Job performance is a topic that has been studied frequently due to its importance for organizations. An organization’s success depends on how well employees are performing their jobs, so it is critical for organizations to understand this importance and how to improve their employees’ performance. There are a variety of antecedents of job performance that can shed light on how to improve performance levels as well as lead to desired organizational outcomes. For example, personality, employee health, and employee engagement are a few antecedents that are fundamental for organizations to explore in order to promote job performance and positive organizational outcomes. One antecedent that is frequently researched is employees’ personality. Joyce
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One of the findings within this article indicates that depression, psychological well-being, and life satisfaction, aspects of overall psychological health, have a moderate-to-strong correlation to job performance. Since employ engagement has been referred to a psychological state, the degree to which these factors exist within employees plays a potential role for indicating if an employee will be engaged while working. Employees who are depressed and have low life satisfaction may not have the enthusiasm or vigor that is present within engagement. In addition, they may not be motivated to achieve goals or performance standards, which can negatively impact their job performance and appraisal ratings. In addition to psychological health, Ford et al., (2011) also found that ill-health is associated with large decreased in job performance. Literature has consistently shown that high blood pressure, or hypertension, was negatively related to performance due to the inefficient use of the cardiovascular system that can limit the ability to perform work-related tasks. This implies that physical health needs to be considered in conjunction with psychological health to ensure that employees are not limited in their ability to perform on the …show more content…
Highly engaged employees can promote innovation, higher levels of productivity, and increased bottom-line performance as well as reduce the cost of hiring and retention (“The Impact of Employee,” 2013). These outcomes can help organizations gain competitive advantage within their markets by increasing productivity and performance while reducing costs and developing more innovative ideas or products. In addition, this article also noted that high levels of customer service are important for reaching organizational success, which can be done by having engaged employees interacting with customers. Another important outcome is effectiveness, which, according to Hogan and Holland (2003), can be predicted by transformational leadership, which is related to Intellect-Openness to Experience. Similarly, Hogan and Holland (2003) also mentioned that different personality types and behaviors can lead employees to either try to get along or get ahead within their organization. In order to get along, employees need to cooperate, be friendly, and be positive. These employees are likely to engage in organizational citizenship behaviors, which is thought to be an aspect of performance, as well as contextual performance. These behaviors are thought to be related to personal discipline and facilitating performance within peers and teams. However, in order to
One of the findings within this article indicates that depression, psychological well-being, and life satisfaction, aspects of overall psychological health, have a moderate-to-strong correlation to job performance. Since employ engagement has been referred to a psychological state, the degree to which these factors exist within employees plays a potential role for indicating if an employee will be engaged while working. Employees who are depressed and have low life satisfaction may not have the enthusiasm or vigor that is present within engagement. In addition, they may not be motivated to achieve goals or performance standards, which can negatively impact their job performance and appraisal ratings. In addition to psychological health, Ford et al., (2011) also found that ill-health is associated with large decreased in job performance. Literature has consistently shown that high blood pressure, or hypertension, was negatively related to performance due to the inefficient use of the cardiovascular system that can limit the ability to perform work-related tasks. This implies that physical health needs to be considered in conjunction with psychological health to ensure that employees are not limited in their ability to perform on the …show more content…
Highly engaged employees can promote innovation, higher levels of productivity, and increased bottom-line performance as well as reduce the cost of hiring and retention (“The Impact of Employee,” 2013). These outcomes can help organizations gain competitive advantage within their markets by increasing productivity and performance while reducing costs and developing more innovative ideas or products. In addition, this article also noted that high levels of customer service are important for reaching organizational success, which can be done by having engaged employees interacting with customers. Another important outcome is effectiveness, which, according to Hogan and Holland (2003), can be predicted by transformational leadership, which is related to Intellect-Openness to Experience. Similarly, Hogan and Holland (2003) also mentioned that different personality types and behaviors can lead employees to either try to get along or get ahead within their organization. In order to get along, employees need to cooperate, be friendly, and be positive. These employees are likely to engage in organizational citizenship behaviors, which is thought to be an aspect of performance, as well as contextual performance. These behaviors are thought to be related to personal discipline and facilitating performance within peers and teams. However, in order to