Influential Factors Impacting the Performance of Employees with Less Than Five Years of Work Experience in High-Tech Enterprises located in Chengdu, China
Main Article Content
Abstract
Purpose: This study aims to explore the key factors that significantly influence employees' job performance in high-tech enterprises in Chengdu, China. The conceptual framework proposes the causal relationships between variables such as job engagement, innovative behavior, distributive justice, training, job satisfaction, organizational commitment, and employee job performance. Research design, data, and methodology: This study employed a questionnaire survey method and statistical analysis techniques to investigate 500 employees' job performance in high-tech enterprises who have less than five-year work experience. The researcher used Item-Objective Consistency (IOC) and Cronbach's Alpha to test the designed scales before distributing the questionnaire. Nonprobability and probability sampling methods are used, including judgmental and stratified random sampling. The collected data were subjected to statistical analyses, including Confirmatory Factor Analysis and Structural Equation Modeling, to assess reliability and validity and to analyze model fit. Results: The analysis of the research findings reveals that training, job engagement, distributive justice, job satisfaction, innovative behavior, and organizational commitment have a significantly positive impact on job performance among employees in high-tech enterprises. Nevertheless, Job satisfaction has no significant impact on organization commitment. Conclusions: This study provides recommendations for human resource management in high-tech enterprises, highlights research limitations, and suggests future research directions.
Downloads
Article Details

This work is licensed under a Creative Commons Attribution 4.0 International License.
The submitting author warrants that the submission is original and that she/he is the author of the submission together with the named co-authors; to the extend the submission incorporates text passages, figures, data, or other material from the work of others, the submitting author has obtained any necessary permission.
Articles in this journal are published under the Creative Commons Attribution License (CC-BY What does this mean?). This is to get more legal certainty about what readers can do with published articles, and thus a wider dissemination and archiving, which in turn makes publishing with this journal more valuable for you, the authors.
References
Arbuckle, J. L. (1995). AMOS for Windows Analysis of Moment Structures. Version 3.5. Small Waters Corp.
Aryee, S., Chen, Z. X., & Budhwar, P. S. (2004). Exchange fairness and employee performance: An examination of the relationship between organizational politics and procedural justice. Organizational behavior and human decision processes, 94(1), 1-14. https://doi.org/10.1016/j.obhdp.2004.03.002
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588-606. https://doi.org/10.1037/0033-2909.88.3.588
Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human performance, 10(2), 99-109. https://doi.org/10.1207/s15327043hup1002_3
Brown, S. P., & Peterson, R. A. (1993). Antecedents and consequences of salesperson job satisfaction: Meta-analysis and assessment of causal effects. Journal of marketing research, 30(1), 63-77. https://doi.org/10.1177/002224379303000106
Campbell, L., & Finch, E. (2004). Customer Satisfaction and Organizational Justice. Facilities, 22, 178-189. http://dx.doi.org/10.1108/02632770410547543.
Carter, M. Z., Mossholder, K. W., & Harris, J. N. (2018). Congruence effects of contingent reward leadership intended and experienced on team effectiveness: The mediating role of distributive justice climate. Journal of Occupational and Organizational Psychology, 91(3), 465-485.
Chien, M. S., Lawler, J. S., & Uen, J. F. (2010). Performance-based pay, procedural justice and job performance for R&D professionals: Evidence from the Taiwanese high-tech sector. The International Journal of Human Resource Management, 21(12), 2234-2248.
Colquitt, J. A., LePine, J. A., Piccolo, R. F., Zapata, C. P., & Rich, B. L. (2012). Explaining the justice–performance relationship: Trust as exchange deepener or trust as uncertainty reducer?. Journal of applied psychology, 97(1), 1-15. https://doi.org/10.1037/a0025208
Crow, M. S., Lee, C. B., & Joo, J. J. (2012). Organizational justice and organizational commitment among South Korean police officers: An investigation of job satisfaction as a mediator. Policing: an international journal of police strategies & management, 35(2), 402-423. https://doi.org/10.1108/13639511211230156
Demerouti, E., Cropanzano, R., Bakker, A., & Leiter, M. (2010). From thought to action: Employee work engagement and job performance. Work engagement: A handbook of essential theory and research, 65(1), 147-163.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European journal of Business and Management, 5(4), 137-147.
Filippini, R., Forza, C., & Vinelli, A. (1998). Trade-off and compatibility between performance: Definitions and empirical evidence. International Journal of Production Research, 36(12), 3379-3406.
Fletcher, L. (2016). Training perceptions, engagement, and performance: comparing work engagement and personal role engagement. Human Resource Development International, 19(1), 4-26.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
Fu, W., & Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a China’ s insurance company. Journal of business ethics, 124(2), 339-349. https://doi.org/10.1007/s10551-013-1876-y
Gao‐Urhahn, X., Biemann, T., & Jaros, S. J. (2016). How affective commitment to the organization changes over time: A longitudinal analysis of the reciprocal relationships between affective organizational commitment and income. Journal of Organizational Behavior, 37(4), 515-536. https://doi.org/10.1002/job.2088
Gibbs, T., & Ashill, N. J. (2013). The effects of high-performance work practices on job outcomes: Evidence from frontline employees in Russia. International Journal of Bank Marketing, 31(4), 305-326. https://doi.org/10.1108/ijbm-10-2012-0096
Greenspoon, P. J., & Saklofske, D. H. (1998). Confirmatory factor analysis of the multidimensional Students' Life Satisfaction Scale. Personality and Individual Differences, 25(5), 965–971. https://doi.org/10.1016/S0191-8869(98)00115-9
Grobelna, A. (2019). Effects of individual and job characteristics on hotel contact employees’ work engagement and their performance outcomes: A case study from Poland. International journal of contemporary hospitality management, 31(1), 349-369. https://doi.org/10.1108/ijchm-08-2017-0501
Hair, J., Black, W., Babin, B., Anderson, R., & Tatham, R. (2006). Multivariate Data Analysis (6th ed). Pearson Prentice Hall.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (2010). Multivariate data analysis (7th ed.). Prentice Hall.
Hill, C. W. L., & Rothaermel, F. T. (2003). The performance of incumbent firms in the face of radical technological innovation. Academy of Management Review, 28(2), 257-274.
Hu, L. T., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria versus New Alternatives. Structural Equation Modeling, 6, 1-55.
http://dx.doi.org/10.1080/10705519909540118
Israel, G. D. (1992). Determining sample size. University of Florida Cooperative Extension Service, Institute of Food and Agriculture Sciences, EDIS, Florida.
Jafri, M. H. (2010). Organizational commitment and employee's innovative behavior: A study in retail sector. Journal of Management Research, 10(1), 62-68.
Jex, S. M., & Britt, T. W. (2008). Organizational Psychology: A Scientist-Practitioner Approach (1st ed.). John Wiley & Sons, New York
Johnston, M. W., Parasuraman, A., Futrell, C. M., & Black, W. C. (1990). A longitudinal assessment of the impact of selected organizational influences on salespeople's organizational commitment during early employment. Journal of marketing research, 27(3), 333-344. https://doi.org/10.1177/002224379002700307
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724. https://doi.org/10.5465/256287
Kim, M. S., & Koo, D. W. (2017). Linking LMX, engagement, innovative behavior, and job performance in hotel employees. International Journal of Contemporary Hospitality Management, 29(12), 3044-3062. https://doi.org/10.1108/ijchm-06-2016-0319
Kwon, K., & Kim, T. (2020). An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model. Human Resource Management Review, 30(2), 100704. https://doi.org/10.1016/j.hrmr.2019.100704
Lapierre, L. M., Van Steenbergen, E. F., Peeters, M. C., & Kluwer, E. S. (2016). Juggling work and family responsibilities when involuntarily working more from home: A multiwave study of financial sales professionals. Journal of Organizational Behavior, 37(6), 804-822. https://doi.org/10.1002/job.2075
Lee, Y. K., Nam, J. H., Park, D. H., & Ah Lee, K. (2006). What factors influence customer‐oriented prosocial behavior of customer‐contact employees?. Journal of services marketing, 20(4), 251-264. https://doi.org/10.1108/08876040610674599
Li, Y., Zhao, Y., & Liu, Y. (2006). The relationship between HRM, technology innovation and performance in China. International journal of manpower, 27(7), 679-697. https://doi.org/10.1108/01437720610708284
Link, M. W., & Oldendick, R. W. (2000). The role of survey research in the benchmarking process. Journal of Public Budgeting. Accounting & Financial Management, 12(1), 138-164. https://doi.org/10.1108/jpbafm-12-01-2000-b007
Liu, Y., Combs, J. G., Ketchen, D. J., & Ireland, R. D. (2007). The value of human resource management for organizational performance. Business horizons, 50(6), 503-511. https://doi.org/10.1016/j.bushor.2007.07.002
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and organizational Psychology, 1(1), 3-30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Goffin, R. D., & Jackson, D. N. (1989). Organizational commitment and job performance: It is the nature of the commitment that counts. Journal of applied Psychology, 74(1), 152- 156. https://doi.org/10.1037/0021-9010.74.1.152
Mowday, R. T., Steers, R. W., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247. https://doi.org/10.1016/0001-8791(79)90072-1
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (3rd ed.). McGraw-Hill.
Polonsky, M. J., & Waller, D. S. (2015). Designing and Managing a Research Project: A Business Student's Guide (1st ed.). SAGE Publications Ltd.
Rayton, B. A. (2006). Examining the interconnection of job satisfaction and organizational commitment: An application of the bivariate probit model. The International Journal of Human Resource Management, 17(1), 139-154. https://doi.org/10.1080/09585190500366649
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of management journal, 53(3), 617-635. https://doi.org/10.5465/amj.2010.51468988
Salanova, M., Agut, S., & Peiro, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate. Journal of applied Psychology, 90(6), 1217-1227. https://doi.org/10.1037/0021-9010.90.6.1217
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Occupational and Organizational Psychology and Behavior, 25(3), 293-315. https://doi.org/10.1002/job.248
Swalhi, A., Zgoulli, S., & Hofaidhllaoui, M. (2017). The influence of organizational justice on job performance: The mediating effect of affective commitment. Journal of Management Development, 36(4), 542-559. https://doi.org/10.1108/jmd-11-2015-0162
Thurlings, M., Arnoud, E., & Vermeulen, M. (2015). Toward a model of explaining teachers’ innovative behavior: a literature review. Review of Educational Research, 85(3), 430-471. https://doi.org/10.3102/0034654314557949
Wang, C. (2020). Research on innovation efficiency of Chinese high-tech enterprise. [Unpublished Doctoral dissertation]. Graduate School of Chinese Academy of Social Sciences.
Wang, Y., Tsai, C. H., Tsai, F. S., Huang, W., & Cruz, S. M. (2018). Antecedent and consequences of psychological capital of entrepreneur. Sustainability, 10, 3717. https://doi.org/10.3390/su10103717
West, M. A., & Farr, J. L. (1989). Innovation at work: psychological perspective. Social Behavior, 4, 15-30. https://doi.org/10.1111/j.2044-8260.1976.tb00029.x
Witt, L. A., & Nye, L. G. (1992). Gender and the relationship between perceived fairness of pay or promotion and job satisfaction. Journal of Applied psychology, 77(6), 910- 917. https://doi.org/10.1037/0021-9010.77.6.910
Yang, J. T. (2010). Antecedents and consequences of job satisfaction in the hotel industry. International Journal of Hospitality Management, 29(4), 609-619. https://doi.org/10.1016/j.ijhm.2009.11.002
Yu, J., Arizamontes, A., & Giorgi, G. (2020). Sustainable relationship development between hotel company and its employees: linking job embeddedness, job satisfaction, self-efficacy, job performance, work engagement, and turnover. Sustainability, 12(17), 7168. https://doi.org/10.3390/su12177168
Zhang, N., Wang, B., & Liu, Z. (2016). Carbon emissions dynamics, efficiency gains, and technological innovation in China's industrial sectors. Energy 99, 10–19.
Zhang, X. M., & Bartol, K. M. (2010). The influence of creative process engagement on employee creative performance and overall job performance: A curvilinear assessment [J]. Journal of Applied Psychology, 95(5), 862-873. https://doi.org/10.1037/a0020173