رفتار شغلی

ABSTRACT. The relationship between instructional leadership behaviours and lecturers’ job performance is important in higher education. Understanding this relationship can help academic leaders support lecturers and improve teaching, research, and academic development. Therefore, this study determines how instructional leadership behaviour of heads of departments (HoDs) influences lecturers’ job performance at the major public universities in Kumasi, Ghana. A cross-sectional survey design was employed to collect data from lecturers in public universities at a single point in time. The sample includes public university lecturers. A stratified random sampling technique was used to select 155 lecturers to provide quantitative data. Data were collected using a questionnaire and analyzed with both descriptive and inferential statistics, including frequencies, percentages, means, and standard deviations, along with the Pearson product-moment correlation coefficient. The findings indicate that HoDs demonstrate active involvement in setting institutional direction, monitoring instruction, and supporting staff development. However, the findings reveal insufficient mentorship to support lecturers’ professional learning and performance. This lack of mentorship could limit opportunities for developing leadership potential among teachers and supporting their career growth. Lecturers displayed effectiveness in their teaching practices. The statistical results confirmed a significant effect of instructional leadership behaviours on lecture delivery (F(4,98) = 20.382, p < 0.01). It was recommended that HoDs should communicate departmental goals clearly and ensure that lecturers understand their teaching, assessment, research, and administrative responsibilities. Additionally, the strong positive correlation between the communication of institutional objectives and lecturer effectiveness highlights the need for university goals, teaching expectations, and performance standards to be communicated clearly across departments.

This study examines career development as a predictor of achievement motivation among public elementary school teachers in Pabelan District, Semarang Regency, Indonesia. The study employed a quantitative approach with a cross-sectional design. The population consisted of public elementary school teachers in Pabelan District, and data were collected from 128 teachers using structured Likert-scale questionnaires measuring career development and achievement motivation. The data were analyzed using descriptive statistics, assumption testing, and simple linear regression to determine the predictive association between career development and teachers’ achievement motivation. The findings indicate that teachers’ achievement motivation was generally high, with a mean score of 148.09, while career development also demonstrated a relatively favorable level, with a mean score of 128.93. Among the dimensions of achievement motivation, the need for affiliation obtained the highest percentage (88.10%), followed by the need for achievement (87.30%) and the need for power (85.40%). Regarding career development, self-development showed the highest percentage (87.50%), followed by experience (86.90%) and work performance (82.90%). Regression analysis indicated a positive and statistically significant predictive association between career development and achievement motivation. The estimated regression model was Ŷ = 52.86 + 0.74X, with an estimated R² of 0.490, indicating that career development statistically accounted for approximately 49.0% of the variance in achievement motivation within the sample. These findings highlight the importance of providing sustainable opportunities for teachers’ professional growth, career development, and self-improvement to support achievement-oriented motivation.

این پژوهش، توسعه شغلی را به‌عنوان پیش‌بینی‌کننده انگیزه دستاورد در میان معلمان مدارس ابتدایی دولتی در منطقه پابلان، شهرستان سمراگ، اندونزی مورد بررسی قرار می‌دهد. این مطالعه از رویکردی کمی با طرح مقطعی استفاده کرد. جامعه آماری شامل معلمان مدارس ابتدایی دولتی منطقه پابلان بود و داده‌ها از طریق پرسشنامه‌های ساختاریافته لیکرت که توسعه شغلی و انگیزه دستاورد را اندازه‌گیری می‌کردند، از ۱۲۸ معلم جمع‌آوری شد. داده‌ها با استفاده از آمار توصیفی، آزمون فرضیات و رگرسیون خطی ساده برای تعیین رابطه پیش‌بینی‌کننده بین توسعه شغلی و انگیزه دستاورد معلمان تحلیل شدند. یافته‌ها نشان داد که انگیزه دستاورد معلمان به‌طور کلی بالا بود، با میانگین نمره ۱۴۸.۰۹، در حالی که توسعه شغلی نیز سطح نسبتاً مطلوبی را نشان داد، با میانگین نمره ۱۲۸.۹۳. در میان ابعاد انگیزه دستاورد، نیاز به تعلق‌گیری بالاترین درصد (۸۸.۱۰٪) را به خود اختصاص داد، پس از آن نیاز به دستاورد (۸۷.۳۰٪) و نیاز به قدرت (۸۵.۴۰٪) قرار داشت. در مورد توسعه شغلی، خودتوسعه بالاترین درصد (۸۷.۵۰٪) را نشان داد، پس از آن تجربه (۸۶.۹۰٪) و عملکرد شغلی (۸۲.۹۰٪). تحلیل رگرسیون نشان داد که رابطه پیش‌بینی‌کننده مثبت و معناداری از نظر آماری بین توسعه شغلی و انگیزه دستاورد وجود دارد. مدل رگرسیون تخمین‌زده‌شده به صورت Ŷ = 52.86 + 0.74X بود، با R² تخمین‌زده‌شده ۰.۴۹۰ که نشان می‌دهد توسعه شغلی به‌طور آماری حدود ۴۹.۰٪ از واریانس انگیزه دستاورد را در نمونه توضیح می‌دهد. این یافته‌ها بر اهمیت فراهم‌سازی فرصت‌های پایدار برای رشد حرفه‌ای، توسعه شغلی و خودبهبودی معلمان برای حمایت از انگیزه مبتنی بر دستاورد تأکید دارند.

One of the major challenges university students often face before graduating is preparing to transition into the workforce, a task made even more demanding after the Covid-19 pandemic.This phenomenological study explores how final-year students describe their career preparedness experiences in the post-pandemic era. In-depth interviews were conducted with four final-year students at a Malaysian public university. They were selected through a purposive sampling technique. The interview data were analysed using thematic analysis. The findings revealed five themes related to the students’ career preparedness experiences: expectations and realities, exposure to real work settings, promoting positive outcomes via preparation, development of professional identity, and acquisition of critical skills. The study recommends collaboration with selected secondary schools in exposing students to various client issues before practicum and internship training to further develop their counselling competencies and increase their career preparedness level.

In today’s dynamic service sectors, particularly aviation and tourism, innovation is a vital driver of performance. While leadership is known to foster innovation, the mechanisms by which leadership influences innovation outcomes through team learning remain underexplored. This study examines the impact of innovation leadership on team performance through team explorative learning, employee innovation, and team innovation, and further examines the moderating role of customer relationship management (CRM) practices in these relationships. Drawing on Social Exchange Theory and Social Learning Theory, innovation is conceptualized as a multi-level outcome shaped by leadership and team dynamics. Using Structural Equation Modelling on survey data from 430 employees and leaders in Vietnam’s aviation and tourism sector, the findings show that innovation leadership enhances team explorative learning, which in turn promotes employee and team innovation. These innovation outcomes subsequently enhance team performance, confirming their mediating roles in the relationship between team explorative learning and performance. Moreover, customer relationship management (CRM) practices moderate these relationships by strengthening the effect of team innovation on performance and attenuating the direct relationship between team explorative learning and team performance. In contrast, CRM practices had a limited moderating effect on the relationship between employee innovation and team performance. This study advances understanding of the indirect pathways through which leadership drives innovation and highlights CRM practices as a boundary condition. Practical implications for managing innovation in complex service environments are offered.

Peer feedback is a process where employees provide constructive input, based on their observations and interactions, with their colleagues. This feedback can encompass various aspects of an individual's performance, such as behavior, communication skills, and contributions to team dynamics. Peer feedback typically aims to offer valuable insights, promote personal growth, and enhance teamwork within an organization. It often involves both positive and constructive criticism, fostering a culture of continuous improvement. This approach helps employees gain a better understanding of their strengths and areas needing development, ultimately contributing to their professional development and the overall success of the organization. Peer feedback is an essential component of a 360-degree feedback system, offering a holistic view of an individual's performance.

Emotional intelligence (EI) has emerged as a relevant professional competency in nursing, yet its relationship with career growth remains underexplored in Saudi Arabia. This study examined the association between total emotional intelligence and perceived career growth among nurses in the Jazan Health Cluster. A cross-sectional correlational design was employed with 295 registered nurses in the Jazan Health Cluster recruited via convenience sampling. EI was measured using the Schutte Self-Report Emotional Intelligence Test, and career growth was measured using the Career Growth Scale. Pearson correlation and multiple linear regression served as the primary analytical strategies. The sample was predominantly female (78.0%), Saudi (67.1%), and BSN-qualified (74.9%), with a mean age of 36.28 years (SD = 7.94). Mean total EI was 127.98 (SD = 9.96), and mean total career growth was 53.73 (SD = 6.66). EI was positively correlated with career growth ( r = .351, 95% CI [0.246, 0.447], p < .001). Exploratory analysis showed that total EI was most strongly correlated with Career Capacity ( r = .438). Social Skills and Emotion Utilization showed broad positive patterns across the non-salary career-growth domains, whereas total EI was not associated with Salary Increase ( r = − .008, 95% CI [-0.122, 0.106]). The association between the total scores remained after covariate adjustment (B = 0.213, standardized β = 0.319, HC3 p < .001; adjusted R² = 0.220). Total emotional intelligence was positively associated with perceived career growth among nurses in Saudi Arabia after covariate adjustment but was not associated with perceived salary growth. Exploratory findings suggest that emotional competencies may be more relevant to developmental and relational aspects of career growth than to financial advancement. The findings may inform broader professional-development strategies aligned with Saudi Arabia’s Vision 2030 healthcare workforce priorities.

This study aims to address an important gap in the literature by examining the effects of technostress and safety climate on employees' technological productivity and by evaluating the moderating role of perceived organizational support in these relationships.Analyses conducted on survey data collected from 425 employees working in the defense industry reveal that technostress has a significant negative effect on technological productivity, whereas safety climate has a positive effect on technological productivity.The findings further indicate that perceived organizational support moderates the relationship between safety climate and technological productivity, strengthening the positive impact of safety climate on technological productivity.However, perceived organizational support does not exhibit a significant moderating effect on the relationship between technostress and technological productivity.By examining technostress, safety climate, and perceived organizational support-constructs that are rarely addressed together in the literature-within an integrated framework, this study contributes to a more comprehensive understanding of technological productivity.Furthermore, its focus on the defense industry, characterized by high-technology intensity and high reliability requirements, fills an important gap in the literature and provides actionable insights for improving employee well-being, safety, and technological productivity.

Background: Job instability within teachers in Nepal's private schools is a persistent matter, however its combined impacts on teaching performance and organizational trust remain under investigated. In this research, "permanent" denotes benefit-eligible status (teachers who get a provident fund, social security fund, insurance allowance, and government-standard paid leave after a certain qualifying period) whereas "temporary or contract-based" denotes teachers are deprived of one or more of these advantages. Objectives: This research investigates (i) the impact of job stability type on teaching performance and workplace effectiveness, (ii) the relationship between organizational job-security assist and organizational trust, and (iii) the joint predictive effect of both independent variables, along with quality of communication and collaboration tested as a possible moderator. Methods: A quantitative comparative-correlational approach was applied. Data were gathered from 219 teachers in private schools of Kathmandu Valley via a structured questionnaire utilizing a 5-point Likert scale. Item-level descriptives applied median and IQR; construct-level composites were examined applying independent-samples *t*-test, Pearson correlation, and multiple regression in SPSS. Job status was defined by availability of organizational benefits: permanent (benefit-eligible) teachers get provident fund, social security fund contributions, insurance allowance, and government-standard paid leave after a qualifying period, whereas contract-based teachers are deprived of. Results: Permanent teachers reported substantially higher teaching performance (M difference = 0.254, *p* = .036) and organizational trust (M difference = 0.269, *p* = .027) than temporary teachers. Multiple regression displayed that perceived employment stability (β = .560, *p* < .001) and institutional job-security support (β = .352, *p* < .001) combinely predicted teaching performance, R² = .793, F(2, 216) = 414.87, *p* < .001. For organizational trust, both predictors were additionally significant (β = .443 and .510, both *p* < .001), R² = .863, F(2, 216) = 677.95, *p* < .001. Moderation by communication quality was not assisted (all four interactions non-significant; *p* > .05). EFA extracted two factors justifying 73.75% of variance; Harman's test exhibited 54.64% on the first factor, just above the 50% threshold. Conclusion: Both perceived employment stability and institutional job-security assist independently and collectively predict teaching performance and organizational trust. Permanent employment is connected with higher results. Moderation by communication quality was not assisted. Novelty: This is within the first research to integrate employment stability type and institutional job-security assist in collectively predicting both teaching performance and organizational trust in Nepal's private school field, applying ordinal-appropriate item-level descriptives and composite-level parametric analysis.