The factors that influence job performance

Job performance is an individual output in terms of quality and quantity expected from every employee in a particular job. Individual performance is most of the determined by motivation and the will and ability to do the job. This study was conducted to find the factors that influence job performanc...

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Main Author:	Nor Hidayah, Omar
Format:	Thesis
Language:	eng eng
Published:	2015
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/5519/1/s813356_01.pdf https://etd.uum.edu.my/5519/2/s813356_02.pdf
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id	my-uum-etd.5519
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Tan, Fee Yean
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Nor Hidayah, Omar The factors that influence job performance
description	Job performance is an individual output in terms of quality and quantity expected from every employee in a particular job. Individual performance is most of the determined by motivation and the will and ability to do the job. This study was conducted to find the factors that influence job performance among non-executive employees at Telekom Malaysia Berhad Kedah and Perlis and used quantitative method in determining the relationship between all the independent variables (reward and recognition, training and development and proactive personality) and dependent variable (job performance). This study involved 250 respondents from non-executive employees Kedah and Perlis. Researcher has distributed 300 sets of questionnaire to the respondents but researcher only received back 250 completed questionnaires. The questionnaire contains of 34 items that have used five point Likert scale. Each hypothesis was tested using Statistics Package for Social Science (SPSS) version 20.0. The obtained data were analyzed using descriptive analysis and inferential analysis namely correlation and regression. Three hypotheses were formed after performed the inferential analysis was used to determine the relationship between independent variables and dependent variable. The results of the study showed that that most of the respondents agreed that the two factors which are training and development and proactive personality can increase their job performance. As a conclusion, training and development and proactive personality can give positive effects to the non-executive employees through their good performance. The findings were discussed and recommendations for further research were also addressed
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Nor Hidayah, Omar
author_facet	Nor Hidayah, Omar
author_sort	Nor Hidayah, Omar
title	The factors that influence job performance
title_short	The factors that influence job performance
title_full	The factors that influence job performance
title_fullStr	The factors that influence job performance
title_full_unstemmed	The factors that influence job performance
title_sort	factors that influence job performance
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2015
url	https://etd.uum.edu.my/5519/1/s813356_01.pdf https://etd.uum.edu.my/5519/2/s813356_02.pdf
_version_	1747827944990965760
spelling	my-uum-etd.55192021-04-04T08:11:53Z The factors that influence job performance 2015 Nor Hidayah, Omar Tan, Fee Yean School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment Job performance is an individual output in terms of quality and quantity expected from every employee in a particular job. Individual performance is most of the determined by motivation and the will and ability to do the job. This study was conducted to find the factors that influence job performance among non-executive employees at Telekom Malaysia Berhad Kedah and Perlis and used quantitative method in determining the relationship between all the independent variables (reward and recognition, training and development and proactive personality) and dependent variable (job performance). This study involved 250 respondents from non-executive employees Kedah and Perlis. Researcher has distributed 300 sets of questionnaire to the respondents but researcher only received back 250 completed questionnaires. The questionnaire contains of 34 items that have used five point Likert scale. Each hypothesis was tested using Statistics Package for Social Science (SPSS) version 20.0. The obtained data were analyzed using descriptive analysis and inferential analysis namely correlation and regression. Three hypotheses were formed after performed the inferential analysis was used to determine the relationship between independent variables and dependent variable. The results of the study showed that that most of the respondents agreed that the two factors which are training and development and proactive personality can increase their job performance. As a conclusion, training and development and proactive personality can give positive effects to the non-executive employees through their good performance. 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