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QUÁN m- QUÀN Lí

STATISTICAL IMPACTS OF JOB

ROTATION ON WORK PERFORMANCE:
EMPIRICAL STUDY AT THE DEPARTMENT
OF CUSTOMS OF DONG NAI PROVINCE
• VY VU QUYNH NHU

ABSTRACT:
Job rotation is mainly focused on developing a new environment for employees as part of
the job design initiative. It has a wide range of qualities and capabilities, which have an
influence on their desire to well complete their duties. The study was carried out at the
Department of Customs of Dong Nai Province, where there is a lot of employment rotation. In
the Department, interviews and observations were done as part of the study. Through a formal
survey and data analysis, it found that job rotation has a considerable impact on work
performance. Based on the study’s findings, it is suggested that proper work rotation planning
will increase the work performance of civil servants. Information regarding the job rotation
should be provided at the outset to allow government workers to pursue their passions while
also establishing good communication in parallel manner.
Keywords: job rotation, work performance, the Department of Customs of Dong Nai
Province.

1. Introduction

et al., 2018). The organizations must be adept to

In order to carry out their functions optimally,

prepare

their

human

resources

to

follow

?or the sake of their growth and development,

technology changes and demands in accordance

irganizations need to focus on improving the

with their organizational needs. Human resources

quality of their human resources, especially when

are the determinants of organization activities

coping with the subtleties of ecological changes

such as planning, organizing, and making choices,

that arise, as the technology, theories, concepts,

therefore they play the most significant and

and moral capabilities of organizational factors at

prospective role in the success of an organization

dll altitudes of work are required (Martinez-Leon

(Qamari et al., 2019). Because it helps to

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TẠP CHÍ CƠNG THIÍ0NG

attaining organizational goals effectively and
efficiently, an organization's capacity to manage
its resources will have a significant impact on its
performance.

Employees that perform well will help to
ensure that their jobs and obligations are carried
out smoothly. When opposed to those who are not
inspired to work, employees with strong
motivation can perform well and accomplish a
better job. Employees knowledge, abilities,
experience, and dedication must be engaged
before successful performance can be attained in
an organization; hence motivation is essential
(Ejere, 2010). Because motivation and
performance are so closely linked, firms will try a
variety of approaches to increase job

performance, such as giving motivation to these
employees. Job rotation is one strategy to boost
motivation at work. Thus, the job rotation is
considered as one of the key parts of a work
design program that focuses on work design
to ensure that employees do not become
bored while performing certain repetitive jobs
(Maleki, 2019).
Employees benefit from job rotation since it
provides them with a variety of tasks and allows
them to change occupations on a regular basis.
Employees may leverage their interests and
talents at work via job rotation, especially in
identifying the proper employment position. Job
rotations in groups are a wonderful technique to
educate people and support their learning
progress (Jamal, 2019). One of the benefits of job
rotation, according to Eriksson & Ortega (2006),
is the capacity to boost work motivation.
Employees that are rotated like to do a variety of
tasks rather than focusing on a single one. This
will have a beneficial influence on work
performance due to their increased desire in
carrying out the job and duties allotted to them.

This research was conducted with the civil
servants of the Department of Customs of Dong
202 SỐ27-Tháng 12/2021

Nai Province. Through job rotation, civil servants

will be able to have increased and equal skills so
that the Department has the flexibility and
conduciveness. This is because all civil servants
have had the same duties and responsibilities.

2. Literature Review
Job rotation is a strategy for increasing
organizational efficiency and effectiveness that
involves rotating people from one job function to
another on a regular basis (Digiesi et al., 2018).
Rotations are usually done for a set amount of
time once personnel are hired for the aim of
orientation and suitable job placement (Yu &
Zhang, 2020). According to Santos et al. (2017),
job rotation has the potential to minimize
monotony, enhance motivation by varying
employee tasks, and help employees better
understand how their work contributes to the
business. Furthermore, this rotation may give
indirect benefits to the organization (Rodriguez &
Barrero, 2017). Increased employee abilities
allow management greater flexibility in planning
employment, adjusting to changes, and filling
vacancies, among the benefits that may be
acquired. Aside from the benefits mentioned
above, there are several disadvantages to this
employment rotation. Moving a person to a new
position when efficiency in the old job results in
organizational savings might raise training
expenses and lower productivity. As members of

the work group acclimatize to new personnel, job
rotation adds to the distraction. In addition,
managers should devote more time to answering
queries and overseeing the work of newly
rotating staff.
Employees can improve their connections,
skills, and expertise by rotating jobs (Leider et
al., 2015). Various alleged concerns that have
arisen have been able to be rectified on their own
following the work rotation. Employees will be
more motivated as a result of this circumstance,
which will generate a more pleasant and tranquil


QUẢN TRỊ-QUẢN LÝ

working environment (Linggiallo et al., 2021). As
a result, motivation has an impact on work
performance (Borst et al., 2019). The orientation
of the objectives that a motivated individual has
set is the trait that characterizes his/her conduct.
Motivation gives employees a rush of energy and
then commands them to act and reach a
predefined objective.
3. Research Methods

This study deployed both qualitative and
quantitative approaches. And a self-completed
questionnaire consisting of 15 observed variables
for the two constructs was officially used in our

formal survey. 200 hard copies of the
questionnaire were directly delivered to the civil
servants of the Department of Customs of Dong
Nai Province. There were 174 pieces collected;
among them, there were 32 pieces invalid.
Therefore, the data recorded from 142 valid
respondents are used in the data analysis. The
data were analyzed with: (1) Scale reliability
analysis with Cronbachs Alpha; (2) Exploratory
Factor Analysis (EFA); and (3) Linear regression.
4. Empirical Results and Discussions

The scale reliability of the two factors, namely
Job Rotation and Work Performance was
determined with the Cronbachs alpha
coefficients. The obtained Cronbachs alpha
values of 0.78 and 0.83, respectively, indicate
that the scales are reliable for further analysis. In
the EFA, the obtained KMO is 0.74 with the
significance of Bartletts Test is less than 0.1%, it
is can be concluded the EFA analysis deployed in
this study is validated. Moreover, the 15 observed
variables are classified into 2 separate groups
which have similar components as shown in the
proposed constructs.
Especially, to investigate the impacts of the
independent factor Job Rotation on the Work
Performance, a relevant regression model was
conducted. It results in the significance level of

less than 0.1% and an R2 of 54.82%; these figures
indicate that there is a significant relationship
between the job rotation and work performance
of the civil servants at the Department of Customs
of Dong Nai Province.
The finding further agrees with those by
Digiesi et al. (2018), Kaymaz (2010) and Maleki
(2019) as they also found that job rotation can
stimulate employees to perform their jobs. In
addition, the finding in this paper also agrees with
those by Michalos et al. (2013) and Moussavi et
al. (2019) as there is a significant improvement
on work performance after employees
are rotated.

5. Conclusion
The findings suggest that while making
decisions, synchronization and harmonization are
required. Especially when it comes to work
rotation decisions. Although job rotation has the
potential to improve work performance,
everyone has diverse interests, expertise, and
talents. When employees at a specific level must
learn to adjust to new situations, they will
struggle. When the rotation is completed, it may
have an influence on work performance.
As a result, work motivation through job
rotation is recommended in order to improve the
work performance of civil servants at the
Department of Customs of Dong Nai Province.

Job rotation is critical so that the Department can
properly deal with people from various
backgrounds and diversity. A solid task rotation
procedure will also result in a strong work
performance output. In the job rotation process, it
is also critical for the Department to reassure civil
servants that job rotation would not impact their
benefits, allowing them to feel secure and at ease
while on the job. Consequently, they will learn
through rotation ■
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REFERENCES:
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Outcomes of Work Engagement: A Comparative Meta-Analysis Across the Public, Semipublic, and Private

Sector. Review of Public Personnel Administration, 40(4), 613-640.
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Workers of an Assembly Line by Job Rotation: a MINLP Model. International Journal of Industrial Engineering
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3. Ejere, E.I. (2010). A note on job performance and motivational techniques. Interdisciplinary Journal of
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4. Eriksson, T., & Ortega, J. (2006). The adoption ofjob rotation: Testing the theories. ILR Review, 59(4), 653-666.

5. Jamal, A.A.M. (2019). Work Turnover and Its Impact on the Quality of Productivity in the Industrial Sector.

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Receiving date: November 16,2021

Reviewing date: November 30,2021
Accepting date: December 9,2021

Authors information:
VY VU QUYNH NHU, MBA.

Department of Customs of Dong Nai Province

TÁC ĐỘNG THỐNG KÊ
CỦA VIỆC LUÂN CHUYỂN CÔNG VIỆC

ĐẾN HỆU QUẢ CƠNG VIỆC:

NGHIÊN CỨU ĐIỂN HÌNH
TẠI CỤC HẢI QUAN TỈNH ĐồNG NAI
• ThS. VYVŨ QUỲNH NHƯ
Cục Hải quan tỉnh Đồng Nai
TĨM TẮT:

Ln chuyển cơng việc chủ yếu tập trung vào việc phát triển một môi trường mới cho người
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này được thực hiện tại Cục Hải quan tĩnh Đồng Nai, nơi có sự luân chuyển công việc nhiều. Cụ

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đam mê, đồng thời thiết lập cách giao tiếp đa chiều một cách hiệu quả.
Từ khoá: luân chuyển công việc, hiệu quả công việc, Cục Hải quan tỉnh Đồng Nai.

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