Role Ambiguity and Job Performance of Employees in the Service Sector SMEs in Malaysia

June, Sethela; Mahmood, Rosli

doi:10.32890/mmj.15.2011.8971

Cited by 23 publications

(25 citation statements)

References 76 publications

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“…That indicates ambiguous academic staff deal with poor academic job performance in research universities. This finding extends the previous literature on significantly and negatively relationships between role ambiguity and job performance (June & Mahmood, 2011). In the present study, the results show that academics were affected more by role ambiguity than other predictors in Malaysian research universities This finding is consistent with Ling (2014), who argues that one of the possible reasons of this similarity among academic staff is that they are less tolerant of role ambiguity due to the nature of academics performance in Malaysia.…”

Section: Discussionsupporting

confidence: 92%

“…They should take into their consideration that the very explicit communication about academic staff expectation in workplace as well as establish very clear job description towards the roles. The findings of the study also confirmed the pervious research which were carried out higher ambiguity may arise due to lack of clarity regarding how to perform different academic activities of teaching and research that are necessary for the successful accomplishment of academic role (June & Mahmood, 2011;Murphy, 2014).…”

Section: Discussionsupporting

confidence: 81%

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The Impact of Organizational Stressors on Job Performance among Academic Staff

Yousefi¹,

Abdullah²

2019

INT J INSTRUCTION

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This study investigate to test and analyse the influence of organizational stressors include role ambiguity, role conflict, and workload on job performance among academic staff. The data were collected by structured questionnaires through cluster sampling techniques and 209 academic staff from research universities inside Malaysia completed the questionnaires. Partial least squares structural equation modeling (PLS-SEM), has been employed to perform the analysis. The outcomes of Smart PLS have been assessed through measurement model and structural model. The result identify that role ambiguity is the major predictors of organizational stressors that influenced adversely on academics performance. Also, role conflict is the second predictors that negatively effects on the job performance of academics staff but not workload. This research makes significant theoretical and practical implications to enrich the existing literature on organizational stressors and contribute to academic staff job performance, and help existing policy makers and administrators of universities to reduce adverse impacts of organizational stress factors and manage to enhance academics performance.

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Section: Discussionsupporting

confidence: 92%

Section: Discussionsupporting

confidence: 81%

The Impact of Organizational Stressors on Job Performance among Academic Staff

Yousefi¹,

Abdullah²

2019

INT J INSTRUCTION

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“…Warr and Inceoglu (2012) found the match between one’s personality and her job, which may be indicated by the enjoyment of the tasks, is significantly associated with her job engagement and satisfaction. June and Mahmood (2011) also found that employees with a greater level of person–job fit perform better on their tasks.…”

Section: Theory and Hypothesesmentioning

confidence: 83%

A Career Stage Analysis of the U.S. Federal Employees’ Job Satisfaction and Turnover Intention: A Comprehensive Overview

Lee

2019

Review of Public Personnel Administration

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This study examines how the determinants of job satisfaction and turnover intention are different across employee’s career stages, using a large-scale data set from U.S. federal agencies. A comprehensive examination of career stage differences provides a sophisticated understanding of the multifaceted nature of job satisfaction and turnover intention factors. The trajectory of career stage differences is linear, and the impact of career stages is rather minimal when it comes to the determinants of job satisfaction, whereas the differences in terms of turnover intention were more drastic and salient. Also, the patterns of career stage effect were more complicated than proposed in the existing studies. The implications of these findings are explored for future research and practitioners.

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“…Nwachukwu, Žufan & Chládková, 2020), job environment, ensuring customers satisfaction (Nwachukwu, Žufan & Chládková, 2020), achieving superior organisational performance (e.g. Salau, Adeniji & Oyewunmi, 2014), investigating favouritism, (Alwerthan, 2016), technical and behavioural competence and performance evaluation (Albino, 2018), nepotism, cronyism and favouritism (Shabbir & Siddique, 2017), inclusive leadership, workplace spirituality organisational commitment and organisation citizenship behaviour (Utami, Sapta, Verawati & Astakoni, 2021; Tran & Choi, 2019), strategic leadership and business sustainability (Vu &Nwachukwu, 2020), role ambiguity, competency and person-job fit (June & Mahmood, 2011) and individual and social factors affecting occupational Accidents (Barkhordari, Malmif & Malakontikhah, 2019). The strategic value of best practice application stems from the fact that managers are endowed with discretionary decision-making power which can be exercised in health upliftment of the employees.…”

Section: Introductionmentioning

confidence: 99%

Best Practices for Employees’ Workplace Health and Safety Mediating Role of Organizational Culture

Omofowa¹,

Akhidue-Ogogo²,

Nwachukwu³

et al. 2021

Proceedings of the First International Conference on Computing, Communication and Control System, I3CAC 2021, 7-8 June 2021, Bh

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To sustain the competitive edge, competent Human Force are required both at present and in the future and to achieve that, best practices are in reconciling the need of the employees in terms of health, and safety in workplaces in an organization. This study examines best practices, employee's occupational health and safety and the mediating role of organisational culture in a glass manufacturing company. The study uses responses from 350 employees of BETA Glass Company in Nigeria relying on regression analysis techniques and PLS structural equation modelling to test four hypotheses. This study validates the assumptions that training and development dimension of best practices positively impacts employee's health and safety in the workplace. This study affirms that leadership quality dimension of best practices fosters employee's health and safety in the workplace. Further, safe work procedures a dimension of best practices promote employee's health and safety in the workplace. Similarly, the result suggests that organisation culture mediates the relationship between best practices and employee's health and safety in the workplace. We, therefore, conclude that the relationship between best practices and employee's health and safety in the workplace is both linear and indirect..

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Role Ambiguity and Job Performance of Employees in the Service Sector SMEs in Malaysia

Cited by 23 publications

References 76 publications

The Impact of Organizational Stressors on Job Performance among Academic Staff

The Impact of Organizational Stressors on Job Performance among Academic Staff

A Career Stage Analysis of the U.S. Federal Employees’ Job Satisfaction and Turnover Intention: A Comprehensive Overview

Best Practices for Employees’ Workplace Health and Safety Mediating Role of Organizational Culture

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