Multi-dimensional Individual Work Performance: Predictors and Mediators

Abstract

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

Studi Pada Karyawan Teknologi Informasi: Persepsi Dukungan Organisasi Terhadap Kinerja Individual Dengan Keterikatan Kerja Sebagai Mediator

“…Armeli et al (1998, dalam Gupta et al, 2022 menjelaskan teori pertukaran sosial bahwa ketika karyawan merasa diakui dan dihargai oleh organisasi, mereka merasa memiliki kewajiban untuk membalas penghargaan tersebut dengan usaha kerja yang lebih besar, yang pada akhirnya meningkatkan kinerja individual. Meskipun demikian, penelitian sebelumnya menunjukkan bahwa korelasi antara persepsi dukungan organisasi dan kinerja individual masih rendah (Rostiana & Lie, 2019;Kurtesis et al, 2015;Guan et al, 2014;Byrne et al, 2008;Rhoades & Eisenberger, 2002) yang mengindikasikan bahwa terdapat variabel lain yang mempengaruhi interaksi antara persepsi dukungan organisasi dan kinerja individual.…”

Antecedents of employee alienation and its impact on individual work performance during post-merger integration (PMI)

“…Guo et al (2016) confirmed a relationship between the variety of tasks given to employees, the organization's social behavior and culture and the level of alienation among employees. Rostiana and Lie (2019) concluded that work engagement plays the biggest role in mediating the relationship between perceived organizational support and individual work performance. Tummers and Dulk (2013) found that when employees had no control over their work tasks, felt that the organization did not require them or their work did not seem worthwhile (to themselves or their superiors), they could experience a feeling of alienation.…”

Rasch Analysis of The Indonesian Version of Individual Work Performance Questionnaire (IWPQ)

“…Productivity is the result of input divided by output. It can be said that productivity is a concept that is closely related to the result, while performance is closely related to the process (Rostiana & Lie, 2019).…”