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Sociological application of behavioural theories to work performance of academic staff in Nigerian universities

100%
Oladejo S. Y., Adenuga A. O.
Przegląd Krytyczny
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2023
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vol. 5
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issue 1
47-56
EN
Several authors have researched workplace circumstances and employee performance in organisations. Personal observations, documented observations, and discoveries in the literature all provided an incentive for this investigation. Some systematic observations revealed that academic staff in Nigerian universities are subjected to some unfavourable workplace conditions, even though they are expected to perform well in teaching, publish quality research papers that can contribute to global knowledge and development, and engage in community development services. Major theories have attempted to explain employee productivity in the workplace. Using secondary data, this article explores the Two Factor model by Fredrick Herzberg, the Contingency theory of leadership and the Expectancy theory by Victor Vroom. They were most relevant in associating motivating factors with the work performance of employees in the organisation. The criticisms of each theory have paved the way for theoretical triangulation and, thus, a synthesis of all three theories to explain the work performance of academic staff members in Nigerian universities. The article resolved that incentives are indeed essential in order to increase the performance of academic staff in Nigerian universities.
2
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Assessment of quality of life, job insecurity and work ability among nurses, working either under temporary or permanent terms

86%
Katsaouni M., Tripsianis G., Constantinidis T., Vadikolias K., Kontogiorgis C., Serdari A., Arvaniti A., Theodorou E., Nena E.
International Journal of Occupational Medicine and Environmental Health
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2024
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vol. 37
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issue 1
98-109
EN
Objectives Aim of this study was to assess and compare health, quality of life, well-being, job satisfaction and job insecurity between nurses, in a tertiary hospital in Greece, working either under permanent or temporary contract. Material and Methods In this cross-sectional study, consecutively recruited nurses answered a structured questionnaire, the WHO-5 Well-being Index (WHO-5), the Job Insecurity Index (JII), the Work Ability Index (WAI), and the Well-Being at Work Scale (WBWS). Results Included were 323 nurses (87.6% women, age M±SD 43.68±8.10 years). Temporary contract employees had worse quality of life (p = 0.009) and higher job insecurity: both in cognitive dimension (p = 0.013) and emotional dimension (p < 0.001). They also scored worse in the positive affect (p < 0.001), negative affect (p = 0.002) and fulfillment of expectations in work environment (p < 0.001) domains of the WBWS. Additionally, they reported less frequently occupational accidents and injuries (p = 0.001), musculoskeletal disorders of the spine or neck (p = 0.007), cardiovascular (p = 0.017), and gastrointestinal (p = 0.010) disorders, while they reported more frequently mental disorders (p < 0.001). Multivariate linear regression analysis showed that temporary work predicted high cognitive (p = 0.010) and emotional (p < 0.001) insecurity, low positive emotions and mood index (p = 0.007), low achievement-fulfillment index (p = 0.047) and high index of negative emotions (p = 0.006), regardless of gender and age. Conclusions Temporary employment among nurses is associated with a lower sense of job security and well-being, and a higher prevalence of mental disorders, independently of age or gender without a significantly negative effect on their ability to work. Managers, as well as occupational physicians, should recognize the extent of nurses’ job insecurity and assess their ability to work, to provide them with the necessary support and to stimulate the sense of occupational security and work capacity, so that they can thrive in their workplace and therefore be more productive and provide high quality healthcare.
3
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Wpływ inteligencji emocjonalnej i kompetencji społecznych na wyniki pracy w zawodzie windykatora. Raport z badań

72%
Baczyńska A., Górniak M.
Zarządzanie Zasobami Ludzkimi
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2013
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issue 1(90)
87-97
PL
Poniższy artykuł stanowi raport z badań na temat wpływu inteligencji emocjonalnej (IE) i kompetencji społecznych na poziom uzyskiwanych wyników w pracy windykatorów. W badaniu potwierdzono silne relacje pomiędzy powyższymi zmiennymi. Zarówno wynik ogólny IE, jak i jej wszystkie składowe oraz wynik ogólny w zakresie kompetencji społecznych wraz z ich wszystkimi elementami wykazują silny pozytywny związek z wynikami pracy specjalistów ds. odzyskiwania należności.
EN
This article is a research report on a study on the impact of emotional intelligence and social competencies on the performance of debt collectors. The research confirms a strong correlation between the above variables. Both the general result for emotional intelligence and the total for all its component parts as well as the overall result for social competencies inclusive of all its component parts demonstrate a strong positive correlation with the achieved work performance of debt collecting specialists.
4
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Job crafting and sustainable work performance: A systematic literature review

72%
Rózsa Z., Folvarčná A., Holúbek J., Veselá Z.
Equilibrium. Quarterly Journal of Economics and Economic Policy
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2023
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vol. 18
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issue 3
717-750
EN
Research background: Job crafting based on individual initiative represents a new form of work design, supporting stability in increasing work performance. In many cases, this method proves to be an effective way of increasing employees' work engagement, mainly because of the mediated autonomy in their work performance and the greater meaningfulness that results from it. The basis of job crafting is employee support, which initiates working behavior focused on proactivity in creating and adapting work to the subjective requirements of the employee's individuality. The available literature highlights various approaches that mediate individual topics, with which companies try to stimulate employee behavior, the expected result of which is job crafting, which leads to an increase in work performance. Purpose of the article: The goal of the study is to identify current research directions in the field of job crafting, specifically in relation to increasing work performance. Methods: The Web of Science database was used to identify the main directions of research in the relevant literature. Research was directed at peer-reviewed articles published in journals indexed in SSCI as Q1 and Q2. The resulting number of articles was identified based on the PRISMA selection method. Findings & value added: By analyzing the literary sources, we have identified 4 important research topics that the authors of the scientific articles addressed. The most widespread topic was work engagement and its influence on job crafting. In the second topic, the authors addressed the issue of how job crafting supports the meaningfulness of work. The third research topic that the authors addressed was job crafting as a factor of employee autonomy. The fourth theme identified was the influence of leadership and management support on job-crafting behavior. The paper offers the reader a systematic and clear list of available quality resources that can help them in their personal research related to job crafting and work performance. In addition, the results of our research may be useful for companies trying to improve the work performance of their employees.
5
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Zakres podmiotowy i przedmiotowy a charakter prawny zgody dyrektora zakładu karnego na świadczenie pracy zarobkowej przez skazanego

58%
Beśka T.
Roczniki Administracji i Prawa
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2015
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vol. 15/1
265-280
PL
Artykuł obejmuje problematykę cech decyzji dyrektora jednostki penitencjarnej na zatrudnienie odpłatne skazanego w odniesieniu do jej zakresu podmiotowego i przedmiotowego. Podstawowa teza niniejszej publikacji obejmuje dwa twierdzenia. Po pierwsze decyzja dyrektora zakładu karnego bądź aresztu śledczego może zostać wydana w odniesieniu do skazanego mającego rozpocząć świadczenie pracy odpłatnej w warunkach izolacji penitencjarnej. Po drugie, decyzjata może umożliwiać kontynuowanie świadczenia pracy przez osoby pozbawione wolności w ramach istniejących już w momencie osadzenia w warunkach izolacji penitencjarnej umów o pracę, pracę nakładczą, o dzieło, zlecenia bądź na innych podstawach. Dokonana analiza zakresu podmiotowego, przedmiotowego oraz cech zgody dyrektora jednostki penitencjarnej, a także przedstawiona argumentacja pozwoliły na udowodnienie powyższej tezy. Zasadniczym atutem niniejszych rozważań jest takie ujęcie problematyki aktywizacji zawodowej skazanych, które rozszerza spektrum możliwości ich zatrudnienia.
EN
The following article contains issues concerning attributes of decision regarding hiring a convict, made by the director of penitentiary and with reference to its subjective and objective scope. The primary thesis of this publication contains two claims. Firstly the decision of penal institution director or remand prison director may be passed with reference to a convict who is about to start providing his gainful work in penitentiary isolation conditions. Secondly this decision may allow to continue work performance of people imprisoned, based on contracts (employment contract, outwork contract, task-specific contract, contract of mandate or other work contracts) already existing in the time of serving a sentence of imprisonment in penitentiary isolation conditions. The analysis of the subjective and objective scope, the attributes of approval decision of the penitentiary director as well as argumentation presented allowed to support the thesis above. The fundamental asset of this analysing is a presentation of issues concerning professional activity of convicts, that may widen their hiring opportunities.
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