Introducing Nap-Break to Increase Work Performance
A Case of Business Public Schools in Pakistan
DOI:
https://doi.org/10.46568/kubrj.v1i1.6Keywords:
employee happiness, employee health, employee motivation, employee productivity, nap-break, performanceAbstract
This study aimed to examine the implementation nap break in organizations and its impact on employees’ productivity currently serving in public sector universities. Having reviewed the literature, the factors including employee health, employee happiness, employee productivity, and employee motivation, were found to be affecting positively with the introduction of nap break resulting in better performance of employees. Using quantitative research method, the data was gathered from the employees currently serving in four Public Sector universities operational in Pakistan. The Universities were selected using a convenient sampling technique. Data from the employees were gathered to examine if the explained aspects have any influence on their performance. After it, the gathered data was analyzed through Statistical Package for the Social Sciences by employing both the descriptive and inferential analysis, using regression test. The findings revealed that each of the influencing factors found while the reviewing literature was found having a positive impact on the employees’ performance. The study recommends the management of Public Sector universities in Pakistan to pay attention to employees’ nap break to increase their performance.
Downloads
References
Ahmad, M., & Allen, M. (2015). High performance HRM and establishment performance in Pakistan: an empirical analysis. Employee Relations, 37(5), 506. https://doi.org/10.1108/ER-05-2014-0044
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308. https://doi.org/10.1108/IJPPM-01-2013-0008
Autumn, M., Monica, H., Jitendra, M., & Bharat, M. (2016). The perfect nap. Advances in Management, 9(4), 1. https://search.proquest.com/docview/1778674348?accountid=135034
Berkhout, F. (2012). Adaptation to climate change by organizations. Wiley interdisciplinary reviews: climate change, 3(1), 91-106. https://doi.org/10.1002/wcc.154
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave. https://books.google.co.uk/books?id=SJpMDwAAQBAJ&sitesec=buy&source=gbs_vpt_read
Canibano, A. (2013). Implementing innovative HRM: trade-off effects on employee well-being. Management Decision, 51(3), 643. https://doi.org/10.1108/00251741311309706
Chew, Y. T. (2005). Achieving organisational prosperity through employee motivation and retention: A comparative study of strategic HRM practices in Malaysian institutions. Research and practice in human resource management, 13(2), 87-104.
Clinton, M., & van Veldhoven, M. J. P. M. (2012). HRM and employee well-being. Managing human resources, 364-388.
Creswell, J. W. (2013). Educational research: Planning, conducting, and evaluating. W. Ross MacDonald School Resource Services Library.
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1), 53-60.
Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American journal of theoretical and applied statistics, 5(1), 1-4.
Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human resource management review, 21(2), 123-136.
Khan, A. H., Nawaz, M. M., Aleem, M., & Hamed, W. (2012). Impact of job satisfaction on employee performance: An empirical study of autonomous Medical Institutions of Pakistan. African Journal of Business Management, 6(7), 2697.
Khan, M. A., & Ahmad, N. S. A. (2011). Modeling link between internal service quality in human resources management and employees retention: A case of Pakistani privatized and public sector banks. African Journal of Business Management, 5(3), 949.
Kossek, E. E., Kalliath, T., & Kalliath, P. (2012). Emerald Article: Achieving employee wellbeing in a changing work environment: An expert commentary on current scholarship. International Journal of Manpower, 33(7), 738-753.
Laursen, K., & Foss, N. J. (2003). New human resource management practices, complementarities and the impact on innovation performance. Cambridge Journal of Economics, 27(2), 243-263.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.
Porter, T. H., Riesenmy, K. D., & Fields, D. (2016). Work environment and employee motivation to lead: moderating effects of personal characteristics. American Journal of Business, 31(2), 66-84.
Purnell, M. T., Feyer, A. M., & Herbison, G. P. (2002). The impact of a nap opportunity during the night shift on the performance and alertness of 12‐h shift workers. Journal of sleep research, 11(3), 219-227.
Querstret, D., O'Brien, K., Skene, D. J., & Maben, J. (2019). Improving fatigue risk management in healthcare: A systematic scoping review of sleep-related/fatigue-management interventions for nurses and midwives. International Journal of Nursing Studies, 103513.
Rosenbloom, T., & Grossman, E. S. (2018). Assessment of performance impairment after short naps with and without sleep inertia. Transportation research part F: traffic psychology and behaviour, 52, 1-13.
Santas, G., Isik, O., & Demir, A. (2016). The effect of loneliness at work; work stress on work alienation and work alienation on employees’ performance in Turkish health care institution. South Asian Journal of Management Sciences, 10(2), 30-38.
Shakeel, M., & Iraqi, K. M. (2020). Impact of Nap Time on Work Performance: A Study of Public Sector Universities in Sindh. Research Journal of Supply Chain & Business Management, 2(1).
Takeyama, H., Kubo, T., & Itani, T. (2005). The nighttime nap strategies for improving night shift work in workplace. Industrial health, 43(1), 24-29.
Tummers, L., Kruyen, P., Vijverberg, D., & Voesenek, T. (2015). Connecting HRM and Change Management: The Importance of Proactivity and Vitality. Journal of Organizational Change Management, 28(4), 627-640.
Van De Voorde, K., Paauwe, J., & Van Veldhoven, M. (2012). Employee well‐being and the HRM–organizational performance relationship: a review of quantitative studies. International Journal of Management Reviews, 14(4), 391-407.
Vaske, J. J., Beaman, J., & Sponarski, C. C. (2017). Rethinking internal consistency in Cronbach's Alpha. Leisure Sciences, 39(2), 163-173.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2020 Karachi University Business Research Journal
This work is licensed under a Creative Commons Attribution 4.0 International License.
