Refine adjustment

Thank you. Now I can see the direction of your study much more clearly.

Your title is:

"Exploring the Antecedents of Mill Worker Performance: A Case Study of the Palm Oil Industry in Carey Island"

The important thing is that your study is not actually about Industry 4.0 or technology adoption itself. Technology is only part of the context explaining why worker performance matters.

Your framework is:

Independent Variables

• Organizational Factors

• Environmental Factors

• Individual Factors

Mediator

• Perceived Supervisor Support (PSS)

Dependent Variable

• Employee Performance

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What this means for Chapter 2

The section I wrote earlier:

"Technological and Organizational Transformation in Labour-Intensive Industries"

is actually more suitable as:

2.1 Industry Context

rather than a core antecedent.

Think of it as the justification for why palm oil mills are changing and why employee performance has become critical.

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Suggested Literature Review Structure

2.0 Introduction

Overview of Chapter 2.

2.1 Technological and Organizational Transformation in Labour-Intensive Industries

Purpose:

• Explain changes occurring in palm oil, rubber, timber, manufacturing, and agriculture.

• Discuss Industry 4.0.

• Discuss labour shortages.

• Discuss productivity pressures.

• Explain why worker performance has become strategically important.

This is your context-setting section.

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2.2 Employee Performance

Purpose:

• Define employee performance.

• Dimensions of employee performance.

• Employee performance in manufacturing and palm oil industries.

• Importance of employee performance.

This is your DV section.

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2.3 Organizational Factors

Possible dimensions:

• Training and development

• Communication

• Leadership

• Reward systems

• Organizational culture

• Career opportunities

Discuss studies showing relationship with employee performance.

Addresses:

RQ1
RO1

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2.4 Environmental Factors

Possible dimensions:

• Working conditions

• Safety climate

• Physical environment

• Work facilities

• Technology availability

Discuss studies showing influence on performance.

Addresses:

RQ1
RO1

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2.5 Individual Factors

Possible dimensions:

• Motivation

• Skills

• Competency

• Self-efficacy

• Work attitude

Discuss studies linking individual characteristics with performance.

Addresses:

RQ1
RO1

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2.6 Perceived Supervisor Support (PSS)

This should be a major section because it is your mediator.

Subsections:

2.6.1 Definition of PSS

2.6.2 Social Exchange Theory Perspective

2.6.3 Antecedents of PSS

Connect:

• Organizational factors → PSS

• Environmental factors → PSS

• Individual factors → PSS

Addresses:

RQ2
RO2

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2.7 PSS and Employee Performance

Discuss:

• Supervisor support

• Employee commitment

• Motivation

• Job satisfaction

• Performance outcomes

Addresses:

RQ3
RO3

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2.8 Mediating Role of PSS

This is critical.

Create three separate discussions:

2.8.1 PSS as Mediator between Organizational Factors and Performance

2.8.2 PSS as Mediator between Environmental Factors and Performance

2.8.3 PSS as Mediator between Individual Factors and Performance

Addresses:

RQ4
RO4

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2.9 Underpinning Theory

I strongly recommend:

Social Exchange Theory (SET)

Why?

Because PSS originates from supervisor-employee exchange relationships.

Logic:

• Organization provides resources.

• Supervisor represents the organization.

• Employees perceive support.

• Employees reciprocate through better performance.

SET is one of the most commonly used theories for PSS studies.

You could also mention:

• Organizational Support Theory (OST)

but SET should be your primary theory.

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2.10 Hypothesis Development

Example:

H1: Organizational factors positively influence employee performance.

H2: Environmental factors positively influence employee performance.

H3: Individual factors positively influence employee performance.

H4: Organizational factors positively influence PSS.

H5: Environmental factors positively influence PSS.

H6: Individual factors positively influence PSS.

H7: PSS positively influences employee performance.

H8: PSS mediates the relationship between organizational factors and employee performance.

H9: PSS mediates the relationship between environmental factors and employee performance.

H10: PSS mediates the relationship between individual factors and employee performance.

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2.11 Conceptual Framework

Your framework naturally becomes:

Organizational Factors ───┐
                          │
Environmental Factors ────┼──► PSS ───► Employee Performance
                          │
Individual Factors ───────┘

Direct paths:

Organizational Factors ───► Employee Performance

Environmental Factors ───► Employee Performance

Individual Factors ───────► Employee Performance 

One observation: your title says "Antecedents of Mill Worker Performance", but your RO and RQ are actually examining antecedents of both PSS and employee performance. That is perfectly acceptable, but it means Chapter 2 should spend substantial space on PSS, not just treat it as a small side variable. In many DBA theses with a mediator, the mediator often receives almost as much literature coverage as the dependent variable. This will strengthen the justification for RO2, RO3, and RO4.Norsanina.blogspot.com