Work Performance

A central component of the primary health care approach in developing countries has been the development and utilization of community-based health workers (CHWs) within the national health system. While the use of these front line workers has the potential to positively influence health behavior and health status in rural communities, there continues to be challenges to effective implementation of CHW programs. Reports of high turnover rates, absenteeism, poor quality of work, and low morale among CHWs have often been associated with weak organizational and managerial capacity of government health systems. However, no systematic research has examined the contribution of work-related factors to CHW job performance. The research reported in this paper examines the relative influence of reward and feedback factors associated with the community compared to those associated with the health system on the performance of CHWs. The data are drawn from a broader study of health promoters (CHW...

Greater insight into sports and work performance of athletes with patellar tendinopathy (PT) will help establish the severity of this common overuse injury. Primary aim of this study is to investigate the impact of PT on sports and work performance. Seventy seven active athletes with PT (50 males; age 28.1 ± 8.2 years; Victorian Institute of Sports Assessment Patella 56.4 ± 12.3) participated in this survey. Sports performance, work ability and work productivity were assessed using the Oslo Sports Trauma Research Center overuse injury questionnaire, the single-item Work Ability Index and the Quantity and Quality questionnaire, respectively. Reduced sports performance was reported by 55% of the participants; 16% reported reduced work ability and 36% decreased work productivity, with 23% and 58%, respectively, for physically demanding work. This study shows that the impact of PT on sports and work performance is substantial and stresses the importance of developing preventive measures.

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

This research measures association of Islamic work ethics (IWE) with employees’ job satisfaction, organizational commitment and work performance in perspective of private sector organizations of Pakistan. Entire data collected via survey questionnaire from senior management to first line managers. In order to carry out this investigation, the participants which were targeted for data collection were quite familiar to and practice IWE at work. PLS SEM practices were applied on 228 cases for testing of hypotheses formulated in conceptual model. The findings demonstrate IWE as major predictor of satisfaction, commitment and performance. Employees practicing IWE seemed to have stability and longevity with the organization which indicates lesser employee quitting.

This study explores the predictive utility of an emotional intelligence measurement that is based on the Role-Based Performance Scale (RBPS) measure of job performance. This inquiry aims to investigate whether the level of emotional intelligence score of each academic staff in the selected private higher educational institutions affects job performance. This research applied a quantitative method approach to cast the researchers’ net wider to include selected higher educational institutions to obtain as much data as possible. The results demonstrate a significant relationship between emotional intelligence and job performance of academic workers in private higher educational institutions. Therefore, these significant findings shed further light on the theoretical and practical utility of the construct of emotional intelligence and job performance, and have proven the fact that emotional intelligence is accountable for and could predict job performance. 

Listening to music while working is by no means a new innovation. Songs, for a long time, helped people synchronise their movements and made the day go quicker. In the 1930s, recorded music was often used in factories to improve productivity and reduce boredom and fatigue. Today, technology has made it easier to listen to your own music at work. Many employees have access to music through mp3 players, smartphones and via the internet, and can make choices about what to listen to
that previously would not have been possible.

Based on Dr Anneli Haake's PhD research at the University of Sheffield, totaljobs created ‘The Sound of Productivity’, a tool meant to encourage people to discover if music could boost their productivity at work. After assessing their personality, taste and work environment through the tool, users learn whether listening to music could help or hinder their productivity and what factors have an impact on their focus.

The findings demonstrate that the majority of people (79%) would benefit from listening to music at work, and that some workspaces tend to hinder people’s productivity.
However, not all professions and sectors allow for music listening. The Foo Fighters, Drake and Kendrick Lamar were
among the top artists users listen to at work. People born in the 1990s-2000s require more demanding music
to focus than people born in the 1950s-1980s (45% vs 29%). 99% of people working in open-plan spaces would
benefit from listening to music at work. 84% of those who said that they cannot listen to music at work would benefit from it.

Insurance, Banking, Accountancy and Customer
service are the least music-friendly industries (57% on
average are not allowed music). Computer programming,
Data analytics, Advertising and Marketing are the most
music-friendly industries (67% on average are allowed to listen to and choose their own music). Those working in Marketing are interrupted by surrounding noise more than other sectors (40% vs 20% on average).

It is hoped that the findings will encourage debate on what
makes people not only more productive, but also happier
in the workplace.

SİVİL HAVACILIK HİZMETLERİNDE MOTİVASYON ARAÇLARININ İŞ PERFORMANSINA ETKİSİ Öz Sivil havacılık hizmetleri, bireylerin ulaşım hakkının ve güvenliğinin sağlanmasın-da oldukça önemli görevleri yerine getirmektedir. Dünyada hızla gelişen havacılık sektöründe çalışan bireylerin iş performansları yapılan işin hız ve kalitesini etkile-yebilir. Bu nedenle, çalışanların performansına etki eden faktörlerin incelenmesi, sivil havacılık hizmetlerinin kalitesinin arttırılması adına önemlidir.Son yıllarda, çalışanların motivasyonu ile iş performansı arasında doğrudan ilişki olduğunu be-lirten çeşitli çalışmalar bulunmaktadır. Sivil havacılık alanında da verilen hizmet-lerdeki kar ve verimlilik önemlidir.Bu çalışmanın amacı, sivil havacılık sektöründe çalışanların motivasyonuna etki eden faktörlerin değerlendirilmesidir. Bunun için, İstanbul ilinde faaliyet gösteren Atatürk Havalimanın yer hizmetlerinde görev ya-pan 150 çalışana ulaşılmıştır. Veriler, liderlik çeşitleri, örgütsel çevre, ücret ve ge-lecek hedeflerinin belirlenmesine yönelik hazırlanmış olan anket yardımıyla top-lanmıştır.

With the current development and increasing participation of women in work in developed countries, we find it important to study this issue in Jordan. The objective of this study was to explore the reasons behind the lacking representation of females and their work participation in the Jordanian public sector despite the high percentage of education attainment among them. In general around the world, the increase in women's labor force participation over the past few decades was the main driving force of economic growth. Engaging women into the work sphere as much as possible is considered part of the solution to economic problems and poverty. To achieve this, the researchers employed a comparative and experimental approach to explore the reasons behind the lacking representation of females and their work participation in the Jordanian public sector, based on the outputs and recommendations published from previous studies in this. The results reveal that economic conditions, legal frameworks that cover employment matters, social prejudices and norms towards females work outside of the house, the existence of, religious beliefs are the main specific reasons for women's participation in the labor market. The social view that females are homemakers, mother, and dependents has led to the development of public policies that while aimed at providing protection, have led to the raise in discrimination against them. It is vital to work on building awareness and attitude change about women and men's roles among the general population, in order to facilitate the increase of female work participation. 1. Introduction Increased global attention on women's participation in the labor market and its social dimensions has been an incentive to increase studies on the gender and labor participation (Ackah, Ahiadeke and Fenny, 2009; Al-Abdallah and Bataineh, 2018) Where there is greater participation of women in the labor market in developed countries (Ackah, Ahiadeke and Fenny, 2009; Suhaida, Nurulhuda and Faizal, 2014). Certainly the participation of the labor force in the labor market is of great importance in the development of the economic and social aspect. Note that there is an increase in the rate of participation of women in the labor market, but we still note the division of some global markets by gender category where the number of women is few compared to men and can also be observed a large difference in wages between men and women, which indicates that the highest proportion of women participating in the work In the informal market or among the poor, many countries still impose restrictions on women's employment and the development of their potential (Petersson, Mariscal and Ishi, 2017) According to (Women, 1997; The Council of Europe., 2017)A reference to the importance of equality of rights and opportunities between men and women as it is an important principle of human rights and a key condition for lasting development. It is considered both, a human rights principle and a precondition for sustainable, people-centered development. Inequality remains a major obstacle to the development of the human race We still note that inequality between men and women is a major impediment to human development and there is difficulty in applying equality as many women are discriminated against in favor of men in the work areas and this is a negative motivation in the development of their potential (The Council of Europe., 2017). In the past years, developing countries in the Middle East and Africa have increased the participation of women in the labor market, especially in the health and education sector, and the proportion of female students in schools and universities has increased. (Tara, 2012) at present, the proportion of educated women in the Middle East and Africa has increased, but their participation in the labor market and in supporting the economy has not been significantly appreciated the percentage of their participation in these countries, according to the report of the organization (ILO) 26%, but globally reached 56%. The participation rate of men in the labor market reached 76% in these countries, higher than the world average of 74% (Al-Ghwell, 2015). The lack of participation of women in the practical sector will have a negative impact on the economic growth of any country, as there will be less productivity and operational

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

7 This study aimed to determine the factors affecting the performance of Criminology interns of Lyceum of the Philippines University Batangas batch 2012-2013. The researchers employed the descriptive type of research with the use of questionnaires as tools in gathering data from the respondents. Using weighted mean, the researchers found out that the performance of the Criminology interns in terms of personal characteristics, attitude towards work, job performance, adherence to company's rules and regulations, and competence were very good. The respondents agreed that individual factor, university support, and organizational environment contribute to their OJT. As to relationship of variables, Criminology interns' performance as their OJT is not affected by the contributing factors. From the findings, it was recommended by the researchers that OJT coordinators should conduct frequent visitations to student interns to ensure that attendance and punctuality is being observed and practiced. It is also recommended that the College of Criminology should coordinate with their training affiliation to supervise the interns.

This paper presents factors that affect to the level of employee motivation in ceramic tile manufacturing industry in Sri Lanka. The labour productivity in ceramic tile industry in Sri Lanka far lower (7200 Sq.) comparing to other countries. Among the other factors that impact on productivity, employee motivation is considered as direct influencer. Therefore, this research focuses on identifying factors that influencing the employee motivation in ceramic tile manufacturing industry and identifying areas to be improved regarding the employee motivation in the sector. In order to accomplish the objectives proposed, self-administrative survey questionnaire has been used. Questionnaire was developed in two languages i.e. Sinhala and English. Data have been analysedusing SPSS and sample of 65 respondents. The findings shows pay and benefit as the most important factor in employee motivation while interpersonal relationship and job security as second and third important factors respectively. Then based on the survey findings the researcher presents some recommendations for the industry. In turn this research helps the measurement to formulate suitable policy to motivate the employees.

Research in work performance involving employees from different types of jobs is needed. Therefore, there is a necessity of generic instrument in work performance. However, most instruments measuring individual work performance are only developed for specific purposes in particular jobs. Thus it is not appropriate to utilize in a research involving workers from different types of jobs. One of generic instruments measuring work performance is Individual work performance questionnaire (IWPQ). The purpose of this research is to do the adaptation process of IWPQ into Indonesian. The procedure in the adaptation process consists of forward translation, synthesis, back translation, back translation review, and cognitive debriefing. Content validity test using Aiken's V shows that all IWPQ items have high Aiken's V. The field test involving 231 employees shows that IWPQ has a good discriminant indexes, ranging from .447 to .734. The Indonesian version of IWPQ also has a good reliability, in task performance (TP) .871; contextual performance (CP) .858; and counterproductive work behavior (CWB) .814.

This study was aimed to ascertain the impact of psychological capital on work performance of the banking industry in Sri Lanka. Although previous studies have been carried out in the arenas of locus of control and work performance, and subjective-well-being and work performance, theoretical and empirical evidence encapsulating the study construct, namely " PsyCap " is limited. Thus, this study attempts to fill the theoretical and empirical gaps by ascertaining the impact of Psychological Capital on Work Performance. Hypothetico Deductive method was used, taking 200 managers on a Purposive Judgmental sampling method for the study. Findings revealed that PsyCap dimensions namely the Self Efficacy, Optimism, Hope, Resilience and Subjective-Well-Being, have an overall impact on and an association with Work Performance, while Emotional Intelligence did not. The study also established, using Scheffe method, that there is no perceptual differences on Work Performance in state and private banks in Sri Lanka.

This paper shows the findings of research about the effects of Telework on the performance and work productivity placing emphasis in the times of "lockdown" and "Working from Home" (WFH) expansion due to the Covid-19 global pandemic. The specialized literature indicates substantial modifications in WFH characteristics, which makes necessary a new concept for the correct analysis and phenomena interpretation. Consequently, we introduce the concept of "Working Homebound with Reduced Flexibility" (TCH from Spanish). Thus, research shows ambiguous results on the effects of this phenomenon in particular: positive, negative, and mixed results.

Dark side traits have been associated as much with success as failure in specific occupations. This study examines the possibility that some “dark side” traits may be advantageous in particular occupations by focusing on the relationship of eleven dark side traits with six, self-report, validated measures of occupation behaviour and potential. Nearly 5000 British adults completed the Hogan Development Survey (HDS), and the Hogan Personality Inventory (HPI) which has six criterion-based measures of occupational scales ...

Vitality at work is an important factor for optimal functioning and sustainable employability. To date, knowledge on how to promote vitality at work is fragmented. Contribute to knowledge on how to promote vitality at work.METHODS: Determinants of vitality at work are identified from three scientific fields, and used in a comprehensive model. Regression analyses on cross-sectional data from a Dutch dairy company (N=629) are performed to examine the associations between these factors, vitality at work, and employees' perceived effective personal functioning and sustainable employability. Vitality at work is most strongly associated with basic psychological needs of self-determination, but also with healthy lifestyle behavior, having a balanced workstyle, and social capital. Vitality at work is also associated with effective personal functioning and with sustainable employability. The study confirms the multifactorial nature of vitality at work. Since organizational culture may su...

In this paper we present an interdisciplinary approach to inquire the effects of stress in job environments, which integrates a cognitive psychology experiment and an ethnographic study, both conducted with the security guards of an International airport.

The formulation of the problem in this study is whether discipline, HR competence and job characteristics simultaneously have a positive and significant effect on the work productivity employees at Education Office of Central Tapanuli Regency. This study aims to determine the effect of discipline, HR competence and job characteristics on the work productivity employees at Education Office of Central Tapanuli Regency. The sample in this study were all employees at Education Office of Central Tapanuli Regency, amounting to 56 people. The data analysis technique in this research is Multiple Linear Regression. The results of this study indicate; Discipline partially has a positive and significant effect on employee work productivity; Human resource competence partially has a positive and significant effect on employee work productivity; Job characteristics partially have a positive and significant effect on employee work productivity; Discipline, HR competence and job characteristics si...

In the era of globalization where there is high competition, challenges, urbanization banks have to make rapid changes then as a response of which they have to make effort to increase their efficiency. Job stress is a serious threat to physical health. Work stress in the life of organized workers, affects the health of organizations. In most of the cases, stress leads to reduced efficiency in even the best of individuals which in turn leads to reduced productivity

Recent studies regarding human resources motivation and human resources performance management emphasized the role of the organizational context in the current dynamic business environment affecting the employees’ work in organizations. Thus, the current study highlights the relationships of outmost importance between contextual factors influencing employees’ motivation, which foster job performance. The current paper aims to develop a research framework, focusing on identifying the most important categories of contextual variables which influence employees’ engagement at work and their work performance. The novelty of this research consisted of emphasizing the role of the link between human resources management and performance through human resource management practices, considered as a system, which contribute to company performance by motivating employees to adopt attitudes and desired behaviors for achieving the strategic objectives of the organization. Thus, based on 3C heuristic model of motivation developed by Kanfer, Chen and Gilad, and the strategic human resources management developments, the current research approach highlights the importance of strategically integrating the human resource management in order to achieve high sustainable performance. Moreover, the research emphasizes the role of the strategic human resource management practices in influencing employees’ motivation and performance, but also the influences of contextual categories, such as employee relations climate and organizational culture, as predictors of enhancing human resources motivation and performance. In conclusion, the current paper provides relevant insights for managers to foster the organizational positive outcomes, through employees’ engagement which generates sustainable organizational performance.
KEY WORDS: organizational context, human resource practices, employee’s motivation, work performance, strategic human resource management

In the work, we analyzed the relationship of indicators of psychometric intelligence and psychometric creativity with intellectual, creative and social achievements. On the other hand, we tried to identify the role of different intellectual abilities and different forms of creativity, taking into account the different measures of their conjugation with real achievements, and also to analyze the role of those personal properties that, related to the peculiarities of organizing different forms of individual mental (conceptual, metacognitive, intentional) experience, act as a condition for real creative achievements
of employees.

The present study was designed to produce novel theoretical insight regarding how leader humility and team member characteristics foster the conditions that promote shared leadership and when shared leadership relates to team effectiveness. Drawing on social information processing theory and adaptive leadership theory, we propose that leader humility facilitates shared leadership by promoting leadership-claiming and leadership-granting interactions among team members. We also apply dominance complementary theory to propose that team proactive personality strengthens the impact of leader humility on shared leadership. Finally, we predict that shared leadership will be most strongly related to team performance when team members have high levels of task-related competence. Using a sample composed of 62 Taiwanese professional work teams, we find support for our proposed hypothesized model. The theoretical and practical implications of these results for team leadership, humility, team co...

The study of posttraumatic stress disorder (PTSD) and its effects on an individual is relatively robust; however, the research is scant from an organizational, performance, and leadership perspective. Based on the prevalence of PTSD, expanding the research into understanding the relationships of PTSD symptom severity toward perceived organizational support (POS), trauma-exposed employee work performance, and whether or not Authentic Leadership (AL) strengthens those relationships has come into view. Using the snowball technique and Amazon’s Mechanical Turk (MTurk), the study found that as PTSD symptom severity was reduced, trauma-exposed employee work performance increased. Further, as PTSD symptom severity decreased, POS increased; moreover, as POS increased, trauma- exposed employee work performance also improved. Finally, AL did not prove to affect the relationships between PTSD symptom severity and trauma-exposed employee work performance, nor was it a significant interaction between PTSD symptom severity toward POS. Based on the findings, this study is an essential first step in bridging the understanding of PTSD with organizational support, performance, and leadership research.

Task performance and contextual performance are two distinct dimensions of behaviour at work that can contribute independently to effectiveness outcomes for organisations. Contextual performance is important because it represents a type of behaviour that is largely under the motivational control of individuals. Little research has addressed how the opportunity to engage in contextual behaviours might be constrained by situational demands. This study examined the contribution of task performance and contextual performance to effectiveness in the work of air traffic controllers. As predicted, task difficulty moderated the relationship between contextual performance and effectiveness. The results demonstrate that contextual performance does contribute to effectiveness in technical domains, such as air traffic control, and highlight the importance of assessing situational factors when assessing performance and effectiveness.La performance a` la tâche et la performance contextuelle sont deux dimensions distinctes du comportement au travail qui peuvent contribuer inde´pendamment a` des re´sultats d’efficacite´ pour les organisations. La performance contextuelle est importante en ce qu’elle repre´sente un type de comportement qui est largement sous le contrôle motivationnel des l’individus. Peu de recherches se sont inte´resse´es a` la fac¸on dont l’opportunite´ a` s’engager dans un comportement pouvait etre contraint par des demandes relatives a` la situation. Cette e´tude examine la contribution d’une performance a` la tâche et d’une performance contextuelle relatives a` l’efficacite´ du travail de contrôleurs ae´riens. La performance contextuelle est pre´dite n’avoir d’efficacite´ que dans des conditions faciles. La performance a` la tâche est pre´dite avoir de l’efficacite´ dans des conditions faciles ou difficiles. Les re´sultats de cette e´tude mettent en lumie`re l’importance qu’il y a` inclure des facteurs situationnels dans les mode`les de performance au travail et d’efficacite´.

Job motivation is a very important aspect both for employees - as work represents the central area of human activity, since people spend most of their adult life in a state of employment - and for employers, due to the direct implications of motivation on performance. Viewed in the context of work, motivation can be defined as the degree of availability of the employees to become involved in their work and to make sustained effort in order to meet some professional objectives, which can be defined individually or organizationally. In this context, motivation can be considered a result of the interdependence between the individual and the organizational context where he/she works, rather than a result of the prevailing individual motivations. As concerns performance, it is obvious that there motivation and performance are mutually conditioned. It is believed that, when there is an overlap of individual expectations and organizational requirements, there is also a chance of obtaining ...

The main objective of this cross-sectional study is to determine the correlation of emotional intelligence and personality trait as well as the fitness of suggestion hypothetical model and sample data among school educator leaders in High Performance Schools (SBT). Four sets of questionnaire to measure emotional intelligence, personality trait, leadership behavior and work performance were administered to 306 (89%) subjects in 15 SBT schools in Malaysia. The finding by the bivariate analysis using the Pearson correlation method indicates that the personality trait such as Conscientiousness (r=.552, p

In contemporary globalized societies, the number of foreign workers is increasing, resulting in greater intercultural contact and adaptation. Foreign workers apply their cultural intelligence when adapting to and working in multicultural environments, resulting in affiliations with both their cultural heritage and their destination cultural stream. We examined foreign workers' (N = 264) intercultural adaptation in the globalized context of Denmark. We found that cultural intelligence was directly and positively linked with adaptable work performance. Furthermore, cultural intelligence was indirectly and negatively associated with sociocultural adaptation difficulties through endorsement of Danish culture. Likewise, perceived negative context of reception was indirectly and positively associated with sociocultural adaptation difficulties through low endorsement of Danish culture. Additionally, perceived stress predicted adaptable work performance, whereas perceived context of reception and sociocultural adaptation difficulties did not. Overall, our results suggest involvement in the destination culture as a culturally intelligent way of applying one's cultural capabilities, suggesting that the perceived context of reception is of great importance for helping foreign workers adapt to their destination cultural environments.

BACKGROUND: Social-cognitive deficits have a significant impact on the community and vocational functioning of persons with schizophrenia. OBJECTIVE: This study aimed to explore the relationship between social-cognitive abilities and vocational functioning in a Chinese population. METHOD: We recruited 30 outpatients with schizophrenia to participate. We administered the Chinese Social Cognition and Screening Questionnaire (C-SCSQ) to assess Theory of Mind (ToM), attributional bias, and neurocognition; the Facial Expression Identification Test (FEIT) to assess emotion perception (EP) ability, and the Chinese Work Personality Profile (CWPP) to assess work performance in a simulated work setting. RESULTS: ToM showed a significant negative correlation with attributional bias. The neurocognitive measure displayed a significant positive correlation with ToM and EP. The structural equation model was a good fit to the data (CFI = 0.91, RMSEA = 0.12), and showed that social-cognitive abilities had a significant impact (−0.41) on work performance. Of the four social-cognitive domains, ToM and paranoid attributional style (PAS) contributed significantly to variations in work performance. These results support the theory that social-cognitive abilities have an impact on work performance. ToM has a positive impact whereas PAS has an adverse effect. CONCLUSION: Persons with schizophrenia present specific deficits in their social-cognitive abilities, which have significant impact on their work performance and employability.

In today’s world, software  is  being  used  in  every  sector,  be  it education,  healthcare, security, transportation, finance and so on. As software engineers are affecting society greatly, if they do not  behave  ethically,  it  could  cause  widespread  damage, such  as  the  Facebook-Cambridge Analytica  scandal  in  2018. Therefore,  investigating  the  ethics  of  software  engineers  and  the relationships  it  has  with  other interpersonal variablessuch  as  work  performance is  important for  understanding  what  could  be  done  to  improve  the  situation.  Software  engineers  work  in rapidly-changingbusiness environments which  leadto  a  lot  ofstress.  Their  emotions  are important  for  dealing  with  this,  and  can  impact  their  ethical  decision-making.  In  this quantitative  study,  the  researcher  aims  to  investigate  whether  Emotional  Intelligence  (EQ)moderates  the  relationship  between  work  ethics  of  software  engineers  and  their  work performance  using  hierarchical  multiple  regression  analysis  in  SPSS.  The  findings have  found that  EQ  does  significantly  moderate  the  relationship  between  work  ethics  and  work performance.  These findings  providevaluable  information for  improving theethical  behaviour of software engineers.

In activity-based working environment (ABWE) offices, employees are allowed increased autonomy and are expected to choose where, when, with whom, and to some degree with what, to work; in other words, employees are expected to self-lead to a higher degree and to coordinate and align with colleagues. Effects of these expectations on employees’ cognitive stress and performance are understudied. In the present study, Swedish ABWE workers (N = 416) are compared with workers in cell offices (N = 30) and landscape offices (N = 64), and relationships of self-leadership, information richness, and autonomy with cognitive stress and performance were examined using regression analysis. Results show no relationship between office type and outcomes. For cognitive stress, information richness had the largest negative relationship, followed by self-leadership: goal-setting and autonomy. For performance, self-leadership: goal-setting had the largest positive relationship, followed by information richness. This suggests that when organizational situations cannot be strongly structured – for example because the best work process is not known, or innovation or different collaboration constellations are needed – they need instead to be enriched so that employee orientation and coordination do not become too much of a burden on the individual employee, disrupting cognitive functioning and performance.

Recent studies regarding human resources motivation and human resources performance management emphasized the role of the organizational context in the current dynamic business environment affecting the employees’ work in organizations. Thus, the current study highlights the relationships of outmost importance between contextual factors influencing employees’ motivation, which foster job performance. The current paper aims to develop a research framework, focusing on identifying the most important categories of contextual variables which influence employees’ engagement at work and their work performance. The novelty of this research consisted of emphasizing the role of the link between human resources management and performance through human resource management practices, considered as a system, which contribute to company performance by motivating employees to adopt attitudes and desired behaviors for achieving the strategic objectives of the organization. Thus, based on 3C heurist...