Job Performance Essay

Job performance is a set of interactions that depends on the work situation. For an organization to achieve its own objectives, employees should do their work efficiently. The nature of job performance depends on job requirements, objectives, commissions and thoughts within an organization (Befort & Hattrup, 2003). Job performance is the quantity and quality of work performance. Job performance is the extent that employees’ behaviors cause to organization effectiveness (Phillips, 1998). It is defined as individual effectiveness in achieving organizational goals (Motowidlo, 2003). Job performance is the output of human behaviors and motivation and requirements are effective in people performance (Forss & Foy, 2001).

Communication is the process of exchanging and understanding the information. The Internet has change the communication over the last decades. Communication is a dynamic, contiguous, irremeable and interactive.

As researches show, Offline direct ties are expensive to maintain because employees need to spend time and effort to maintain such relationships. It is difficult for employees to develop their networks by developing new relationships. Offline direct ties are typically strong ties. Since employees communicate directly on the offline network, there is a lack of intermediaries.

Offline direct ties as a complement to offline indirect ties. As researches show offline indirect ties are usually weak ties. Therefore, people do not interact repeatedly, causing less opportunity to develop network similarities (Ibarra 1992; McPherson et al. 2001). When some information is transferred through many intermediaries, the probability of its alteration is high (Burt 1992). These ties decrease the velocity of knowledge exchange among people (Zhang & Venkatesh, 2013). Supposed that offline direct and offline indirect ties complement each other in influencing job performance. Thus, it hypothesizes