ความสัมพันธ์ระหว่างความกระปรี้กระเปร่าในงานกับผลการปฏิบัติงานโดยมีความยืดหยุ่นทางการรู้คิด การสนับสนุนจากเพื่อนร่วมงาน ความยืนหยัดในงาน และการกำหนดเป้าหมาย ที่ท้าทายเป็นตัวแปรส่งผ่าน

Abstract

(Relationship Between Vigor and Job Performance: The Mediating Effects of Cognitive Flexibility, Coworker Support, Task Persistence, and Difficulty of Self-Set Goals) Abstract   The aims of the current study are to examine the relationship between vigor and job performance, and to test the mediating effects of cognitive flexibility, co-worker support, task persistence, and difficulty of self-set goals on the relationship. Three hundred and nine Thai employees from private organizations in Bangkok Metropolitan region gave selt report tor vigor , cognitive flexibility, coworker support, difficulty of self-set goal, and perception of their own job performance. Participants’ immediate supervisor provided assessments of participants’ task persistence and overall job performance. A mediating analysis using bootstrapping indicates that, as expected, vigor significantly predicts job performance (participants’ and supervisors’ combined; [β = .98, R2= .35, F (3,305) = 53.53, p < .001). Cognitive flexibility (indirect effect = .12, BCs 95% CI [.07, .19]), task persistence (indirect effect = .16, BCs 95% CI [.08, .25]), and difficulty of self-set goal (indirect effect = .07, BCs 95% CI [.01, .14]) significantly mediats the predictive effect of vigor on job performance, while co-worker support does not (indirect effect = .01, BCs 95% CI [-.06, .07]).   Keywords: Job performance, Vigor, Cognitive flexibility, Co-worker support, Task persistence, Difficulty of self-set goals