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Individual Work Performance Success Factors: Revisiting the Human Performance System Model

The work performance of individual employees plays an important role in increasing the labour productivity of a nation in the long term. Past studies have revealed models of work performance factors. However, the human performance system model offers a relatively more detailed and comprehensive rang...

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Main Authors: Ismail, Norhazlin, Rosdi, Intan Soraya
Format: Article
Language:English
Published: UUM Press 2022
Subjects:
HF Commerce
Online Access:https://repo.uum.edu.my/id/eprint/29987/1/JBMA%2012%2002%202022%201-21.pdf
https://doi.org/10.32890/jbma2022.12.2.1
https://repo.uum.edu.my/id/eprint/29987/
https://e-journal.uum.edu.my/index.php/jbma/article/view/14530
https://doi.org/10.32890/jbma2022.12.2.1
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spelling my.uum.repo.299872023-11-28T08:41:23Z https://repo.uum.edu.my/id/eprint/29987/ Individual Work Performance Success Factors: Revisiting the Human Performance System Model Ismail, Norhazlin Rosdi, Intan Soraya HF Commerce The work performance of individual employees plays an important role in increasing the labour productivity of a nation in the long term. Past studies have revealed models of work performance factors. However, the human performance system model offers a relatively more detailed and comprehensive range of determinants of individual work performance which is seemingly absent from past studies. The model’s six work performance determinants are performance specification, task support, consequences, feedback, skills/knowledge and individual capacity. A questionnaire was designed to identify research variables from each work performance determinant in the model. A pilot study was conducted to finalise it. The seven factors in our study are: competency, self-efficacy, career awareness and interests, resources and support, incentives and rewards, performance targets, and performance feedback. Data were obtained based on stratified random sampling of 4,000 employees from different job levels in the Information Technology and Network Division of a telecommunication company which yielded 3,529 final responses. The results show that out of these seven factors, performance feedback was not significant and that only the incentives and rewards factor is negatively significant with work performance. Thus, it is important for the organisation to focus on competency, self-efficacy, career awareness and interests, resources and support, and performance targets to increase labour productivity; and at the same time, carefully look into the dimensions of incentives and rewards for the benefit of a nation. UUM Press 2022 Article PeerReviewed application/pdf en cc4_by https://repo.uum.edu.my/id/eprint/29987/1/JBMA%2012%2002%202022%201-21.pdf Ismail, Norhazlin and Rosdi, Intan Soraya (2022) Individual Work Performance Success Factors: Revisiting the Human Performance System Model. Journal of Business Management and Accounting (JBMA), 12 (2). pp. 1-21. ISSN 2231-9298 (e2636-9249) https://e-journal.uum.edu.my/index.php/jbma/article/view/14530 https://doi.org/10.32890/jbma2022.12.2.1 https://doi.org/10.32890/jbma2022.12.2.1
institution Universiti Utara Malaysia
building UUM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Utara Malaysia
content_source UUM Institutional Repository
url_provider http://repo.uum.edu.my/
language English
topic HF Commerce
spellingShingle HF Commerce
Ismail, Norhazlin
Rosdi, Intan Soraya
Individual Work Performance Success Factors: Revisiting the Human Performance System Model
description The work performance of individual employees plays an important role in increasing the labour productivity of a nation in the long term. Past studies have revealed models of work performance factors. However, the human performance system model offers a relatively more detailed and comprehensive range of determinants of individual work performance which is seemingly absent from past studies. The model’s six work performance determinants are performance specification, task support, consequences, feedback, skills/knowledge and individual capacity. A questionnaire was designed to identify research variables from each work performance determinant in the model. A pilot study was conducted to finalise it. The seven factors in our study are: competency, self-efficacy, career awareness and interests, resources and support, incentives and rewards, performance targets, and performance feedback. Data were obtained based on stratified random sampling of 4,000 employees from different job levels in the Information Technology and Network Division of a telecommunication company which yielded 3,529 final responses. The results show that out of these seven factors, performance feedback was not significant and that only the incentives and rewards factor is negatively significant with work performance. Thus, it is important for the organisation to focus on competency, self-efficacy, career awareness and interests, resources and support, and performance targets to increase labour productivity; and at the same time, carefully look into the dimensions of incentives and rewards for the benefit of a nation.
format Article
author Ismail, Norhazlin
Rosdi, Intan Soraya
author_facet Ismail, Norhazlin
Rosdi, Intan Soraya
author_sort Ismail, Norhazlin
title Individual Work Performance Success Factors: Revisiting the Human Performance System Model
title_short Individual Work Performance Success Factors: Revisiting the Human Performance System Model
title_full Individual Work Performance Success Factors: Revisiting the Human Performance System Model
title_fullStr Individual Work Performance Success Factors: Revisiting the Human Performance System Model
title_full_unstemmed Individual Work Performance Success Factors: Revisiting the Human Performance System Model
title_sort individual work performance success factors: revisiting the human performance system model
publisher UUM Press
publishDate 2022
url https://repo.uum.edu.my/id/eprint/29987/1/JBMA%2012%2002%202022%201-21.pdf
https://doi.org/10.32890/jbma2022.12.2.1
https://repo.uum.edu.my/id/eprint/29987/
https://e-journal.uum.edu.my/index.php/jbma/article/view/14530
https://doi.org/10.32890/jbma2022.12.2.1
_version_ 1783881390024032256
score 13.211869

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