Johanim Johari

Job characteristics, work involvement, and job performance of public servants

Purpose The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach A total of 256 public servants reported on their job characteristics and work involvement while supervisory ratings were used to assess their level of job performance. SPSS version 14 and AMOS 16 were used for statistical analyses of the data. A hypothesized structural equation model was tested to examine both direct and indirect influence of job characteristics on job performance. Findings The findings revealed that task significance and feedback significantly influence job performance and the relationships are mediated by work involvement. Skill variety, however, has a significant and direct influence on public servants’ job performance. Research limitations/implications The research results have provided support for the key theoretical propositions. Specifically, this study has managed to substantiate some empirical evidences in partial support of the job characteristics theory. Practical implications As for practical implication, the significant and positive impact of skill variety, task significance and feedback on job performance suggests the importance of these job characteristics dimensions in promoting high level of job performance among public servants. Originality/value This study aims to provide additional empirical evidence in support of the job characteristics theory. The theoretical framework of this study managed to substantiate empirical evidence in partial support of the job characteristics theory.

The Perception of Gen Y on Organizational Culture, Religiosity and Corruption in Malaysian Public Organizations

Abstract Organizational culture and religion play s a vital role in shaping and controlling employees behaviour and perception regarding corruption. This paper examined the relationships between organizational culture, religious and corruption in public organization setting. The instrument used to evaluate corruption was that of Jiang et.al, (2012). For organizational culture, the study utilized the items developed by Denison & Mishra (1995) while for religiosity, the Santa Clara Strength of Religious Faith Questionnaire developed by Plante & Boccaccini (1997) were adopted. A total of 120 questionnaires were distributed to Gen Y employees who are currently serving at public organizations in Kedah. A total of 110 questionnaires were returned and used for further analysis. The data were analyzed using SMART PLS to investigate the relationship between the variables. Organizational culture and religious indicated positive influence on corruption.

Job characteristics, employee well-being, and job performance of public sector employees in Malaysia

The purpose of this paper is to examine the structural relationships between the job itself (i.e. job characteristics), employee well-being and job performance in light of the new administrative reform called the Government Transformation Program in Malaysia that stresses on measurable performance outputs.,A total of 208 public sector employees from various public agencies and departments in the northern region of Peninsular Malaysia were surveyed. Some of the agencies that took part in the study include state departments, the fishery department, agriculture-related agencies and the rural development agency.,The authors observed that feedback positively influenced employee well-being, which served as a significant mediator in the relationship between feedback and job performance. The results indicated that 26.4 percent of the variance that explained employee well-being was accounted for by the different characteristics of a job. The authors also demonstrated that employee well-being accounted for 41.8 percent of job performance.,The authors recommended that public sector managers consider the element of feedback and enhance employee well-being to improve job performance.,This study offers an insight into the effect of perceived changes in the job itself on employee well-being and subsequent job performance in light of government reforms.

Organizational Structure, Work Involvement, and Job Performance of Public Servants

ABSTRACT The purpose of this study is to understand the predicting role of organizational structure on job performance. Work involvement is tested as a mediator in the hypothesized link. The study presents the results of a cross-sectional survey of 256 public servants in public service departments and agencies in Malaysia. The research results have provided marginal support for the key theoretical propositions. The significant and positive impact of job codification indicates the importance of this factor in predicting job performance of public servants. The empirical link is mediated by work involvement, which suggests that there is an indirect influence of job codification on job performance. This study aims to provide additional empirical evidence on the influence of organizational structure and job performance in the public sector.

The effect of management commitment to safety, and safety communication and feedback on safety behavior of nurses: the moderating role of consideration of future safety consequences

Abstract This paper proposes that the consideration of future safety consequences would moderate the relationship between management commitment to safety, and safety communication and feedback on nurses’ safety behavior. Survey data was obtained from 229 nurses in Abuja’s secondary healthcare facilities in Nigeria. Bootstrapping was conducted to investigate the standard error of the estimates and the t-values using SmartPLS 3.0. Results showed that management commitment to safety positively relates to safety compliance and safety participation, while safety communication and feedback positively relates to safety participation. Furthermore, the consideration of future safety consequences was found to moderate the relationships between safety communication and feedback, and safety participation. Nevertheless, in the context of management commitment to safety and safety participation, the direction of the moderation was not as hypothesized. The research provides empirical evidence in support of the consideration of future safety consequences as a moderator. This contributes to the utility of self-efficacy theory, field theory, and construal level theory. Furthermore, to achieve optimal safety in the hospital environment, hospital managements should give high priority to nurses’ safety, provide proper safety communication and feedback, and pay closer attention to the consideration of future safety consequences when making decisions on how to improve hospital safety.