地區、與顧客溝通使用的語言均與工作績效呈現顯著差異；而理財專員每日工作時數、擁有貴賓客戶數量，與工作績效呈現顯著正影響。理財專員擁有證照的張數，與工作績效呈現顯著負影響；理財專員在中、南部地區使用國語行銷則與工作績效呈現顯著負影響。 若採納研究建議，T銀行於財富管理業務上，當可獲致極大的進展。將於同業中取得優勢、營業績效蒸蒸日上，市占率將名列前矛。 / The financial services industry is one of the most important sectors for the economic growth and development of a country. It also functions as the lifeline supporting the development of business and industry of a nation. The business track for the past three decades of the financial services industry indeed reflects the overall big picture of Taiwan's economic development. Financial development to the growth of economy is just as the circulation of the blood to the body. Once the financial institutions fail the role of financial intermediaries, economic growth will undoubtedly have a grave impact resulting in a lot of social problems. Since 2003, Taiwanese financial holding companies and banks have been trying hard to develop wealth management business. T-Bank engaged in this business on July 1, 2007, which is the latest bank to start wealth management business in the industry. This study is to investigate the impact of demographic variables toward job performance, especially to the financial advisors in T-Bank, based on the operating characteristics of financial management market. The research results can provide valuable suggestions to T-Bank in terms of hiring, training and management of financial advisors, which can help to actively expand its wealth management business and make it a leading role in the industry. Using the mailed questionnaire method, 127 copies of questionnaire had been sent out to all the financial advisers of the T-Bank. All the data were analyzed by statistical software Limped 9.0. The empirical model was then utilized to verify all the hypotheses. The major findings of this study are as follows: There are significant differences between the work performance and the education level of the advisers, their serving area, the language they use when communicate with customers; their daily working hour and the number of VIP customers in individual account has significant positive influence to the work performance. The number of certificate each advisor possesses has significant negative influence to the work performance; conversing in Mandarin Chinese in central and southern Taiwan has significant negative influence to the work performance. T-bank will gain tremendous progress in wealth management business if it adopts the proposed suggestions in this study. It will also have strong competitive advantages among the industry. Its business will flourish and have the top rank in market shares.

Die vorliegende Arbeit verknüpft die Theorie der Interaktion psychischer Systeme von Kuhl (2000, 2001) mit dem Modell beruflicher Arbeitsleistung von Tett und Burnett (2003). Unter Anwendung reizorientierter arbeitspsychologischer Stressmodelle werden Hypothesen über einen durch das subjektive Bedrohungs- und Belastungspotenzial der Arbeitssituation moderierten Zusammenhang zwischen dem berufsbezogenen und nach Maßgabe der Item Response Theorie skalierbaren Persönlichkeitsmerkmal Handlungs- vs. Lageorientierung und beruflicher Arbeitsleistung aufgestellt. In drei Befragungen an N = 415, N = 331 sowie N = 49 Berufstätigen wurden querschnittliche Daten zur Hypothesenprüfung erhoben. Berufsbezogene Handlungs- vs. Lageorientierung zeigt sich als valides Subkonstrukt der allgemeinen Handlungs- vs. Lageorientierung, welches gemäß Graded Response Modell von Samejima (1969, 1997) mit 14 Items skalierbar ist. Prospektive berufsbezogene Handlungs- vs. Lageorientierung erklärt in multiplen hierarchischen Regressionsanalysen, im Gegensatz zu allgemeiner Handlungs- vs. Lageorientierung, inkrementell zu Gewissenhaftigkeit, Extraversion und Neurotizismus Anteile kontextueller und aufgabenbezogener Arbeitsleistung. Hypothesenkonträr werden diese Zusammenhänge nur marginal vom subjektiven Belastungspotential der Arbeitssituation moderiert. Die Prädiktorfunktion prospektiver berufsbezogener Handlungs- vs. Lageorientierung für berufliche Arbeitsleistung bleibt auch unter pfadanalytischer Kontrolle eines vorhandenen Common Method Bias erhalten. Die dispositionelle Fähigkeit, durch berufliche Hindernisse gehemmten positiven Affekt vorbewusst gegenregulieren zu können, scheint demnach ein bedeutender Prädiktor beruflicher Arbeitsleistung zu sein, insbesondere bei Führungskräften. Für die berufliche Eignungsbeurteilung ist es damit von diagnostischem Mehrwert, Handlungs- vs. Lageorientierung kontextualisiert zu erheben. Der Einsatz probabilistisch- testtheoretisch konstruierter Skalen steigert dabei die Effizienz des Beurteilungsprozesses. / The current paper combines personality systems interaction theory (Kuhl, 2000, 2001) with the model of job performance by Tett and Burnett (2003). Using established stress models from work psychology it is hypothesized that there is a relation between occupational action state orientation, scalable by means of items response theory, and job performance, which is moderated by the subjective stress level of job characteristics. Three surveys among samples of N = 415, N = 331, and N = 49 professionals yielded cross sectional data for investigating the hypotheses. Occupational action state orientation proves a valid construct which is compatible with Samejima’s (1969, 1997) Graded Response Model using a 14-item scale. As a result of multiple hierarchical regression analyses, the hesitation dimension of specifically occupational, in contrast to general action state orientation is a predictor of both contextual and task performance, incremental to conscientiousness, extraversion, and neuroticism. Contrary to expectations this relation is only marginally moderated by stress-relevant job characteristics. Even when controlling for an occurring common method bias by means of path analysis the occupational hesitation dimension’s predictor role perseveres. Therefore, the dispositional ability in subconsciously regulating inhibited positive affect due to occupational obstacles, seems to be a crucial predictor of job performance, especially regarding leaders. Hence, professional aptitude assessment benefits from assessing action state orientation in a contextualized manner. Application of item response theory-based scales further enhances assessment process efficiency.