The role of supervisor work-life support on the correlation between work autonomy, workload and performance: perspective from Tanzania banking employees

Msuya, Mwanaidi Shafii; Kumar, Anitha Bommagowni

doi:10.1186/s43093-022-00139-3

Cited by 11 publications

(11 citation statements)

References 77 publications

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“…Rohman's research (2021) shows that workload positively and significantly affects the performance of PT Honda Daya Anugrah Mandiri Sukabumi Branch employees. The same thing was expressed by research by Msuya and Kumar (2022), which states that workload has a positive and significant effect on the performance of bank employees in Tanzania. The results of this research mean that the increasing employee workload will cause employee performance to increase as well.…”

Section: Introductionmentioning

confidence: 52%

The Role of Work Motivation as a Mediator in the Influence of Communication and Workload on Employee Performance at Warmadewa University

SARI,

DHARMANEGARA,

LAKSMI

2024

IJESSS

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The objective of this study is to ascertain the function of work motivation as an intermediary in the impact of communication and workload on employee performance at Warmadewa University. The research at Warmadewa University focuses on the relationship between communication and workload as independent variables, work motivation as a mediating component, and employee performance as the dependent variable. This study used Partial Least Square analysis to ascertain the function of work motivation as a mediator in the impact of communication and workload on employee performance at Warmadewa University. The survey included a total of 248 regular staff that were employed at Warmadewa University, Bali. The research employed the proportionate stratified random sampling approach, with a total of 153 samples. This study utilizes primary data, which was gathered by the distribution of questionnaires to the whole research sample. The research findings indicate that there is a positive and statistically significant correlation between communication and employee performance at Warmadewa University. The workload has a detrimental and statistically significant impact on employee performance at Warmadewa University. The relationship between communication and job motivation of employees at Warmadewa University is both favorable and substantial. The workload has a detrimental and substantial impact on the work motivation of employees at Warmadewa University. Work motivation positively and significantly impacts employee performance at Warmadewa University. Work motivation acts as a mediator between communication and employee performance at Warmadewa University. Similarly, work motivation also acts as a mediator between workload and employee performance at Warmadewa University.

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Section: Introductionmentioning

confidence: 52%

The Role of Work Motivation as a Mediator in the Influence of Communication and Workload on Employee Performance at Warmadewa University

SARI,

DHARMANEGARA,

LAKSMI

2024

IJESSS

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“…Additionally, Msuya and Kumar (2022) found that supervisory work-life support positively impacts employee performance in Tanzania's banking sector. Still, the correlation between workload and supervisory work-life support was negative and insignificant.…”

Section: Em-2024-6061mentioning

confidence: 99%

Impact of recognition on employees` performance in the Manufacturing Industries in Tanzania: A Case of Tanga Cement Company

R.,

2024

int.jour.sci.res.mana

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Motivation works differently among employees in an organisation. While it is generally acceptable that monetary incentive is preferable among employees but there is a debate regarding non–financial incentives such as recognition on whether they impact employee performance. This study examined the impact of recognition on employees` performance in the manufacturing industries in Tanzania by using a case of Tanga Cement Company. In conducting this study, the researchers employed a descriptive research design. Furthermore, a simple random sampling method was used to select 50 respondents which enabled the collection of quantitative data through the use of questionnaires. In analysis, the study employed descriptive and inferential statistics to analyse the data with the aid of the Statistical Package of Social Science (SPSS). The study found that media representation boosts employees' desire to perform better, highlighting the importance of visibility and validation. Personal recognition fosters enhanced dedication, aligning with motivation theories. Receipt of recognition letters validates hard work, increasing job satisfaction and loyalty. Recognition programmes also lift employees' morale, influencing productivity and teamwork. Public recognition fosters commitment, and positive perceptions of work, workplace, and colleagues are crucial for a positive work environment. Furthermore, verbal appreciation from supervisors and co-workers is the most impactful form of recognition, as it is immediate and personal. Receiving a recognition certificate is also significant, as formal acknowledgement can enhance employees' work performance. The study recommends that implementing media representation strategies, establishing recognition programmes, and utilising tangible tokens of appreciation can be the best strategies to boost employee performance. This creates a positive work environment, enhances dedication, and boosts productivity by reinforcing appreciation and acknowledgement.

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“…Training has recently become a critical theme in personnel organizational environments in Public Sector. In 2022, many organizations will prioritize culture through Sustainable Development Goals (SDG) (Msuya & Kumar, 2022). Supervisors implement the training programs based on the leaders' planning and managers' instructions to maintain and improve the competitiveness and productivity of their organizations (Palomino, Valdivia & García, 2022;Kumpikaitė-Valiūnienė et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

“…In training management, feedback is frequently defined as the supervisor's ability to report on the most recent work performance, provide positive feedback, and convey ideas for improvement (Amoo & Adam, 2022;Msuya & Kumar, 2022;Tahiry & Ekmekcioglu, 2022).…”

Section: Introductionmentioning

confidence: 99%

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Supervisors’ Roles in Training Program Culture, Training Intrinsic Motivation and Knowledge Transfer: an Empirical Study

Mohamad¹,

Rahman²

2023

J. Professional Business Review

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Purpose: This study examines the mediating role of training intrinsic motivation in the relationship between supervisors’ roles in training program culture and knowledge transfer in the Malaysian public sector. Thus, the research question is, “what is the effect of the supervisors’ roles in training program culture, training intrinsic motivation on knowledge transfer in the public sector context?” Theoretical framework: The framework of the study is adopted from the attributes of (1) leadership, (2) social learning, (3) beliefs and (4) employee performance. This framework aims to provide an understanding of how these variables affect the supervisors’ roles in training program culture, intrinsic motivation and knowledge transfer. Design/methodology/approach: A cross-sectional study was used to collect 544 survey questionnaires from employees at different divisions/departments in the Malaysian public sector. The SmartPLS is utilized to evaluate the quality of the study’s instrument and subsequently test the study’s hypotheses. Findings: The structural equation modelling test indicated that knowledge transfer is affected by supervisors’ roles in training program culture. Hence, the effect of supervisors’ roles in the administration of training programs on knowledge transfer is mediated by training intrinsic motivation. This finding will benefit supervisors, managers and operation employees, as well as studies related to training intrinsic motivation in dynamic organizations. Research: In the theoretical context, this study confirmed that the training’s intrinsic motivation is an effective mediating variable in the relationship between supervisors’ roles in training program culture and knowledge transfer. Meanwhile, in the managerial implication, supervisors should provide direction and assistance to subordinates and practice open communication to help them enhance performance. A communication technique relevant to the work environment will help employees increase knowledge transfer and public sector performance in the future. Originality/value: This study is to refine the role of supervisors and create a culture of effective training in public sector culture. These findings should be considered by the public sector in the context of training programs.

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The role of supervisor work-life support on the correlation between work autonomy, workload and performance: perspective from Tanzania banking employees

Cited by 11 publications

References 77 publications

The Role of Work Motivation as a Mediator in the Influence of Communication and Workload on Employee Performance at Warmadewa University

The Role of Work Motivation as a Mediator in the Influence of Communication and Workload on Employee Performance at Warmadewa University

Impact of recognition on employees` performance in the Manufacturing Industries in Tanzania: A Case of Tanga Cement Company

Supervisors’ Roles in Training Program Culture, Training Intrinsic Motivation and Knowledge Transfer: an Empirical Study

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