Enhancing task performance through effective training: The mediating role of work environment and moderating effect of non-mandatory training

Carlisle, Joanna; Bhanugopan, Ramudu; D’Netto, Brian

doi:10.1016/j.jbusres.2019.07.033

Cited by 26 publications

(17 citation statements)

References 53 publications

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“…However, supervisor support is not significantly affecting the employees' performance. Support these results, Carlisle, J. et al, (2019) research found a significant positive relationship between work environment and task performance. Based on the studies that have been mentioned, the following hypotheses can be formulated: H1: The more stable the work environment will have a positive and significant effect on employee performance Adegoke, A. et al, (2015) established that the moment employees understand that their organisation places a high priority on them, they would likely exhibit a greater level of dedication and sense of ownership in the workplace.…”

Section: Empirical Review and Hypothesesmentioning

confidence: 60%

“…The results of this study can answer the inconsistencies of the research in the previous chapter. These results support the results of previous research conducted by Heizer, J. et al, (2016); Ali, S. et al, (2015); Samson, G. et al, (2015); Pawirosumarto, S. et al, (2017); Chew et al (2011);Rahmawanti, N. et al, (2014); Jensen et al, (2020); Raf et al, (2014); Munandar, A. et al, (2019); Jayaweera, T. (2015); Kiruja, E. & Mukuru, E., (2013);Naharuddin, N. & Sadegi, M., (2013); Mathews, C. & Khann, I., (2016); Carlisle, J. et al, (2019) work environment has a significant direct effect on employee performance.…”

Section: Discussionmentioning

confidence: 99%

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The influence of working environment to employee performance mediated by work motivation

Sadewo

Surachman²,

Rofiaty³

2021

IJRBS

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This study examines the effect of work environment on retail store employee performance in Malang, Indonesia with the role of work motivation as a mediation. Respondents in this study used 152 respondents who were millennials employees of retail stores in Malang Indonesia. This study uses a statistical analysis of the Structured Equation Model and Partial Least Square. WarpPLS is used as a data processing program for hypothesis testing. The test results show that the work environment has a significant effect of 0.259 on employee performance. The work environment at the retail stores also has a significant effect of 0.742 on work motivation. Work motivation also provides significant results on employee performance of 0.234. The mediating role of work motivation on the work environment and employee performance in retail stores throughout Malang, Indonesia has a significant mediating effect of 0.170

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Section: Empirical Review and Hypothesesmentioning

confidence: 60%

Section: Discussionmentioning

confidence: 99%

The influence of working environment to employee performance mediated by work motivation

Sadewo

Surachman²,

Rofiaty³

2021

IJRBS

View full text Add to dashboard Cite

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“…Cohen and Liu (2011) 2015, founds results from their study that intrinsic benefits have optimistic influence on employee task performance. HPWP enhance the skills, capabilities and abilities of the employees that further resulted to better task-performance (Carlisle et al, 2019). Additionally, Pan (2017) concluded in his study young skilled employees has negative impact of burnout on employee task-performance.…”

Section: Performance and Organizational Citizenship Behaviormentioning

confidence: 97%

“…Additionally,Kooij and Boon (2018), also define HPWP as furl of that practices which directly linked with the management of employee's ability, motivation, and participation in the workplace. Numerous studies have done who highlight the positive impact of HPWP on task performance(Akhtar, Khan, Hassan, Irfan, & Atlas, 2019;Borman & Motowidlo, 1997;Carlisle, Bhanugopan, & D'Netto, 2019;Danish, Khan, Shahid, Raza, & Humayon, 2015; Pan, 2017) employee engagement and task performance(Ohemeng, Obuobisa Darko, & Amoako-Asiedu, 2019). Moreover, Danish et al…”

mentioning

confidence: 99%

High Performance Work Practices and Employee’s Outcomes: Organization based Self-Esteem and Perceived Organizational Support as Mediator and Positive Psychological Capital as Moderator

bruceRjss¹,

Chughtai

Rizvi

2019

NRJSS

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Worldwide, the environment of business organizations is becoming faster and it is too important for organizations that how to attain and preserve a competitive advantage. An organization can achieve organizational goals and objectives through optimistic behavior and superior performance of its human resources. HPWPs act to develop and increase staff efficiencies and capabilities; this study put emphasis on quantitative research to highlight the impact of HPWP on individual outcomes (IRP, TP, and OCB) in a sample of (n = 412) from banking sector of Central Punjab, Pakistan by using a convenience sampling technique. In this study mediation, moderation model bootstrapping analysis was also been tested, by using POS and OSE as mediator and PPC as moderators. Findings of the study showed that POS and OSE mediate the relationship between HPWP and employee’s Outcomes. Conversely, PPC moderates the relationship between OSE and Employee’s Outcomes IRP, TP and OCB. This study will purposeful for the management managers and practitioners of the organizations who needs to implement HPWP for the enhancement of their workforce’s outcomes, also from the theoretical implications this study explains the role of POS and OSE as mediating mechanism and PPC as moderating tool in connection to HPWP and employee outcomes IRP, TP and OCB.

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“…Performance is a process of how the work takes place to achieve work results. However, the results of the work itself also show performance (Carlisle, Bhanugopan, & D'Netto, 2019;Hoendervanger, Van Yperen, Mobach, & Albers, 2019). Employee performance is one of the most important elements in achieving the goals to be achieved.…”

Section: Introductionmentioning

confidence: 99%

The Implementation of Providing Performance Allowance Policy in the Secretariat of the General Election Commission Kota Ternate, Indonesia

Prabowo

Hafel²,

Purwanto

et al. 2020

j. il.adm.publik.

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This study aims to evaluate the implementation of the policy of providing performance allowance to employees at the Secretariat of the General Elections Commission (GEC) Kota Ternate, as well as their supporting and obstacle factors. This research is a descriptive qualitative research by using case study. The research data were obtained from informants who were respondents, ranging from staff to officials at the Secretariat of the General Elections Commission Kota Ternate. The results of the study showed that although the implementation of the performance allowance was already running there were still some deviations in its management, namely: 1) no socialization or training was held on the management of performance allowance involving GEC Kota Ternate; 2) there is no appointment of a performance allowance management officer, namely the Performance Allowance Management Officer or the control book Management Officer, therefore, it happens overlap working with routine treasurer; 3) there is not a standard operating procedure (SOP) as an assessment standard that aims to provide an assessment and sanctions against employees who do not carry out their duties and functions.

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Enhancing task performance through effective training: The mediating role of work environment and moderating effect of non-mandatory training

Cited by 26 publications

References 53 publications

The influence of working environment to employee performance mediated by work motivation

The influence of working environment to employee performance mediated by work motivation

High Performance Work Practices and Employee’s Outcomes: Organization based Self-Esteem and Perceived Organizational Support as Mediator and Positive Psychological Capital as Moderator

The Implementation of Providing Performance Allowance Policy in the Secretariat of the General Election Commission Kota Ternate, Indonesia

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