Linking organizational structure, job characteristics, and job performance construct: A proposed framework
A growing emphasis has been given on employees’ job performance as a source of competitive advantage to promote responsiveness in enhancing overall organizational effectiveness. Although performance depends very much on personality traits, other external factors, also known as system factors or oppo...
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| Main Authors: | , |
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| 格式: | Article |
| 語言: | English |
| 出版: |
Canadian Center of Science and Education
2009
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| 主題: | |
| 在線閱讀: | http://repo.uum.edu.my/3104/1/289-842-1-PB%5B1%5D.pdf http://repo.uum.edu.my/3104/ http://ccsenet.org/journal/index.php/ijbm/article/view/289 |
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| 總結: | A growing emphasis has been given on employees’ job performance as a source of competitive advantage to promote responsiveness in enhancing overall organizational effectiveness. Although performance depends very much on personality traits, other external factors, also known as system factors or opportunities to perform, have a significant amount of influence on employees’ task and contextual performance. Constraints to perform, such as bureaucratic structure and ineffective job design, will influence individual task and contextual performance negatively.Such circumstance inadvertently hinders high organizational performance.This paper proposes that organizational structure, namely formalization and centralization, have direct effects on employee task performance and organizational citizenship behavior (OCB). Also, this paper posits that job characteristics, namely skill variety, task identity, task significance, autonomy, and feedback, exert influence on employee task performance and OCB. To examine the applicability of the proposed framework, seven main propositions are identified and analyzed. |
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