Abstract:
Job rotation is the most important approach of job design as well as
human capital development policies which has the potential to improve
job satisfaction and increase capabilities of employees. Literature says
job rotation has impact on employee performance. Job rotation has yet
to be studied as an effective component of employee performance; this
present study attempts to study the influence of job rotation on employee performance with the mediating effects of job satisfaction
and skill variation of Non-Executive employees in a Bank in Sri Lanka.
The conceptual framework developed by Saranavani and Abbasi (2013)
was used in this research; where job rotation as the independent
variable, employee performance as the dependent variable, job
satisfaction and skill variation are as mediating variables. Descriptive
statistics, correlation analysis and regression analysis were conducted
to analyze the data collected from 106 respondents that selected
through the Simple random sampling technique. The data were
followed the Baron and Kenny’s explanation in partial mediation for
both mediating variables. The regression analysis shows that there is a
positive significant relationship between job rotation and employee
performance. The result also shows that both job satisfaction and skill
variation partially mediates job rotation to employee performance
relationship. Therefore, this present study helps employers to put more
emphasis on job rotation by considering job satisfaction and skill
variation to enhance employees’ performance.
