What drives employee performance? Revisiting the human performance system model
The performance of firms is a result of the work performance of its individual employees making up its valuable workforce. While there exist several research models offering their perspectives of work performance factors, the human performance system model offers a relatively more detailed and c...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
Penerbit Universiti Kebangsaan Malaysia
2020
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| Online Access: | http://journalarticle.ukm.my/16776/ http://journalarticle.ukm.my/16776/1/34071-139376-1-PB.pdf |
| _version_ | 1848814138467287040 |
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| author | Intan Soraya Rosdi, Mazni Alias, Norhazlin Ismail, |
| author_facet | Intan Soraya Rosdi, Mazni Alias, Norhazlin Ismail, |
| author_sort | Intan Soraya Rosdi, |
| building | UKM Institutional Repository |
| collection | Online Access |
| description | The performance of firms is a result of the work performance of its individual employees making up its valuable
workforce. While there exist several research models offering their perspectives of work performance factors, the
human performance system model offers a relatively more detailed and comprehensive range of determinants of
individual work performance. However, empirical evidence for the model seems absent from literature and
qualitative evidence seems scant and only limited to a few case studies. The minimal evidence suggests that this
area is still in need of exploration. Hence, this paper explores the constructs in the human performance system
model from qualitative data through focus group discussion sessions on factors determining individual work
performance. The model’s six work performance factors are performance specification, task support,
consequences, feedback, skills/knowledge, and individual capacity. Data comes from 280 research participants
engaged through 33 focus group discussion sessions. The results are consistent with the work performance factors
proposed by the human performance system model. Besides lending support to the human performance system
model, another important contribution of the study is the identification of research variables, which can be used
for the development of a survey questionnaire for future empirical testing of the model. |
| first_indexed | 2025-11-15T00:29:19Z |
| format | Article |
| id | oai:generic.eprints.org:16776 |
| institution | Universiti Kebangasaan Malaysia |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-15T00:29:19Z |
| publishDate | 2020 |
| publisher | Penerbit Universiti Kebangsaan Malaysia |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | oai:generic.eprints.org:167762021-06-14T04:01:16Z http://journalarticle.ukm.my/16776/ What drives employee performance? Revisiting the human performance system model Intan Soraya Rosdi, Mazni Alias, Norhazlin Ismail, The performance of firms is a result of the work performance of its individual employees making up its valuable workforce. While there exist several research models offering their perspectives of work performance factors, the human performance system model offers a relatively more detailed and comprehensive range of determinants of individual work performance. However, empirical evidence for the model seems absent from literature and qualitative evidence seems scant and only limited to a few case studies. The minimal evidence suggests that this area is still in need of exploration. Hence, this paper explores the constructs in the human performance system model from qualitative data through focus group discussion sessions on factors determining individual work performance. The model’s six work performance factors are performance specification, task support, consequences, feedback, skills/knowledge, and individual capacity. Data comes from 280 research participants engaged through 33 focus group discussion sessions. The results are consistent with the work performance factors proposed by the human performance system model. Besides lending support to the human performance system model, another important contribution of the study is the identification of research variables, which can be used for the development of a survey questionnaire for future empirical testing of the model. Penerbit Universiti Kebangsaan Malaysia 2020 Article PeerReviewed application/pdf en http://journalarticle.ukm.my/16776/1/34071-139376-1-PB.pdf Intan Soraya Rosdi, and Mazni Alias, and Norhazlin Ismail, (2020) What drives employee performance? Revisiting the human performance system model. Jurnal Pengurusan, 59 . pp. 1-12. ISSN 0127-2713 https://ejournal.ukm.my/pengurusan/issue/view/1328 |
| spellingShingle | Intan Soraya Rosdi, Mazni Alias, Norhazlin Ismail, What drives employee performance? Revisiting the human performance system model |
| title | What drives employee performance? Revisiting the human performance system model |
| title_full | What drives employee performance? Revisiting the human performance system model |
| title_fullStr | What drives employee performance? Revisiting the human performance system model |
| title_full_unstemmed | What drives employee performance? Revisiting the human performance system model |
| title_short | What drives employee performance? Revisiting the human performance system model |
| title_sort | what drives employee performance? revisiting the human performance system model |
| url | http://journalarticle.ukm.my/16776/ http://journalarticle.ukm.my/16776/ http://journalarticle.ukm.my/16776/1/34071-139376-1-PB.pdf |