The Determinants of Employee’s Performance: A Literature Review

Tuffaha, Mohand

doi:10.30560/jems.v3n3p14

Cited by 19 publications

(26 citation statements)

References 55 publications

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“…The employees thus respond to these setbacks by staying motivated and engaged with their rigorous efforts and inputs (Tabernero & Wood, 1999;Blackwell et al, 2007). The culture of innovation and employee empowerment also significantly impacts the performances, attitudes of employees (Keating et al, 2015;Tuffaha, 2020) and by engaging with the innovation outputs of organizations thus helps in sustaining the competitive advantage (Hou et al, 2022). Employees self-learning is closely associated with the aspects of autonomy, motivation etc.…”

Section: Discussionmentioning

confidence: 99%

“…For the organization to gain the competitive advantage, the Personal factors like individual learning and innovative behaviour of employees is required (Atatsi et al, 2019). Other factors like employee empowerment also plays a significant role in developing the pro-active behaviour of the employees (Tuffaha, 2020). While revamping the workplace design or introducing any technology, the Personal factors like perspectives of the employees should be included as it frames their levels of intrinsic motivation and Job satisfaction (Schmid & Dowling, 2020).…”

Section: 11mentioning

confidence: 99%

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An empirical study on Personal Factors of Employee Engagement in BPO Industry

Sharma¹,

Misra²

2022

Gurukul Business Review

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Purpose: The paper explores Personal Factors as one of the factors of Employee Engagement of the employees. Employee's Personal factors comprises the intrinsic motivation of employees. It implies that employees are satisfied on the job. Methodology: A survey of 350 employees was conducted across 5 NASSCOM listed BPO companies. The itemized scale used in study consisted of 5 items. To understand the relationship, chi-square analysis is performed. Findings: The results indicated that there is positive association between Personal factors and Demographic characteristics of employees. Research implications In this study, the researcher will attempt to bridge the gap between theory and practice in terms of Employee engagement. The dimensions related to the Personal factor identified will form the base for further investigation in BPO Industry. Practical implications: The study will also add to the body of knowledge on Employee engagement, allowing future researchers to investigate a more comprehensive view of Employee engagement. Social implications: The study will prove to be beneficial with a Industry plagued with retention and turnover issues. Originality/Value: The study is focused towards evaluating Personal factors in terms of Employee engagement. Therefore, act as a management fad towards fixing the issues related with employees in the Industries.

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Section: Discussionmentioning

confidence: 99%

Section: 11mentioning

confidence: 99%

An empirical study on Personal Factors of Employee Engagement in BPO Industry

Sharma¹,

Misra²

2022

Gurukul Business Review

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“…The correlational analysis of the study showed positive moderate correlations between the four factors and employee's performance significant at the 0.05 level, while the highest correlation coefficient was for teamwork. Tuffaha (2020) reviewed the determinants of employee performance through a literature review of the most affecting factors of the concept.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Environmental factors, including empowerment and culture, are shown as influential in determining employee performance. The support of the organization for innovation and creativity enables the employee to utilize knowledge and resources and take decisions that can make a difference in increasing competitive advantage (Tuffaha, 2020). Ahmad & Shahzad (2011) investigated the effect of three factors on employee performance: compensation, appraisal, and promotion.…”

Section: Literature Reviewmentioning

confidence: 99%

An Investigation of Employee Performance Differences between Native and Immigrant Employees

Albayatı¹,

Tuzlukaya²

2021

isarder

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Employee performance assessments are carried out using different techniques and tools, including subjective scales. Moreover, with the increase of immigration for work around the world, there is a question about the difference in employee performance between local and immigrant workers. The research aims to investigate the differences in employee performance between native and immigrant employees. Design/methodology/approach -This research presents data from Turkey on employee performance using a subjective scale with three dimensions. A total of 113 questionnaires were analysed from employees of NGO firms in Turkey, while the sample included native Turkish employees and immigrant employees. The analysis techniques included verification of the measurement model through confirmatory factor analysis, as well as a structural model and Pearson's correlation for relationship testing. An ANOVA test was used for the testing of significant differences between the two ethnic groups. Findings -The CFA showed an acceptable fit of the measurement model for employee performance, while the reliability of the scale showed an overall Cronbach's alpha of 0.951. The structural model showed strong correlations between the three dimensions of employee performance: contextual and adaptive (β = 0.864, p < 0.001), task and adaptive (β = 0.878, p < 0.001), and tasks and contextual (β = 0.919, p < 0.001). The Pearson's correlations confirmed similar results of the structural model. The results of the research indicated that despite the apparent difference in aggregated mean score on the indicator and dimension levels, there were no significant differences in subjective employee performance evaluation at the 0.05 level between local and immigrant employees. Discussion -The ANOVA results confirmed the hypotheses of the research that assumed no significant differences between native and immigrant workers in terms of their performance. While research in the literature assumes that immigrant workers can have negative impacts on micro and macro-economic indicators, the Turkish case study confirms that immigrant workers can achieve work requirements and productivity. There were slight differences with regards to adaptive performance, which were noticed but not statically significant for the native workers. However, these differences are expected to diminish using specific organizational strategies.

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“…To improve an organization's capacity to manage a business profitably and successfully, knowledge sharing is crucial (Tuffaha, 2020). Previous studies have underlined the importance of knowledge sharing in an organization.…”

Section: Introductionmentioning

confidence: 99%

Knowledge Sharing and Individual Diversity Interaction at Zakat Institutions in Indonesia: Testing the Relationship

Aflah

2022

Shirkah

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Research on the relationship between knowledge sharing and employee performance is still inconsistent. Hence, this study offers novelty by involving a variable of individual diversity interaction to investigate the effect of knowledge sharing on employee performance as observed by the ability of employees in achieving individual targets in collecting and distributing ZIS (zakat, infak, and alms). This study included 195 respondents that were analyzed with Structural Equation Modelling using AMOS. The results indicated that knowledge sharing has a positive and significant effect on individual diversity interaction. Individual diversity interactions have a positive and significant effect on religiosity and affective commitment. Moreover, religiosity and individual diversity interaction have a positive and significant effect on employee performance. However, affective commitment indicates no effect on employee performance. This study suggests that to improve performance, employees at zakat institutions need to further intensify their knowledge sharing. This study can be utilized as a resource for more research and to upgrade employees' ZIS collection and distribution capacity.

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The Determinants of Employee’s Performance: A Literature Review

Cited by 19 publications

References 55 publications

An empirical study on Personal Factors of Employee Engagement in BPO Industry

An empirical study on Personal Factors of Employee Engagement in BPO Industry

An Investigation of Employee Performance Differences between Native and Immigrant Employees

Knowledge Sharing and Individual Diversity Interaction at Zakat Institutions in Indonesia: Testing the Relationship

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