The Relationship between Job Satisfaction and Performance of Administrative Staff in South West Nigeria Universities

Ayodele, J. B.; Olorunsola, E. O.

doi:10.1080/09718923.2012.11893008

Cited by 7 publications

(8 citation statements)

References 2 publications

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“…Gender has significant implications on the role that workers are likely to assume within the company. For example, female workers tend to be less influential on social dynamics than their male counterparts are, and this phenomenon often leads to less prestigious roles, lower salaries [28], lower overall job satisfaction [29], and consequently lower performance at work [30].…”

Section: Introductionmentioning

confidence: 99%

The Perception of Psychosocial Risks and Work-Related Stress in Relation to Job Insecurity and Gender Differences: A Cross-Sectional Study

Sio

Cedrone

Battagliola

et al. 2018

BioMed Research International

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Introduction The perception of psychosocial risks exposes workers to develop work-related stress. Recently the attention of scientific research has focused on a psychosocial risk already identified as “job insecurity” that regards the “overall concern about the continued existence of the job in the future” and that also depends on worker's perception, different for each gender. Aim of the Study The aim of this cross sectional study is to show if job insecurity, in the form of temporary contracts, can influence the perception of psychosocial risks and therefore increase worker's vulnerability to work-related stress and how the magnitude of this effect differs between genders. Materials and Methods 338 administrative technical workers (113 males and 225 females) were administered a questionnaire, enquiring contract typology (permanent or temporary contracts), and the Health Safety Executive questionnaire to assess work-related stress. The Health Safety Executive Analysis Tool software was used to process collected questionnaires and the Wilcoxon rank-sum test was used to evaluate the statistical significance of the differences obtained. Results Workers with temporary contracts obtained lower scores than workers with permanent contracts in all the domains explored by the Health Safety Executive Analysis questionnaire, statistically significant (P<0,05). The female workers obtained lower scores than male workers in all domains explored by the Health Safety Executive questionnaire. Conclusions Authors conclude that perception of psychosocial risks can be influenced by job insecurity, in the form of temporary contracts, and increases worker's vulnerability to work-related stress and differs between genders.

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Section: Introductionmentioning

confidence: 99%

The Perception of Psychosocial Risks and Work-Related Stress in Relation to Job Insecurity and Gender Differences: A Cross-Sectional Study

Sio

Cedrone

Battagliola

et al. 2018

BioMed Research International

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“…As affective events theory (AET) suggests, employees’ reactions to incidents (such as conflicts) in the workplace are the best predictors of job satisfaction (Wegge et al , 2006; Mulki et al , 2015). In turn, employees’ job satisfaction indicates their likelihood of engaging in positive work behaviors (Ayodele and Olorunsola, 2012; De Clercq and Belausteguigoitia, 2017), which is an important predictor of job performance (Griffeth et al , 2000; Kovacs et al , 2018). A long-held notion in the conflict literature is that task conflict can benefit job performance by allowing individuals to gain information from different opinions and perspectives, and receive an increased understanding of the task.…”

Section: Introductionmentioning

confidence: 99%

Relationships between conflicts and employee perceived job performance

Liu

2019

IJCMA

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Purpose Over 83.72 million Chinese firms employing more than 775 million employees. It is essential to explore employee relationships and conflict management practices in China. Although collectivism can influence employee cognition and emotions, the psychological mechanism that links collectivism and job satisfaction is still unclear. Researchers have found existing empirical findings on conflict–performance relationships to be mixed and inconsistent, and have identified the need to pinpoint the explanatory mechanisms and boundary conditions that underlie the effect of conflict on job performance. This study aims to provide some clarification to this important yet relatively unclear issue. Design/methodology/approach A questionnaire survey was conducted in China to collect data. The authors received completed questionnaires from 466 employees. Findings Analysis of questionnaire results reveals that job satisfaction mediates the relationships between conflicts and perceived job performance, and that collectivism moderates the relationships between conflicts and job satisfaction. Specifically, the positive relationship between task conflict and job satisfaction is amplified by high levels of horizontal collectivism (HC) and vertical collectivism (VC), while the negative relationship between relationship conflict and job satisfaction is strengthened by HC. Research limitations/implications The main limitation is that this study used a cross-sectional design, meaning that causality in relationships cannot be established from results. Despite this limitation, the present findings provide insights into conflict management, job satisfaction and culture value literature. Originality/value This paper examines the moderating role of employees’ collectivist orientation (not national culture) on the relationships between conflicts and employee job satisfaction at the individual level. It also explores HC and VC and identifies their differential effects on the relationships between conflicts and job satisfaction.

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“…Individual job performance is essential in predicting how employees will behave or react and the outcomes of that action. Organizations rely on high employee work performance to achieve their goals (Yee, 2018). They aim to have employees who collectively can attain those goals.…”

Section: Literature Review Employee Work Performancementioning

confidence: 99%

Unraveling the Link between Emotional Intelligence and Work Performance: Public Sector Evidence

Yusoff,

Zulkafli,

Jahya

et al. 2023

IJARBSS

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Organizational performance is determined by the performance of its employees. The organization cannot achieve success if employees are unable to perform well. While organizations may provide various kinds of work-related support to assist employees in performing their duties effectively, the employees themselves ultimately control their performance. This is where emotional intelligence comes into play. A substantial body of literature in this domain has primarily focused on the private sector to explore the correlation between emotional intelligence and employee work performance, raising inquiries about the extent of evidence available for the public sector context. To study the relationship between the mentioned variables, a cross-sectional online survey design was employed. The study was conducted among employees in a selected government agency. Using convenience sampling method, an online survey link was distributed through social media platform, and 136 usable responses were collected. Through Pearson Correlation Analysis and Multiple Regression Analysis, all research objectives were achieved, and four hypotheses were accepted indicating a positive and significant relationship between emotional intelligence constructs and work performance. Among the four constructs of Goleman's emotional intelligence -selfregulations, self-awareness, self-motivation and social skills -self-motivation was found to be the strongest predictor (β=0.269; p = 0.004) of employees' work performance. Additional studies are required to assess the generalizability of these findings to different work settings and sectors, as well as to pinpoint effective approaches for fostering improved emotional intelligence management among employees, particularly within the public sector. Considering the vital role of government servants in providing the best services for citizens, these research findings could help the government understand the importance of ensuring that employees are skilled in managing their emotion while performing their works.

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The Relationship between Job Satisfaction and Performance of Administrative Staff in South West Nigeria Universities

Cited by 7 publications

References 2 publications

The Perception of Psychosocial Risks and Work-Related Stress in Relation to Job Insecurity and Gender Differences: A Cross-Sectional Study

The Perception of Psychosocial Risks and Work-Related Stress in Relation to Job Insecurity and Gender Differences: A Cross-Sectional Study

Relationships between conflicts and employee perceived job performance

Unraveling the Link between Emotional Intelligence and Work Performance: Public Sector Evidence

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