Job Performance Model Based on Employees’ Dynamic Capabilities (EDC)

Abstract

This article concerns the newly developed construct—EDC (Employees’ Dynamic Capabilities)—and the mechanism of its influence on the job performance of contemporary employees aiming to contribute to the sustainable development of organizations. EDC seems to be especially important in a modern, dynamically changing work environment, in which obtaining sustainability is not possible without dynamic capabilities, and EDC should be included as the element of organizational dynamic capabilities. The paper aims to define and characterize EDC and then develop a mediation model of EDC influence on job performance, introducing the person–job fit, work motivation, job satisfaction, work engagement and organizational commitment as potential mediators related to sustainable development. The model is empirically verified based on the sample of 550 employees from Poland and USA (research carried out in December 2018) using factors analysis for verification of EDC as a new construct and then regression analysis with mediators for the verification of the proposed model. The results confirmed the role of person–job fit, work motivation, job satisfaction and work engagement as mediators of the analyzed relation, underlining the mechanism of the EDC influence on job performance. The empirical research confirms that EDC influences job performance in a way that is crucial for achieving sustainable development of organizations.

COVID-19 oriented HRM strategies influence on job and organizational performance through job-related attitudes

“…In order to be able to assess whether the discussed scales can be used in the study, Cronbach’s α and Factor Analysis were implemented ( Table 3 ). This approach seems to be sufficient due to the fact that the scales used have been previously validated by the creators [ 178 ]. The calculations were not performed for Hiring, Employee Development, Digitalization, COVID-19 training, Communication Corporate Social Responsibility, as they are single—item constructs.…”

Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

“…Work conditions mainly refer to the combination of objective and subjective issues related to workload, working period, workplace environment, promotion opportunity, and work stress [78]. In our study, we focus on two important components of work conditions, namely, perceived match between ability and job [79] and perceived autonomy [80].…”

Turnover-Mitigating Effect of Servant Leadership on Job Performance

“…EDC means employees' dynamic capabilities, determining their ability to use competences (potential) flexibly or contribute with their potential in the context of changing needs and requirements. It is understood as "the capability to integrate, build and reconfigure employee competencies to address a rapidly changing environment that directly influences the performance of tasks in the workplace" (Bieńkowska & Tworek, 2020). EDC has the following components:…”

“…By analogy to the concept of dynamic capabilities by Teece (2009), it seems that nowadays, the employee potential expressed in their competences, i.e., knowledge, skills and characteristics, is becoming less important (Boyatzis, 1982) without the ability to use it depending on dynamically changing job needs. Employees' dynamic capabilities (EDC) is a concept developed by Bieńkowska & Tworek (2020). EDC can influence job performance through work motivation, job satisfaction, work engagement and, most importantly, PJ-fit.…”