https://space.mu.ac.zm/xmlui/handle/123456789/155 Wed, 06 May 2026 13:46:29 GMT 2026-05-06T13:46:29Z https://space.mu.ac.zm/xmlui/handle/123456789/233 An empirical study on the influence of training on affective job commitment and employee task performance among public service workers in Zambia Sinvula, Lungowe; Chikampa, Victor; Mataka, Blessings; Moonga, Fred Background: Employee task performance is an important latent variable that determines the effectiveness and success of any organisation. An empirical evaluation of its antecedents is therefore required. This study therefore aimed at determining how the latent variables of training and affective commitment relate to task performance. Methods: A quantitative ex post facto correlational design was used to achieve the research objectives. Item analysis was performed to determine reliability while dimensionality analysis was used to investigate the factor structures underlying the dimensions of the instruments. Confirmatory factor analysis was performed for the measurement model and through structure equation modelling (SEM) the structural model was investigated. Results: Reasonable fit with the data was found for the measurement and structural models through confirmatory factor analyses. A positive relationship between training and employee performance was found while non- statistically significant relationships between affective commitment and task performance as well as between training and affective commitment were found. Conclusion: The study makes a significant contribution to industrial psychology as well as human resource literature. The results of this study have provided empirical support to the proposition that training is a predictor of employee task performance in Zambia. By implication human resource practitioners ought to pay attention to training when trying to enhance employee performance. Sat, 01 Jan 2022 00:00:00 GMT https://space.mu.ac.zm/xmlui/handle/123456789/233 2022-01-01T00:00:00Z https://space.mu.ac.zm/xmlui/handle/123456789/232 An empirical study on the influence of social media addiction on employee engagement and organisational citizenship behaviour among public service workers in Zambia Muwowo, Misozi; Chikampa, Victor; Muyuni, Audrey Background: Employee positive behaviours in the form organisational citizenship behaviours determines how well the organisation can compete because employees who exhibit extra role behaviours helps other workers to go an extra mile in terms of their input. Extra role behaviours play a critical role in determining the competitiveness of any organisation as well as the financial performance of the organisation hence the importance of determining its antecedents in the Zambian context and how these determinants normologically relate. This study was motivated by the fact that little attention has been directed at examining the three variables namely social media addiction, job engagement and organisational citizenship behaviour in Zambia. Methods: A quantitative survey design was used to achieve the research objectives. Item analysis was performed to determine reliability while dimensionality analysis was used to investigate the factor structures underlying the dimensions of the three variables. Confirmatory factor analysis was performed for the measurement model and through structure equation modelling (SEM) the postulated structural model was investigated. Results: High levels of reliability were found among the scales except for one OCB sub scales. Uni-dimensionality of the subscales was demonstrated through exploratory factor analyses. Research results revealed that there was a statistically significant relationship between job engagement and OCB. Negative but statistically insignificant relationship between social media addiction and job engagement as well as between social media addiction and organisational citizenship behaviour (OCB) was established. Conclusion: Academically the study makes a significant contribution to industrial psychology, human resource management and public administration literature. The results of this study have provided empirical support to the proposition that job engagement is a predictor of employee performance specifically extra role work behaviours. Secondly negative path coefficients between social media addiction and job engagement and OCB implies that human resource practitioners ought to pay attention to interventions that would curb unwarranted social media usage among employees for it negatively affects their performance by first impacting on how engaged there are due to misplaced energies. Fri, 01 Jan 2021 00:00:00 GMT https://space.mu.ac.zm/xmlui/handle/123456789/232 2021-01-01T00:00:00Z https://space.mu.ac.zm/xmlui/handle/123456789/231 An empirical evaluation of the psychometric properties of the Sherer et al. general self-efficacy scale on the Zambian sample Kiwala, Joseph; Chikampa, Victor; Moonga, Ireen Background: The Sherer general self-efficacy scale (SGSES) is used to evaluate individuals’ levels of self-efficacy. With poor low productivity levels among Zambian organisations there is a great need of assessing employee’s self-efficacy in that self-efficacy is a predictor of employee performance (Bureau of African Affairs, 2012; Mills, 2010). However, the psychometric properties of the SGSES have not been established on a Zambian sample. This study therefore aimed at evaluating the reliability and construct validity of the SGSES among public service employees in Zambia. Methods: A survey research design using a quantitative research strategy was used to achieve the research objectives. The factorial structure models underlying SGSES were investigated using item analysis, exploratory factor analysis (EFA) as well as the confirmatory factor analysis (CFA) via structural equation modelling. Results: Statistical analyses provided acceptable fit of the measurement model with the empirical data. Conclusion: This study has demonstrated evidence of construct validity for the usage of the SGSES in the Zambian context. Sat, 01 Jan 2022 00:00:00 GMT https://space.mu.ac.zm/xmlui/handle/123456789/231 2022-01-01T00:00:00Z https://space.mu.ac.zm/xmlui/handle/123456789/230 A correlation of perceived organisational justice, job satisfaction and task performance among public service employees in Zambia Mwansa, Yvonne; Chikampa, Victor; Mwansa, Ancietos Background: Employee task performance plays a critical role in determining the financial performance of the organisation hence the importance of determining its antecedents in the Zambian context and how these determinants normologically relate. This study on the relationship between organisational justice, job satisfaction and employee task performance was motivated by the fact that little attention has been directed at examining the three variables in Zambia Methods: A correlational research design was used correlating organisational justice and job satisfaction on task performance. The factor structures underlying the three dimensions were investigated via factor analysis, while item analysis was performed to determine reliability. Pearson product moment was used to analyse how the three variables correlates. Multiple regression was further used to determine variance and empirical relationship between the variables Results: High levels of reliability were found among the three scales. Uni-dimensionality of the subscales was demonstrated through exploratory factor analyses. Correlational matrix results revealed that they were strong positive correlations between organisational justice, job satisfaction and employee task performance. Conclusion: Academically the study makes a significant contribution to human resource management literature. The results of this study have provided empirical support to the proposition that organisational justice and job satisfaction are predictors of employee task performance in Zambia. By implication human resource practitioners ought to pay attention to organisational justice and job satisfaction when trying to enhance task performance. Sat, 01 Jan 2022 00:00:00 GMT https://space.mu.ac.zm/xmlui/handle/123456789/230 2022-01-01T00:00:00Z