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Item type:Publication, The relationship between telework, job performance, work-life balance and family supportive supervisor behaviours in the context of COVID-19(Sage Publications India Pvt. Ltd, 2021-01-01)Telework has become a very popular arrangement that has grown rapidly worldwide, most recently due to the COVID-19 pandemic. It is important to deepen our knowledge about the performance of companies and employees in the context of telework because the results of previous studies are contradictory. The present study examines the relationship among telework, job performance, work–life balance (WLB) and family supportive supervisor behaviour (FSSB) in the context of COVID-19. The data ( N = 519), which are collected from large private service companies in Colombia during the COVID-19 pandemic, are analysed using partial least squares structural equation modelling (PLS-SEM). The results do not indicate a correlation between telework and job performance or WLB in the context of the pandemic. However, positive relationships are found between job performance and both FSSB and WLB, and between FSSB and WLB. The findings help us to understand both the importance of WLB and FSSB for teleworkers and the way these factors impact job performance. The present results could help companies design strategies for the implementation of telework after COVID-19. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Moderation of National Culture Between Psychological Empowerment and Resilience in Job Performance(Universidad del Zulia, 2023-01-01)The present study analyzed the moderation of power distance in the relationship between psychological empowerment and resilience in job performance in the context of the pandemic. The research approach is descriptive and correlational with a non-experimental and transversal design. The sample (n=845) were employees of companies in the telecommunications sector in Costa Rica and Peru, three and five companies respectively. The analysis with PLS-SEM showed that the model explains 20% of the performance (R²= 0.20). Power distance does not moderate the relationship between empowerment and job performance (β= 0.061, p= 0.196), nor does it moderate the relationship between resilience and performance (β= 0.035, p= 0.376). Empowerment positively influences job performance (β= 0.268, p= 0.000); Likewise, resilience positively influences performance (β= 0.272, p= 0.000). The results of the study have theoretical implications because they confirm the positive influence of psychological empowerment on job performance and, above all, provide novel empirical evidence of the positive impact of resilience on performance. In this sense, based on the empirical results of the study, investment in management that promotes the psychological empowerment and resilience of employees is recommended. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Mediating Effect of the Adoption of Industry 4.0 Technologies on the Relationship Between Job Involvement and Job Performance of Millennials(Multidisciplinary Digital Publishing Institute (MDPI), 2023-07-01)Despite recent interest in Industry 4.0, little is known about the relationship between job involvement and job performance of millennial workers in companies. The present study addresses this knowledge gap by exploring the mediation of the adoption of Industry 4.0 technologies (IND) between job involvement (INV) and job performance (PRF). Data was collected from 241 employees of large Canadian companies. The structural equation model was used to test the mediation effect of IND and the relationship between INV and PRF. Results based on this model (SEM) revealed differences by gender. It was found that in men, INV was positively related to PRF and that in women, INV was positively related to IND, although it was also evident that millennial employees showed egalitarian gender attitudes by strongly perceiving IND positively with PRF. Furthermore, IND fully measured the relationship between INV and PRF in manufacturing firms but not in service firms. Years of work experience was also found to affect the mediation effect of IND between INV and PRF, while it was not significant for education level. This study also highlights demographic criteria such as the age, income, and status of millennial employees. Implications of these findings are discussed, and useful insights are provided on new I4.0 approaches that improve industrial processes. This research contributes to developing the Theory of Planned Behaviour and proposes that managers use current continuous improvement approaches, human-centred and consistent with new I4.0 technologies. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Reconnecting to perform: the mediating role of well-being in disidentification(Emerald Publishing Limited, 2026-01-09)The of this study is to integrate social identity theory (SIT) with the Job demands-resources (JD-R) model to test whether workplace well-being (WWB) mediated the link between organisational disidentification (DISI) and employee outcomes in public hospitals. Design/methodology/approach A cross-sectional survey of healthcare professionals was used; confirmatory factor analysis and structural equation modelling were used to test the measurement and structural models. A complementary multiple correspondence analysis profiled psychosocial risk segments. Findings DISI significantly undermined WWB and, through this decline, increased turnover intention (TURI), reduced job performance (JP) and elevated counterproductive work behaviour (CWB), with stronger effects among younger professionals. Research limitations/implications The cross-sectional design limits causal inference and the evidence come from two public hospitals in one country, which constrains generalisability. Future research should adopt longitudinal and multilevel designs, test theoretically grounded moderators (e.g. organisational justice, leadership) and compare across institutional contexts to refine boundary conditions for the integrated SIT + JD-R framework. Practical implications Protecting WWB through demand-resource redesign and identity repair at the team level may curb turnover, sustain performance and reduce deviance. Social implications Protecting WWB through demand-resource redesign and identity repair at the team level was able to curb attrition, sustain performance and reduce deviance. Originality/value The study specified why and how DISI depletes resources within SIT + JD-R under systemic moral stress, a condition typical of hospitals with limited resources, clarifying the mediating role of WWB. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Impact of Distance Power, Resilience and Psychological Empowerment on Police Performance in Peru(Transnational Press London, 2025-07-31)The study delves into how national culture, specifically the power distance dimension moderates the relationship between psychological empowerment and resilience on the work performance of Peruvian Police officers. The research involved a sample of 337 senior officers. Interestingly, power distance itself did not have a significant influence on performance. In contrast, resilience was shown to positively influence performance (β= 0.284, p= 0.000), and empowerment had a significant effect on performance as well (β= 0.426, p= 0.000). This research is groundbreaking in shedding light on how cultural factors moderate the relationship between resilience and job performance, moving beyond traditional mental health studies in police contexts. Based on these findings, we recommend that the institutional culture of the Peruvian National Police and its subcultures be professionally managed and updated in accordance with current global and digital values. Additionally, we suggest enhancing resilience and empowerment among police officers to achieve higher performance levels.36 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Ambivalent identification: the role of job performance in strengthening organizational identification in healthcare settings(Emerald Publishing Limited, 2025-11-10)PURPOSE: This study examines the direct impact of job performance on organizational identification and the mediating role of ambivalent identification among hospital employees. The aim is to provide a deeper understanding of how high-performing employees influence organizational identification, integrating both positive and negative experiences. DESIGN/METHODOLOGY/APPROACH: Data were collected from employees across three hospitals in Colombia and Argentina. The research utilized regression analysis and structural equation modelling (SEM) to test the proposed relationships between job performance, ambivalent identification and organizational identification. Multigroup SEM was used to assess differences by control variables. FINDINGS: The study reveals that job performance significantly influences organizational identification, a relationship scarcely explored in prior research. Ambivalent identification serves as a crucial mediator, offering a novel perspective on how employees' mixed feelings towards their organization impact their overall identification. This dual role of ambivalent identification highlights the complex interplay between job performance and organizational outcomes, emphasizing the importance of managing both positive and negative employee experiences. Including ambivalent identification as a mediator increases explained variance in organizational identification by 18%. ORIGINALITY/VALUE: This research breaks new ground by investigating the relatively unexplored pathway from job performance on organizational identification, incorporating ambivalent identification as a mediating variable. The use of the JD-R model to frame this relationship offers a comprehensive understanding of the dynamics involved, demonstrating the dual effects of job demands and resources on organizational outcomes. This study not only expands the theoretical understanding of these constructs but also provides practical implications for managing employee performance and organizational identification in the healthcare sector.2