The Relationship between Workload and Performance of Research University Academics in Malaysia: The Mediating Effects of Career Commitment and Job Satisfaction

Janib, Jamali; Rasdi, Roziah Mohd; Omar, Zoharah; Alias, Siti Noormi; Zaremohzzabieh, Zeinab; Ahrari, Seyedali

doi:10.24191/ajue.v17i2.13394

Cited by 23 publications

(25 citation statements)

References 44 publications

(51 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Workload is a factor that has been found to affect the performance of university academic staff (Fadlurrahman et al, 2021;Janib et al, 2021;Zainuddin et al, 2021). Under a manageable workload, employees are likely to be motivated to perform, overcome or accomplish tasks.…”

Section: Workload and Job Performancementioning

confidence: 99%

Occupational Stress and Academic Staff Job Performance in Two Nigerian Universities

Akah¹,

Owan²,

Aduma³

et al. 2022

JCT

View full text Add to dashboard Cite

Available reports provide an account of academic staff’s poor job performance in higher education institutions and universities in particular. Consequently, a growing body of research has been attracted to this area, including those seeking ways to understand the problem and others aimed at proffering solutions. This study contributes to the literature by investigating the influence of occupational stress on the job performance of academic staff in universities. Three null hypotheses directed the study in line with the quantitative ex-post facto research design. A sample of 150 respondents was obtained using the systematic random sampling technique from a population of 400 lecturers in the Faculty of Education from two public universities in Nigeria. A 31-item questionnaire was used for data collection. The null hypotheses were tested at the .05 alpha level using simple linear regression analysis. It was revealed that remuneration is a significant positive predictor of academic staff job performance. The prediction of workload was negatively non-significant on the job performance of academics. The provision of institutional amenities has a positive but non-significant prediction on academic staff job performance in the two public universities. It was concluded that occupational stress significantly influences the job performance of lecturers in universities. The study recommended that the government constantly pay lecturers’ salaries as and when due. Institutional managers should reward lecturers with outstanding performance to boost their morale for effective service delivery.

show abstract

Section: Workload and Job Performancementioning

confidence: 99%

Occupational Stress and Academic Staff Job Performance in Two Nigerian Universities

Akah¹,

Owan²,

Aduma³

et al. 2022

JCT

View full text Add to dashboard Cite

show abstract

“…When a person possesses high job satisfaction, he or she is likely to demonstrate a positive working attitude toward his or her firm (Janib et al, 2021). Notably, any organization that can provide job satisfaction highly promotes working motivation and increases productivity (Tentama et al, 2019;Živèicová et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

“…Previous studies individually have emphasized the significant impact of salary (Elsahoryi et al, 2022), workload (Janib et al, 2021), work-family conflict (Dodanwala & Shrestha, 2021), job stress (Ramlawati et al, 2021), and burnout (Cheng & O-Yang, 2018) on job satisfaction. Despite these claims, the impacts of the suggested factors on job satisfaction among university lecturers remained unclear because different groups of people from different workplace contexts are likely to express different perspectives (Abun et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

How to make employees happy: Evidence from Thai university lecturers

Kim

Pongsakornrungsilp

Horam

et al. 2023

Problems and Perspectives in Management

View full text Add to dashboard Cite

Ensuring workers’ job satisfaction could help an organization maintain professional staff and achieve high productivity. Based on this evidence, many firms have tried to evaluate some specific factors which can influence job satisfaction among their employees so that they can appropriately issue new working policies to promote a better working environment. In this regard, the main objective of this paper was to investigate how salary, workload, work-family conflict, job stress, and burnout influence job satisfaction among university lecturers in Thailand. To achieve this aim, the study elaborated on a Google survey form to collect data from 450 lecturers from different universities around Thailand; the study reached a valid response rate of 86%. The results revealed that job stress, salary, workload, and work-family conflict significantly affect job satisfaction, while burnout has an insignificant impact. In comparison, job stress (β = –0.47) is the most decisive factor in job satisfaction. Salary (β = 0.31) is the second-largest factor influencing job satisfaction; workload (β = 0.30) is the third factor influencing job satisfaction. Last, work-family conflict (β = –0.23) has the most negligible impact on job satisfaction. Therefore, job satisfaction attitudes among university lecturers rely mainly on their stress level; thus, this study highly recommends that all related universities develop a new working policy to minimize job stress among lecturers. AcknowledgmentThis study is supported by Research and Innovation Institute of Excellence, Walailak University under grant number WU66217.

show abstract

“…The mentioned global changes are significantly pronounced in Malaysia and in certain non-Western countries. However, its research performance at both private and public universities is still considered low in the region (Janib et al , 2021; Yaakub and Mohamed, 2019). Chandran et al (2021) argued that this is because of the inability to realize and convert research resources efficiently into potential outputs in the form of publications, patents and income generation.…”

Section: Introductionmentioning

confidence: 99%

Determinants of research performance of university academics and the moderating and mediating roles of organizational culture and job crafting

Rasdi

Tauhed

Zaremohzzabieh

et al. 2022

EJTD

Self Cite

View full text Add to dashboard Cite

Purpose This paper aims to identify the role of organizational and individual factors in predicting the research performance of academics when job crafting is a mediator variable and organizational culture is a moderating variable. Design/methodology/approach This study was conducted by collecting responses from academics at five Malaysian research-based universities. The sample size was 273. Standard questionnaires were used to collect the data. The data were analyzed using partial least squares structural equation modeling. Findings The most significant predictors of research performance were organizational culture, individual effort and professional development, whereby job crafting was most optimally predicted by work engagement and transformational leadership. While organizational culture moderated the relationship between transformational leadership and research performance, the mediating role of job crafting was insignificant between work engagement and research performance. Research limitations/implications The findings have important implications for human resource development practitioners (HRD) in terms of improving overall academic research performance. Practical interventions are suggested to assist academics in enhancing their performance. This study highlights how academic performance can be managed more effectively. Originality/value The findings extend the HRD literature in higher education and offer a framework that enhances the understanding of the organizational and individual factors that influence academics' research performance within a specific context of research universities in a non-Western context.

show abstract

The Relationship between Workload and Performance of Research University Academics in Malaysia: The Mediating Effects of Career Commitment and Job Satisfaction

Cited by 23 publications

References 44 publications

Occupational Stress and Academic Staff Job Performance in Two Nigerian Universities

Occupational Stress and Academic Staff Job Performance in Two Nigerian Universities

How to make employees happy: Evidence from Thai university lecturers

Determinants of research performance of university academics and the moderating and mediating roles of organizational culture and job crafting

Contact Info

Product

Resources

About