Proactive Personality, Human Resource Management Practices, and Job Performance: A Case of Banking Sector Employees in Malaysia

Johari, Johanim; Subramaniam, Hema

doi:10.36924/sbe.2020.3101

Cited by 3 publications

(4 citation statements)

References 35 publications

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“…The findings of the study supported three hypotheses i.e., proactive personality is positively related to task performance, OCBI, and OCBO. This study supports Johari and Subramaniam (2020), who suggested that proactive employees can boost their job performance in the Malaysian banking industry. This is also supported by Viet and Tuan (2018) that proactive personality predicts job performance in Vietnamese banking.…”

Section: Discussionsupporting

confidence: 87%

“…Islam et al (2018) likewise recommended that selfstarting proactive behavior is essential at the present workplace for better performance. Similarly, Johari and Subramaniam (2020) stated that proactive employees are essential for better job performance in the fast-paced working environment of the banking industry as proactive personality leads to better task performance and contextual performance (Johari & Subramaniam, 2020). Bakker et al (2012) claimed in their study that employees who were characterized by proactive personality traits were predictive of work engagement and in-role performance.…”

Section: Introductionmentioning

confidence: 99%

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Influence of Proactive Personality on Job Performance of Bank Employees in Pakistan: Work Engagement as a Mediator

Zahra

Kee

2021

International Journal of Management Studies

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The purpose of this study was to determine whether the proactive personality of Pakistani bank employees influenced their job performance. With the awareness of the importance of job performance in the banking sector of Pakistan, researchers also examined the mediating role of work engagement in the relationship between proactive personality and job performance. A total of 315 responses were obtained from officers to test the relationship between proactive personality and job performance, and to examine the mechanism via work engagement. The researchers analyzed respondents’ demographic profiles in SPSS version 23 and developed several hypotheses through structural equation modelling technique which were tested in SmartPLS version 3. The findings of the study showed a significant positive relationship between proactive personality and the three dimensions of job performance: task performance, individual- directed citizenship behavior (OCBI), and organizational-directed citizenship behavior (OCBO). The study results also supported the main hypothesis that work engagement mediated the relationship between proactive personality and job performance. The findings of the study present a few useful insights to the HR department and policymakers in the banking sector. Proactive personality should be considered as one of the necessary dispositions to be evaluated in hiring decisions. Bank management should devote more attention on the work engagement of employees and its related factors to boost employees’ performance at work.

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Section: Discussionsupporting

confidence: 87%

Section: Introductionmentioning

confidence: 99%

Influence of Proactive Personality on Job Performance of Bank Employees in Pakistan: Work Engagement as a Mediator

Zahra

Kee

2021

International Journal of Management Studies

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“…Which means that Pizza Hut Delivery as one of the subsidiaries of Pizza Hut has provided good training in the development of employees who work at the fast food restaurant. However, training and development with employee involvement as mediation has a positive but not significant impact on employee performance according to journals from (Johari &;Subramaniam, 2020), (Saluy &;Kemalasari, 2017). Therefore, it is necessary from the company to find a strategy and consistently provide training and development, provide training and development that can help improve employee performance.…”

Section: Resultsmentioning

confidence: 99%

Analysis of Factors Affecting Employee Performance at Pizza Hut Delivery With Employee Involvement as a Mediating Variable

Muchsinati,

Murni

2023

jgbmr

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Pizza Hut Delivery is a fast food restaurant that innovates by ordering special takeout and delivery. The purpose of this study is to analyze the factors that affect employee performance at Pizza Hut Delivery in Batam City with employee involvement as a mediation variable. The sampling of this study used a saturated sampling method by distributing questionnaires to 55 employees of Pizza Hut Delivery in Batam City. Tests were conducted using Smart PLS. The results in the study stated that training and development variables on employee performance with employee involvement as a mediating variable had a positive insignificant effect, compensation and benefits and organizational fairness on employee performance with employee involvement as mediation had a significant positive effect.

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“…Its effectiveness can improve work and help individuals maintain employee engagement (vigor, absorption, and dedication) (Liu et al, 2021). Job crafting done by employees can positively impact both employee performance and company performance (Johari & Subramaniam, 2020). Work crafting refers to an employee's capacity or skill to redesign a work independently, with or without management's input, to make it more pleasant and straightforward to perform.…”

Section: Literature Reviewmentioning

confidence: 99%

Career competencies and employee performance: Mediating roles of job crafting and employee engagement in Islamic banking in North Sumatra, Indonesia

Prayogi

Farisi

Lesmana

2023

Problems and Perspectives in Management

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This study focuses on highlighting the performance of employees in Sharia banking. The research gap in this study is the impact of job crafting on employee performance. Thus, this study aims to investigate the role of career competencies and job crafting against employee performance mediated by employee engagement of Sharia banking employees in North Sumatra, Indonesia. The paper used the stratified random sampling technique with disproportionate random samples. The sample involved 386 Sharia bank employees in North Sumatra, Indonesia. The data were analyzed using the SEM PLS approach. The hypotheses results suggest that job crafting and employee engagement have a significant impact on employee performance, job crafting has a significant effect on employees’ engagement, career competencies have a major impact on job crafting (&lt; 0.05), career competencies do not have an impact on employee engagement and employee performance (&gt; 0.05). Indirectly, career competencies influence employee engagement and employee performance through job crafting. Career competencies influence employee performance through job crafting and employee performance. Job crafting has a significant impact on employee performance at employee engagement &lt; 0.05, and career competencies do not have a significant effect on employee performance through employee engagement. The implications are that job crafting has a role inherent in the individual level of an employee and as a strategy to emphasize employee engagement and employee performance in the Sharia banking sphere in North Sumatra, Indonesia. AcknowledgmentThis study is supported by the Ministry of Education, Culture, Research, and Technology of the Republic of Indonesia for funding on categories of basic research of high-ranking University (PDUPT) Program in 2022 on Economics issue with contract number: 256/ES/PG.02.00.PT/2022 ; 120/LL1/LT/K/2022 AND 204/II.3-AU/UMSU-LP2M/C/2022. Furthermore, thanks are conveyed to all levels of management at Universitas Muhammadiyah Sumatera Utara and the leaders of the Faculty of Economics and Business. Then thanks also go to BSI (Bank Syariah Indonesia), Bank Muamalat, BMS (Bank Mega Syariah), and all employees of Islamic Banking in North Sumatra who have contributed to this research.

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Proactive Personality, Human Resource Management Practices, and Job Performance: A Case of Banking Sector Employees in Malaysia

Cited by 3 publications

References 35 publications

Influence of Proactive Personality on Job Performance of Bank Employees in Pakistan: Work Engagement as a Mediator

Influence of Proactive Personality on Job Performance of Bank Employees in Pakistan: Work Engagement as a Mediator

Analysis of Factors Affecting Employee Performance at Pizza Hut Delivery With Employee Involvement as a Mediating Variable

Career competencies and employee performance: Mediating roles of job crafting and employee engagement in Islamic banking in North Sumatra, Indonesia

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