ADMINISTRATOR’S ROLE IN PERFORMANCE BASED REWARD AS A DETERMINANT OF EMPLOYEE OUTCOMES

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Azman ISMAIL

2015-06-01

Full Text Available According to the recent literature pertaining on workplace compensation program, administrators often play two important roles in planning and implementing performance based reward: communication and performance appraisal. Recent studies in this field highlights that the ability of administrators to appropriately communicate pay information and appraise employee performance may have a significant impact on employee outcomes, especially job satisfaction and organizational commitment. Therefore, this study was conducted to assess the relationship between administrator’s role in performance based reward and employee outcomes using self-administered questionnaires collected from employees at a district council in Malaysia. The outcomes of the SmartPLS path model analysis showed that pay communication does not act as an important determinant of job satisfaction, but performance appraisal does act as an important determinant of job satisfaction. Conversely, both pay communication and performance appraisal act as important determinants of organizational commitment. Hence, discussion, implications and conclusion are elaborated.

Organizational Justice and Employee Satisfaction in Performance Appraisal

Science.gov (United States)

Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

2011-01-01

Purpose: This paper aims to explore the performance appraisal (PA) aspects that are connected with organizational justice, and more specifically three kinds of justice, namely distributive, procedural and interactional justice. Design/methodology/approach: The research is based on a sample of 170 respondents who answered a questionnaire giving…

Performance Appraisal at Four and Five Star Hotels: Ankara Case

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Yalçın Arslantürk

2009-12-01

Full Text Available Nowadays, tourism establishments developing human resources and motivating will make it easier to reach their goals and those who cannot mange to do this will be obsolete in the ever-changing nature of the tourism business. The most important feature of the tourism sector is that it is based on human element and it s labor-intensive. Hence, human element is of great importance. This being the case, the customer satisfaction in accommodation establishments will be greatly dependent on the success of the personnel. Performance appraisal in this regard is a tool used to measure the performance of the employees in establishing job satisfaction and enhancing success. Performance appraisal indicates the performance of the individuals and gives insights as to what should be done to improve the performance. As well as promoting the communication between the employees and the establishment. From the perspectives of the managers, it paves the way for an efficient information flow about the performance of the personnel and makes job planning more rationally. This study first examines performance and performance appraisal. Then, through a field study, deficiencies in the application of performance appraisal were determined in the four and five star hotel establishments. According to the results obtained, some suggestions were put forward.

Reward and attitudes: The unintended outcomes of an effective performance appraisal

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Solomon M. Semakula-Katende

2013-10-01

Full Text Available Orientation: Focus was on the role of reward and attitudes as major determinants in enhancing the effectiveness of performance appraisal systems. Research purpose: To develop a structural model from the qualitative and quantitative findings from which to address the identified gaps in order to improve the effectiveness of appraisals. Motivation for the study: The attention that role players tended to give to the rewarding of employees during the appraisal process made it appear as the only important determinant of an appraisal’s success. In appraisals in many public institutions, reward has been given unnecessary prominence over other drivers, such as management and development. That led most key role players (leaders, managers and employees to perceive the current employee performance management and development system (EPMDS to be purely for monetary (salary increments and cash bonuses and non-monetary (promotion purposes, which, in turn, compromised its effectiveness. Research design, approach and method: Structural equation modelling (SEM was utilised as a statistical technique for testing and estimating causal relations using a combination of statistical data and qualitative causal assumptions. This allowed both confirmatory and exploratory modelling to be undertaken, which is suited to both theory testing and theory development. A triangulation of quantitative (questionnaire and qualitative (interview study was conducted. A total of 300 questionnaires were distributed to nine government hospitals in the Free State province, namely Mofumahadi Manapo Mopeli, Dihlabeng, and Boitumelo regional hospitals, as well as Elizabeth Ross, Thebe, Phekolong, Mpumelelo, Reitz and Ficksburg district hospitals. There was a high response rate of 96 per cent, a total of 287 completed questionnaires. Respondents ranged from top executives, middle management, line management, to employees of all categories. Main findings: Reward and attitudes were found to

COMMUNICATION OPENNESS IN PERFORMANCE APPRAISAL SYSTEMS ENHANCING JOB SATISFACTION

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ISMAIL Azman

2014-06-01

Full Text Available The aim of this paper is to investigate the relationship between communication openness in performance appraisal systems and job satisfaction. A survey method was employed to gather data from employees who have worked in a privatized postal company in Sarawak, Malaysia. SmartPLS version 2.0 was used to determine the validity and reliability of instrument and test the research hypotheses. The outcomes of SmartPLS path model showed that explanation and feedback were positively and significantly related to job satisfaction. This result confirms that the ability of appraisers to clearly explain the performance appraisal practices and adequately provide feedback in determining performance scores have been important predictors of appraises’ job satisfaction in the studied organization. Further, this study provides discussion, implications and conclusion.

The Performance Appraisal Interview – An Arena for the Reinforcement of Norms for Employeeship

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Erica Sandlund

2011-11-01

Full Text Available In the present paper, we report findings from a study of performance appraisal interviews between middle managers and employees. The study is based on analysis of video uptake of authentic performance appraisal interviews, and through detailed examination of participant conduct and orientation, we point to structural mechanisms and institutional norms which limit the possibilities for employees to raise topics connected to negative experiences of stress in performance ap- praisal talk. It is argued that norms concerning ideal employeeship are shaped by a partly hidden curriculum in the organization which in turn is talked into being in the performance appraisal interviews.The study concludes that empirical attention to the social interplay in performance ap- praisal interactions reveal how participant conduct aligns or disaligns with institutional and social underpinnings of workplace ideals.

Appraised leadership styles, psychosocial work factors, and musculoskeletal pain among public employees.

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Fjell, Ylva; Osterberg, Mia; Alexanderson, Kristina; Karlqvist, Lena; Bildt, Carina

2007-10-01

The main aim of this study was to explore the associations between appraised leadership styles, psychosocial work factors and musculoskeletal pain among subordinates in four different public service sectors from an epidemiological perspective. A cross-sectional questionnaire study was conducted; data from 2,403 public sector employees in subordinate positions (86% women) were analysed. The appraised leadership styles were measured through items from a modified version of the CPE questionnaire (C change, P production/structure, E employee/relation). The structure validity of the CPE-model was examined by principal component analysis (PCA). Univariate and multivariate analyses of associations between levels of musculoskeletal pain and appraised leadership styles and with psychosocial work factors were conducted. Odds ratios (ORs) with confidence intervals (CIs) of 95% were used as a measure of associations. There were small variations in the appraisals of the immediate manager among the subordinates. However, the associations between musculoskeletal pain and leadership styles varied according to sector. Poor appraisals (low scores) on "change" and "employee relation" dimensions were associated with high levels of musculoskeletal pain in two sectors: home and health care services. In the domestic catering services, poor appraisals of managers in the "production/structure" dimension had the strongest association with high levels of pain. In general, poor appraisals of the "change" dimension was most strongly associated with high levels of musculoskeletal pain. "High work demands" had the strongest association with high levels of pain, particularly among the men. Poor appraisals of managers and their leadership styles were associated with high levels of musculoskeletal pain among both female and male subordinates in different public service sectors. There is therefore a great need of further studies of the mechanisms behind the relationships between the leadership

Still a Deadly Disease? Performance Appraisal Systems in Academic Libraries in the United States

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Stilling, Glenn Ellen Starr; Byrd, Allison S.; Mazza, Emily Rose; Bergman, Shawn M.

2018-01-01

Performance appraisal of professional librarians in academic libraries is important because of the critical role these employees play. Professional librarians ensure that the library's resources and services are effective, relevant, and integrated within the parent institution. Performance appraisal and job feedback have been understudied in the…

Square Pegs and Round Holes: Ruminations on the Relationship between Performance Appraisal and Performance Management

Science.gov (United States)

Gravina, Nicole E.; Siers, Brian P.

2011-01-01

Models of comprehensive Performance Management systems include both employee development and evaluative components. The Organizational Behavior Management discipline focuses almost exclusively on the developmental component, while the Industrial and Organizational Psychology discipline is focused on use of performance appraisals. Performance…

Effect of Performance Assessment on Employee Motivation in Hotel X Bandung

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Agung Gita Subakti

2010-11-01

Full Text Available The success of an organization comes from the ability of employees to meet performance standards that have been made by the management of operational activities to be running well. Therefore, knowing how well the employee's performance is a must for the management. A tool used to determine how well the employee's performance is by conducting a performance appraisal. The performance evaluation is one tool used by hotels or other business types to evaluate the performance of employees and also as a tool to motivate the employee. With a good performance assessment will produce a form of accurate data regarding the advantages and disadvantages of the employees and also will motivate employees to perform their tasks. 

Performance Appraisal and Merit Compensation. Community Colleges: Quality Education for a Learning Society. Round Table Talk.

Science.gov (United States)

Anderson, Robert A., Jr.

Detailed information is provided on the Performance Appraisal/Salary System adopted by the New Mexico Junior College (NMJC) Board in 1981 as the basis for the performance evaluation of all college employees. Introductory material discusses the concepts of performance appraisal and merit compensation and provides an update on changes in NMJC's…

Importance of change appraisal for employee well-being during organizational restructuring: findings from the Finnish paper industry's extensive transition.

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Pahkin, Krista; Nielsen, Karina; Väänänen, Ari; Mattila-Holappa, Pauliina; Leppänen, Anneli; Koskinen, Aki

2014-01-01

The global recession has forced the Finnish forest industry to carry out major restructuring activities. Employees have faced different kinds of restructuring, mainly aimed at reducing staff and production. Many studies have shown the negative consequences of restructuring on employee well-being by using negative, ill-health indicators. Our aim is to examine the extent to which change appraisal influences both the negative and positive aspects of work-related well-being among employees who continue working in the organization after the restructuring process. We also examine the role of different actors (top management, immediate supervisor, employees themselves) in how the change is appraised. The study investigated blue-collar employees working in the Finnish forest industry during a period of extensive transition (2008-2009). All six participating factories underwent restructuring between baseline and the follow-up survey (n=369). After adjustment for gender, age and baseline well-being, negative change appraisal increased the risk of experiencing more stress and less work enjoyment. Negative change appraisals thus also damaged the positive, motivational aspects of employee well-being. The results showed the importance of offering employees the opportunity to participate in the planning of changes related to their work as regards positive change appraisal.

An Empirical Study of the Relationship between Performance Appraisal Politics and Job Satisfaction

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Azman Ismail

2011-02-01

Full Text Available Performance appraisal politics are viewed as a vital human resource management issuewhere it consists of two salient features: motivational motive and punishment motive. The ability ofappraisers (e.g., immediate bosses/managers to properly implement such appraisal politics inallocating performance ratings may have significant impact on job satisfaction. Although the nature ofthis relationship is important, little is known about the role of performance appraisal politics as apredicting variable in the performance appraisal models. Therefore, this study was conducted toexamine the effect of performance appraisal politics on job satisfaction using 150 usablequestionnaires gathered from employees who have worked in a national postal company in Sarawak,Malaysia. In initial data analysis, the results of exploratory factor analysis confirmed that themeasurement scales used in this study satisfactorily met the standards of validity and reliabilityanalyses. Further, in hypothesis testing, the outcomes of stepwise regression analysis showed thatperformance appraisal politics (i.e., motivational motive and punishment motive significantlycorrelated with job satisfaction. Statistically, this result confirms that performance appraisal politicsact as important predictors of job satisfaction in the studied organization. In addition, discussion,implications and conclusion are elaborated.

Importance of Change Appraisal for Employee Well-being during Organizational Restructuring: Findings from the Finnish Paper Industry’s Extensive Transition

Science.gov (United States)

PAHKIN, Krista; NIELSEN, Karina; VÄÄNÄNEN, Ari; MATTILA-HOLAPPA, Pauliina; LEPPÄNEN, Anneli; KOSKINEN, Aki

2014-01-01

The global recession has forced the Finnish forest industry to carry out major restructuring activities. Employees have faced different kinds of restructuring, mainly aimed at reducing staff and production. Many studies have shown the negative consequences of restructuring on employee well-being by using negative, ill-health indicators. Our aim is to examine the extent to which change appraisal influences both the negative and positive aspects of work-related well-being among employees who continue working in the organization after the restructuring process. We also examine the role of different actors (top management, immediate supervisor, employees themselves) in how the change is appraised. The study investigated blue-collar employees working in the Finnish forest industry during a period of extensive transition (2008–2009). All six participating factories underwent restructuring between baseline and the follow-up survey (n=369). After adjustment for gender, age and baseline well-being, negative change appraisal increased the risk of experiencing more stress and less work enjoyment. Negative change appraisals thus also damaged the positive, motivational aspects of employee well-being. The results showed the importance of offering employees the opportunity to participate in the planning of changes related to their work as regards positive change appraisal. PMID:24975107

5 CFR 1330.405 - Procedures for certifying agency appraisal systems.

Science.gov (United States)

2010-01-01

... Certification for Pay Purposes § 1330.405 Procedures for certifying agency appraisal systems. (a) General. To... senior employees based on appraisals of their relative performance against performance expectations in... responsibilities— (A) The performance standards, requirements, or expectations for the employees they supervise to...

CORRELATES OF EMPLOYEE SATISFACTION WITH PERFORMANCE APPRAISAL SYSTEM IN FOREIGN MNC BPOs OPERATING IN INDIA

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HERALD MONIS

2010-01-01

Full Text Available This paper is based on an empirical study of five foreign MNC BPO firms operating in India, ranked among the top 100 by the International Association of Outsourcing Professionals (IAOP for the year 2009. The data was collected using quantitative methods from 163 employees constituting 1% of the population under study. The level of satisfaction among the respondents towards the performance appraisal system is at 69.94 per cent. Regression analysis, using a significance level of 5 per cent, shows that three of the variables used in the study are significantly influencing the satisfaction and all these three significant variables are positively associated with satisfaction and all other variables have emerged as the insignificant variables. All the variables used in our study collectively account for 42.6 per cent of the satisfaction. The factor analysis has identified four factors: the variables of factor one contribute 34.786 per cent variation, followed by 12.788 per cent, 11.961 per cent and 8.389 per cent variation being contributed by factor two, three and four respectively.

5 CFR 430.405 - Procedures for certifying agency appraisal systems.

Science.gov (United States)

2010-01-01

... SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal Certification for Pay Purposes § 430.405... appraisals of their relative performance against performance expectations in any given appraisal period..., requirements, or expectations for the employees they supervise to ensure that they clearly link to...

Evaluating the effectiveness of a 360-degree performance appraisal and feedback in a selected steel organisation / Koetlisi Eugene Lithakong

OpenAIRE

Lithakong, Koetlisi Eugene

2014-01-01

Most companies are competing in the diverse global markets, and competitive advantage through human capital is becoming very important. Employee development for high productivity and the use of effective tools to measure their performance are therefore paramount. One such tool is the 360-degree performance appraisal system. The study on the effectiveness of the 360-degree performance appraisal was conducted on a selected steel organisation. The primary objective of the research...

Test Takers' Performance Appraisals, Appraisal Calibration, and Cognitive and Metacognitive Strategy Use

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Phakiti, Aek

2016-01-01

The current study explores the nature and relationships among test takers' performance appraisals, appraisal calibration, and reported cognitive and metacognitive strategy use in a language test situation. Performance appraisals are executive processes of strategic competence for judging test performance (e.g., evaluating the correctness or…

The merits of measuring challenge and hindrance appraisals.

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Searle, Ben J; Auton, Jaime C

2015-01-01

The challenge-hindrance framework has shown that challenge stressors (work characteristics associated with potential personal gain) tend to have positive outcomes, whereas hindrance stressors (those which obstruct goals) have negative outcomes. However, typical research methods assume that stressors allocated to these categories are appraised consistently by different people and across different situations. We validate new measures of challenge and hindrance appraisals and demonstrate their utility in stress research. We used a cross-sectional survey of American employees (Study 1, n = 333), a diary survey of Australian employees (Study 2, n = 241), and a survey of Australian college students whose performance was evaluated independently (Study 3, n = 350). Even after accounting for the effects of stressors, challenge and hindrance appraisals consistently explained unique variance in affective states, with indications that stressors have indirect effects via appraisals. Such effects were seen within- as well as between-participants (Study 2). Appraisals also had expected associations with specific coping behaviors (Study 1), while challenge appraisal was associated with task performance (Study 3). The scales of challenge and hindrance appraisals were psychometrically sound across multiple contexts. RESULTS highlight the merit of considering appraisal in stress research.

Why employees with higher challenging appraisals style are more affectively engaged at work? The role of challenging stressors: a moderated mediation model.

Science.gov (United States)

Lin, Shin-Huei; Wu, Chia-Huei; Chen, Mei-Yen; Chen, Lung Hung

2014-10-01

Challenging stressors have been positively linked to various work outcomes. However, the role of individual differences in stress appraisal in shaping the function of challenging stressors and work outcomes has been rarely discussed. Drawing on the individual differences perspective, the authors propose that employees higher in challenge appraisal are more likely to have challenging stressors and are more responsive to such stressors to have a higher positive affect at work. Results obtained from 117 employees supported the hypotheses. The results indicated that challenge appraisal is positively related to challenging stressors. In addition, challenging stressors has a positive association with positive affect at work when challenge appraisal is high but has a null association when challenge appraisal is low. The findings suggest that challenging stressors does not necessarily bring positive work outcomes as suggested in past studies and highlight the importance of considering dispositional tendency in stress appraisal when looking into the function of challenging stressors and work outcomes. © 2014 International Union of Psychological Science.

Group Decision Support System Determination Of Best Employee Using Topsis And Borda

OpenAIRE

Budhi, Made Arya; Wardoyo, Retantyo

2017-01-01

Determining the best employee at Lombok Garden inteded to stimulate the performance of the hotel employees Lombok Garden. Improved performance of employees it will have a direct effect on the quality of hotel services. Employee performance appraisement are conducted by six assessors, namely the head of each department and consists of several criteria. Assessments will be difficult if done manually considering each appraiser has its own preferences in assessment. To solve that problem, we need...

Employees' perceptions of the effectiveness and fairness of performance management in a South African public sector institution

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Mpho Makhubela

2016-11-01

Full Text Available Orientation: The implementation of performance management systems (PMSs and performance appraisals (PAs by public managers remains a challenge and necessitates an investigation into employees’ perceptions of the effectiveness of the PMS and the fairness of PA. Research purpose: This study investigated the association between employee involvement, performance-oriented culture, management commitment and the effectiveness of a PMS. Six factors that determine and influence employees’ perceptions of PA fairness were also investigated. Motivation for the study: Employees’ experiences of the implementation and practice of PMSs and PAs by public managers may differ from what is intended. The motivation for this study was to quantify employee perceptions of the effectiveness of a PMS and the fairness of PA to establish if there is a discrepancy between what is intended and how they are implemented and practiced. Research approach, design and method: This cross-sectional study conducted a census on a total population of 140 employees in a public sector institution. A questionnaire comprising three sections was used to collect data: Section A contained biographical questions, Section B comprised questions on the contextual factors that measure the perceived effectiveness of the PMS while Section C comprised questions related to the perceived fairness of PA. Main findings: The results show that employees perceive their PMS to be ineffective and their PAs to be unfair. The mean perception scores for PA fairness for the Assets and Facilities Department were significantly lower than those of the Human Resources Department. This is indicative of some deficiencies in the appraisal process in the Assets and Facilities Department. Respondents occupying general positions returned significantly lower mean scores for PA fairness compared to those in managerial and professional positions, which indicates serious shortcomings in their appraisal process. Practical

What happens during annual appraisal interviews? How leader-follower interactions unfold and impact interview outcomes.

Science.gov (United States)

Meinecke, Annika L; Lehmann-Willenbrock, Nale; Kauffeld, Simone

2017-07-01

Despite a wealth of research on antecedents and outcomes of annual appraisal interviews, the ingredients that make for a successful communication process within the interview itself remain unclear. This study takes a communication approach to highlight leader-follower dynamics in annual appraisal interviews. We integrate relational leadership theory and recent findings on leader-follower interactions to argue (a) how supervisors' task- and relation-oriented statements can elicit employee involvement during the interview process and (b) how these communication patterns affect both supervisors' and employees' perceptions of the interview. Moreover, we explore (c) how supervisor behavior is contingent upon employee contributions to the appraisal interview. We audiotaped 48 actual annual appraisal interviews between supervisors and their employees. Adopting a multimethod approach, we used quantitative interaction coding (N = 32,791 behavioral events) as well as qualitative open-axial coding to explore communication patterns among supervisors and their employees. Lag sequential analysis revealed that supervisors' relation-oriented statements triggered active employee contributions and vice versa. These relation-activation patterns were linked to higher interview success ratings by both supervisors and employees. Moreover, our qualitative findings highlight employee disagreement as a crucial form of active employee contributions during appraisal interviews. We distinguish what employees disagreed about, how the disagreement was enacted, and how supervisors responded to it. Overall employee disagreement was negatively related to ratings of supervisor support. We discuss theoretical implications for performance appraisal and leadership theory and derive practical recommendations for promoting employee involvement during appraisal interviews. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Managing employees’ talk about problems in work in performance appraisal interviews

DEFF Research Database (Denmark)

Scheuer, Jann

2014-01-01

Performance appraisal interviews are carried out on the basis of known-in-advance written materials such as preparation forms and interview guides. This article demonstrates how participants manage interviews by following a question–answer–response format fit to address interview guide entries one...... norms emanating from literature on management communication. Results obtained in interviews are put down in writing along the way and subsequently summarized in documents to be signed by both participants, that is, employee and supervisor. The article demonstrates how participants use positive...

How Should an Effective Performance Appraisal Be: EFL Teachers’ Perspective

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Holi Ibrahim Holi Ali

2012-11-01

Full Text Available This study is set to examine EFL teachers’ perceptions, views about what makes an effective performance appraisal system by adopting a quantitative survey design for data collection. A total number of 45 college instructors in the Sultanate of Oman responded to survey on: how is an effective performance appraisal perceived by EFL teachers? How do teachers perceive their participation in developing the appraisal system? And how might the present performance appraisal practices be improved? The result reveals that staff participation in developing performance appraisal system and goals, feedback confidentiality, quality appraiser, quality of place and time of appraisal, appraiser-appraisee relationships, and developmental nature of performance appraisal would help in making effective appraisal and the overall PA effectiveness depends mostly on these factors. The result has a significant implication for improving the process of teacher performance appraisal in Oman and enriches the body knowledge of PA in general. The study puts forwards suggestions and recommendations for improving PA practices and exercises in EFL contexts.

Developing a fuzzy ANP model for performance appraisal based on firm strategy

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Seid Mohammad Reza Mirahmadi

2018-10-01

Full Text Available The purpose of this study is to develop a fuzzy Analytic Network Process (ANP model that has the ability to evaluate employee performance in different strategies. A team of experts in the field of strategic human resource management and senior management of an organization engaged in steel production were involved in the study. The data collection tool was a questionnaire that was designed based on the criteria of organization's performance appraisal system. The results showed that in cost leadership strategy, compliance of work hierarchy, quantity of work and the ability to make important decisions constituted the highest coefficients, while in the focus strategy, participate in group work, power of supervision and administration and decision making ability had the highest importance. In differentiation strategy, innovation and creativity, quality and offering constructive suggestions received higher ratings than other criteria. Finally, the developed model was used to evaluate the performance of a sample employee

The Falsehood of a Single Appraisal System: The Case of the Free ...

African Journals Online (AJOL)

This paper focuses on the appraisal system, popularly called the Employee Performance Management and Development System (EPMDS) of the Free State Health Department. The objective of the study was to establish gaps in the successful application of performance appraisals, and identify the major factors required for ...

Employee performance in the knowledge economy: Capturing the keys to success

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Rebecca Fauth

2008-11-01

Full Text Available Rebecca Fauth1, Stephen Bevan1, Peter Mills2,31The Work Foundation, London, UK; 2CIGNA, London, UK; 3The Whittington Hospital, London, UKAbstract: The present study examines the key determinants of employee performance in a knowledge-intensive service firm located in the UK. Using data from a pilot study, we mapped eight performance-related behaviors to two measures of global performance to isolate the strongest predictors of the latter. We also examined the degree to which these associations varied depending on whether employees or their managers reported on performance as well as according to the degree of complexity (eg, ongoing learning, multitasking, problem solving, etc. present in workers’ jobs. Findings revealed that more traditional employee performance-related behaviors (eg, dependability as well as behaviors that have likely increased in importance in the knowledge economy (eg, sharing ideas and information accounted for the most variance in reported global performance. Sharing ideas and information was a particularly important predictor for workers in complex jobs. When the performance-related behaviors were regressed on the organization’s annual employee appraisal ratings, only dependability and time management behaviors were significantly associated with the outcome. As organizational success increasingly is dependent on intangible inputs stemming from the ideas, innovations and creativity of its workforce, organizations need to ensure that they are capturing the full range of behaviors that help to define their success. Further research with a diverse range of organizations will help defi ne this further.Keywords: employee performance, knowledge economy, job complexity

Making Connections between the Appraisal, Performance Management and Professional Development of Dentists and Teachers: "Right, What Are the Problems We've Got and How Could We Sort This Out?'"

Science.gov (United States)

Butt, Graham; Macnab, Natasha

2013-01-01

Evaluating the connections between the appraisal, or performance management, of different professional groups, and their subsequent uptake of continuing professional development (CPD), is valuable for both employees and managers. The linking of appraisal systems with professional/personal development plans amongst health professionals is now…

Performance appraisal of coaches: Acomparative study | Surujlal ...

African Journals Online (AJOL)

Within the sport environment, the performance appraisal of coaches continues to be an issue. The performance appraisal of coaches is critical to sport organizations since major decisions like rewarding or terminating coaches is based on it. The purpose of this study was to examine whether any differences exist with regard ...

Group Decision Support System Determination Of Best Employee Using Topsis And Borda

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Made Arya Budhi

2017-07-01

Full Text Available Determining the best employee at Lombok Garden inteded to stimulate the performance of the hotel employees Lombok Garden. Improved performance of employees it will have a direct effect on the quality of hotel services. Employee performance appraisement are conducted by six assessors, namely the head of each department and consists of several criteria. Assessments will be difficult if done manually considering each appraiser has its own preferences in assessment. To solve that problem, we need a computer system that helps decision-making is a group decision support system (GDSS determination of the best employees in the hotel Lombok Garden.Group decision support system developed in this study using TOPSIS (Technique For Order Preference By Similiarity To Ideal Solution and Borda to assist decision-making group. TOPSIS method is used for decision-making in each appraiser, while the Borda method used to combine the results of each assessor's decision so as to obtain the final result of the best employees in Lombok Garden.Based on the final result of the system of determination of the best employees in the form of a ranking of the final value of each employee. The highest value will be used as a recommendation as the best employee at Lombok Garden.

Effect of intrinsic rewards on task performance of employees: Mediating role of motivation

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Rizwan Qaiser Danish

2015-02-01

Full Text Available The basic purpose of this study was to examine the effect of reward management system, especially intrinsic rewards on task performance with the mediating role of extrinsic and intrinsic motivation of employees working in the banks in the capital of Punjab, Lahore, Pakistan. The secondary purpose of this study was to explore what level of performance these employees demonstrate towards their organizations when they are rewarded intrinsically and when they are motivated due to these reward management system accordingly. In this study, we collected data through self-administered questionnaires applying correlational explanatory research design. We distributed 300 questionnaires among which 290 were returned resulting in a response rate of 96%. The analysis of the data revealed that intrinsic rewards have positive impact on task performance of employees working in banks and motivation and its dimensions, i.e., intrinsic motivation, extrinsic motivation, and job satisfaction mediated this relationship. Considering the importance of appreciations received by bankers in the form of rewards and their effect on extra role performance and sophisticated management, policy makers should take necessary steps for improving the reward management system which will increase the task performance of employees because they will be motivated by these performance appraisal techniques.

Using Expectancy Theory to Explain Performance Appraisal ...

African Journals Online (AJOL)

pc

2018-03-05

Mar 5, 2018 ... appraisal conducting style, the relation between the performance appraisal system and task ... the article first explains the theory model which is based expectancy theory. II. ... which in return lead to rewards. According to [12],.

MEDIATING ROLE OF EMPLOYEE MOTIVATION IN RELATIONSHIP TO POST-SELECTION HRM PRACTICES AND ORGANIZATIONAL PERFORMANCE

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Aftab Tariq Dar

2014-07-01

Full Text Available The purpose of this cross-sectional study was to explore the meditating role of employee motivation in the relationship between post-selection Human Resource Management (HRM practices and perceived performance of Islamic Banks operating in Pakistan. This study was based on primary data collected from 200-employees of different Islamic banks in Pakistan by distributing structured and reliable questionnaires. The demographic profile of respondents was diversified in terms of their grade, age, experience and education. Results of correlation analysis revealed that training & development(r = .829, performance evaluation system(r = .752, career development system(r = .666, extrinsic rewards(r = .921, intrinsic rewards (r = .852 and employee motivation(r =.722 have strong positive association with perceived performance of Islamic banks in Pakistan. Results of hierarchical regression analysis supported that post-selection HRM practices have positive impact on perceived organizational performance and employee motivation acts as mediator in the relationship between post-selection HRM practices and perceived organizational performance. Proper implementation of post-selection HRM practices makes employee motivated that resulted in improved organizational performance. Management of Islamic banks desiring optimum performance should pay special attention to need-based training programs, merit-based performance appraisal system, development of progressive career paths, performance-based extrinsic and intrinsic rewards management. While making HRM policies, employee motivation should be given paramount importance as the results of contemporary studies supported that it is the major contributing factor of higher organizational performance.

THE ROLE OF PERFORMANCE APPRAISAL IN THE CONTEXT OF PERFORMANCE MANAGEMENT SYSTEMS

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Maria HERMEL-STĂNESCU

2015-04-01

Full Text Available Performance management is a complex concept that integrates all business activities and creates a continuous system for improvement. One of the key ingredients in an efficient performance management system is a well-designed performance appraisal that integrates the individual goals with the team and organization goals. When designing a performance appraisal system one has to consider the many existing techniques, tools and sources of error. Also, when defining the expected results and KPI’s for measurement, it is important to know the difference between output and outcome. The present paper aims to synthetize, through a literature review, the main aspects of performance appraisal in the context of performance management, pointing out its advantages and disadvantages.

Problems of Clinical Nurse Performance Appraisal System: A Qualitative Study

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Nasrin Nikpeyma

2014-03-01

Conclusion: The findings of this study reveal that the nurse performance appraisal system confronts with various problems. Some of these problems are related to organizational context while the others concerned structure, process and results of the performance appraisal system. In order to achieve high quality of patient care as the final goal of performance appraisal, changing and revision of this system is necessary.

Multiplex network analysis of employee performance and employee social relationships

Science.gov (United States)

Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

2018-01-01

In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

9 CFR 52.3 - Appraisal of swine.

Science.gov (United States)

2010-01-01

... an APHIS employee alone. (b) The appraisal of swine will be based on the fair market value as determined by the meat or breeding value of the animals. Animals may be appraised in groups, provided that where appraisal is by the head, each animal in the group is the same value per head, and where appraisal...

Performance appraisal and advancement exercise 2006

CERN Multimedia

Human Resources Department

2005-01-01

The 2006 performance appraisal and advancement exercise will start in the usual way with annual interviews between staff and their supervisors. This year, these interviews should be held in the period from 1 December 2005 to 31 March 2006. In this connection, a number of improvements to the procedures relating to the interviews and performance appraisal are currently under study. Administrative Circular No 26 (Procedures governing the Career Development of Staff Members) and the electronic MAPS form in EDH are being reviewed and will be available from December onwards. In the meantime supervisors can start the interview procedure. HR Department will shortly provide further information on this subject. The 2005 MAPS report can be retrieved for consultation at any time via EDH. Human Resources Department Tel. 73566

Self-focused attention affects subsequent processing of positive (but not negative) performance appraisals.

Science.gov (United States)

Holzman, Jacob B; Valentiner, David P

2016-03-01

Cognitive-behavioral models highlight the conjoint roles of self-focused attention (SFA), post-event processing (PEP), and performance appraisals in the maintenance of social anxiety. SFA, PEP, and biased performance appraisals are related to social anxiety; however, limited research has examined how SFA affects information-processing following social events. The current study examined whether SFA affects the relationships between performance appraisals and PEP following a social event.. 137 participants with high (n = 72) or low (n = 65) social anxiety were randomly assigned to conditions of high SFA or low SFA while engaging in a standardized social performance. Subsequent performance appraisals and PEP were measured. Immediate performance appraisals were not affected by SFA. High levels of SFA led to a stronger, inverse relationship between immediate positive performance appraisals and subsequent negative PEP. High levels of SFA also led to a stronger, inverse relationship between negative PEP and changes in positive performance appraisals.. Future research should examine whether the current findings, which involved a standardized social performance event, extend to interaction events as well as in a clinical sample. These findings suggest that SFA affects the processing of positive information following a social performance event. SFA is particularly important for understanding how negative PEP undermines positive performance appraisals.. Published by Elsevier Ltd.

Putting the Super in Supervisor: Determinants of Federal Employee Evaluation of Supervisors.

Science.gov (United States)

Daley, Dennis M.

1997-01-01

Cross-sectional analysis of federal employee opinions of their supervisors showed that they believed the following to be crucial supervisor responsibilities: performance appraisal, protecting the merit system from prohibited practices, and enhancing employee job satisfaction and intrinsic motivation. (SK)

Performance appraisal and merit recognition exercise 2007

CERN Multimedia

HR Department

2006-01-01

The 2007 performance appraisal and merit recognition exercise will start in the usual way with annual interviews between staff and their supervisors. This year, these interviews should be held in the period from 8 January 2007 to 16 April 2007. Interconnection with the 5-yearly review, a number of modifications to the procedures relating to the performance appraisal and merit recognition are currently under study. Administrative Circular No. 26 (Procedures governing the Career Development of Staff Members) and the electronic MAPS form in EDH are being reviewed and will be available from January onwards. HR Department will shortly provide further information on this subject. Human Resources Department Tel. 73566

41 CFR 102-42.40 - When is an appraisal necessary?

Science.gov (United States)

2010-07-01

... DISPOSAL OF FOREIGN GIFTS AND DECORATIONS General Provisions Appraisals § 102-42.40 When is an appraisal necessary? An appraisal is necessary when— (a) An employee indicates an interest in purchasing a gift or decoration. In this situation, the appraisal must be obtained before the gift or decoration is reported to...

ORIGINAL Is the Role of Teacher Performance Appraisal in Ethiopia ...

African Journals Online (AJOL)

aware of the purposes of the current teacher performance appraisal. However, the ... building, and expensive equipment (Daniel,. 2009). ... development of teachers, teachers' job ...... Appraisers' tend to rate high a person who is similar.

Role of Leadership and Employee Engagement towards Individual Performance of Pharmacy Employees

Directory of Open Access Journals (Sweden)

Susi A. Rahayu

2012-09-01

Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.

Evaluating Library Staff: A Performance Appraisal System.

Science.gov (United States)

Belcastro, Patricia

This manual provides librarians and library managers with a performance appraisal system that measures staff fairly and objectively and links performance to the goals of the library. The following topics are addressed: (1) identifying expectations for quality service or standards of performance; (2) the importance of a library's code of service,…

(Un)ethical behavior and performance appraisal: the role of affect, support, and organizational justice

NARCIS (Netherlands)

Jacobs, G.; Belschak, F.D.; den Hartog, D.N.

2014-01-01

Performance appraisals are widely used as an HR instrument. This study among 332 police officers examines the effects of performance appraisals from a behavioral ethics perspective. A mediation model relating justice perceptions of police officers’ last performance appraisal to their work affect,

Persistent Ratee Contaminants in Performance Appraisal.

Science.gov (United States)

Van Fleet, David D.; Chamberlain, Howard

The hypothesis that conventional approaches to evaluating contaminants in performance appraisal overlook important individual ratee effects was examined. A rating form was developed that consisted of the following dimensions and behaviors: warmth; guided discourse or indirect teaching methods; control of subject matter; enthusiasm and reinforcing;…

Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

Directory of Open Access Journals (Sweden)

Tehmina Fiaz Qazi

2014-12-01

Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship

Addressing problems of employee performance.

Science.gov (United States)

McConnell, Charles R

2011-01-01

Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.

Performance appraisal and advancement exercise 2006 (Rev)

CERN Multimedia

Human Resources Department

2005-01-01

The 2006 performance appraisal and advancement exercise will start in the usual way with annual interviews between staff and their supervisors. This year, these interviews should be held in the period from 1 December 2005 to 15 March 2006*. In this connection, a number of improvements to the procedures relating to the interviews and performance appraisals are currently under study. Administrative Circular No. 26 (Procedures Governing the Career Development of Staff Members) and the electronic MAPS form in EDH are being reviewed and will be available from December onwards. In the meantime supervisors can start the interview procedure. HR Department will shortly provide further information on this subject. The 2005 MAPS report can be retrieved for consultation at any time via EDH. * Instead of 31 March, as indicated in the electronic Bulletin No. 47 of 21 November 2005 Human Resources Department Tel. 73566

Analysis Of Employee Engagement And Company Performance

OpenAIRE

Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan

2014-01-01

Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

Fail or flourish? Cognitive appraisal moderates the effect of solo status on performance.

Science.gov (United States)

White, Judith B

2008-09-01

When everyone in a group shares a common social identity except one individual, the one who is different from the majority has solo status. Solo status increases one's visibility and performance pressure, which may result in stress. Stress has divergent effects on performance, and individuals' response to stressful situations is predicted by their cognitive appraisal (challenge or threat) of the situation. Two experiments test the hypothesis that cognitive appraisal moderates the effect of solo status on performance. Experiment 1 finds that at relatively high appraisal levels (resources exceed demands), solo status improves men's and women's performance; at relatively low appraisal levels, solo status hurts performance. Experiment 2 replicates this effect for solo status based on minimal group assignment. Results suggest that for individuals who feel challenged and not threatened by their work, it may help to be a solo.

Dimensions in Appraising Fatigue in Relation to Performance

NARCIS (Netherlands)

Dam, A. van; Keijsers, G.P.J.; Eling, P.A.T.M.

2011-01-01

Studies on the relation between fatigue and performance often fail to find a strong and direct link, implying that multiple factors may be involved. A literature search on the fatigue-performance relationship suggests that two different conceptual frameworks are employed concerning the appraisal of

Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings.

Science.gov (United States)

Whiting, Steven W; Podsakoff, Philip M; Pierce, Jason R

2008-01-01

Despite the fact that several studies have investigated the relationship between organizational citizenship behavior and performance appraisal ratings, the vast majority of these studies have been cross-sectional, correlational investigations conducted in organizational settings that do not allow researchers to establish the causal nature of this relationship. To address this lack of knowledge regarding causality, the authors conducted 2 studies designed to investigate the effects of task performance, helping behavior, voice, and organizational loyalty on performance appraisal evaluations. Findings demonstrated that each of these forms of behavior has significant effects on performance evaluation decisions and suggest that additional attention should be directed at both voice and organizational loyalty as important forms of citizenship behavior aimed at the organization. 2008 APA

The Influence of Performance Allowance and Employee Development to Employee Performance in State Assets and Service Office Manado

OpenAIRE

Tumbuan, Willem J.F. Alfa; Simanjorang, Monica Indrayanti

2016-01-01

An organization or company€™s best asset is human resource or in this case is employee, because employee performance is related to organization or company€™s performance. Performance allowance as a employee€™s benefits program that is very important in order to realize the goal of the company. The type research is a quantitative research. The purpose of this research is to determine the effect of performance allowance and employee development in KPKNL Manado, simultaneously and partially. The...

The appraisal and performance management of academics in Romanian public universities

Directory of Open Access Journals (Sweden)

BACANU Bogdan

2017-01-01

Full Text Available The study is focused on the appraisal and performance management in the public organizations, with an emphasis on the Romanian academic world. The trigger of this study was generated by the notable incongruence between approaches in terms of performance appraisal in the public sector. The study case examines the staff assessment procedures, as well as amalgamated and distorted processes that lead to rather compliant staff versus performant one, in the same logic of seeking false virtues while chasing real performance criteria in evaluations.

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

Performance appraisal: carrot or stick? | Quinn | South African ...

African Journals Online (AJOL)

To be critically reflective, practitioners need to gather feedback about their performance so that they can reflect on it and develop themselves in those areas in which weaknesses are recognised. The Academic Development Centre staff agreed to participate in a departmental Performance Appraisal process in order to ...

High Job Performance Through Co-Developing Performance Measures With Employees

NARCIS (Netherlands)

Groen, Bianca A.C.; Wilderom, Celeste P.M.; Wouters, Marc

2017-01-01

According to various studies, employee participation in the development of performance measures can increase job performance. This study focuses on how this job performance elevation occurs. We hypothesize that when employees have participated in the development of performance measures, they

Employees' Political Skill and Job Performance

DEFF Research Database (Denmark)

Zettler, Ingo; Lang, Jonas W.B.

2015-01-01

skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working......During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However......, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U-shape. Findings from two field studies (N = 178, N = 115 employee-supervisor-colleague triads) that incorporated...

The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

OpenAIRE

Sutjitra, Devilan

2015-01-01

This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

Managerial Competencies and the Managerial Performance Appraisal Process.

Science.gov (United States)

Abraham, Steven E.; Karns, Lanny A.; Shaw, Kenneth; Mena, Manuel A.

2001-01-01

Human resource managers (n=277) identified six management competencies as critical: leadership, customer focus, results orientation, problem solving, communication skills, and teamwork. However, many companies do not assess these competencies in the management performance appraisal process. (Contains 22 references.) (SK)

Business Performance, Employee Satisfaction, and Leadership Practices.

Science.gov (United States)

Lashbrook, William B.

1997-01-01

The difficulty in finding a relationship between employee satisfaction and business performance results from how satisfaction is defined. A survey of 2000 employees determined that organizations, regardless of industry, could improve organizational performance by improving employee work unit satisfaction and that the work unit leader's actions may…

Research on Appraisal System of Procurator Performance by Using High-Order CFA Model

Directory of Open Access Journals (Sweden)

Yong-mao Huang

2014-01-01

Full Text Available The prosecutor is the main body of procuratorial organs. The performance appraisal system plays an important role in promoting the work efficiency of procurator. In this paper, we establish the performance appraisal system of procurators by high-order confirmatory factor analysis method and evaluate procurators’ performance by fuzzy comprehensive evaluation method based on the 360 degrees. The results have some help to performance management of procuratorial organs.

DEĞERLENDİRİCİLER ARASI GÜVENİLİRLİK VE TATMİN BAĞLAMINDA 360 DERECE PERFORMANS DEĞERLENDİRME - 360-DEGREE PERFORMANCE APPRAISAL IN THE CONTEXT OF INTERRATER RELIABILITY AND SATISFACTION

Directory of Open Access Journals (Sweden)

Adem BALTACI

2014-03-01

Full Text Available ÖzetGünümüzün en popüler değerlendirme sistemi olarak kabul edilen 360 derece değerlendirme sistemi gücünü, farklı kaynaklardan elde edilecek olan sonuçların daha objektif ve kapsayıcı olacağı görüşünden almaktadır. Ancak burada hangi değerlendiricinin daha geçerli ve güvenilir bilgi sağladığı halen belirsizliğini koruyan bir konudur. Bu belirsizliğe rağmen 360 derece değerlendirme sistemi çalışana kendini ve diğerlerini değerlendirme şansı tanıyor olması nedeniyle sistemden duyulan tatmini arttırmaktadır. Bu bağlamda yapılan bu çalışmada, değerlendirme sisteminden duyulan tatmin ve değerlendiriciler arası güvenilirlik özelinde 360 derece değerlendirme sistemi ele alınmıştır. Bu amaçla bu sistemi uygulayan bir işletmenin çalışanlarının değerlendirme sonuçları incelenmiş ve ayrıca çalışanlara sistemden duydukları tatmini ölçen bir anket uygulanmıştır. Analizler sonucunda demografik değişkenlerin performans puanları üzerinde olmasa da farklı kaynaklardan gelen değerlendirmeler üzerinde etkili olabildiği görülmüştür. Ayrıca üstlerin çalışanların gerçek performans puanlarına en yakın değerlendirmeleri yaptığı incelemeler sonucunda ortaya çıkmıştır. Bunun yanı sıra sisteme karşı duyulan tatmin ile çalışanların performansları arasında kuvvetli bir ilişki tespit edilmiştir.AbstractThe 360-degree appraisal system, viewed as today’s most popular appraisal system, gets its strength from the view that results from different sources would be much more objective and inclusive. Yet, the question of exactly which rating source provides relatively more valid and reliable information remains to be answered. This uncertainty notwithstanding, the 360-degree performance appraisal system leads to higher satisfaction with the system as it allows employees to assess both themselves and others. Against this background, this study addresses the

Appraising coach performance: A qualitative analysis of coaches ...

African Journals Online (AJOL)

The current study examines the perceptions of sport coaches regarding their performance appraisal. A qualitative approach using in depth interviews was adopted for the study. The sample comprised eleven sport coaches who were selected through a purposive sampling technique. Five themes, namely criteria, feedback, ...

Transfer of performance appraisal practices from MNC parent to subsidiaries in Serbia

Directory of Open Access Journals (Sweden)

Ratković Tatjana

2015-01-01

Full Text Available This paper seeks to address one of central issues in the international human resource management literature regarding the extent to which foreign subsidiaries of multinational companies (MNCs tend to implement performance appraisal practices and policies of the parent company versus those of local companies in the host country. The study conducted in 65 subsidiaries of foreign- owned multinational companies in Serbia found that performance appraisal practices in MNC subsidiaries in this transition country closely resemble parent company practices. The conclusion drawn from the study is that the transfer depends mainly on dependence on parent inputs, the degree of parental control, and subsidiary age, implying that MNCs need to take these variables into consideration when deciding whether to transfer their performance appraisal practices to their subsidiaries in this transition country or to accept local practices.

Two Profiles of the Dutch High Performing Employee

Science.gov (United States)

de Waal, A. A.; Oudshoorn, Michella

2015-01-01

Purpose: The purpose of this study is to explore the profile of an ideal employee, to be more precise the behavioral characteristics of the Dutch high-performing employee (HPE). Organizational performance depends for a large part on the commitment of employees. Employees provide their knowledge, skills, experiences and creativity to the…

HRM, company performance and employee well-being

OpenAIRE

Vanhala, Sinikka; Tuomi, Kaija

2006-01-01

This paper is dealing with the relationships between HRM, company performance and employee well-being. The relationship between S/HRM and company performance has received much attention in prior literature, while the employee perspective has been widely neglected in this research tradition. The purpose of this paper is two-fold: first, to identify and evaluate how company performance and employee well-being are related, and, secondly, to evaluate the possibilities of HR policies and practices...

5 CFR 430.307 - Appraising performance.

Science.gov (United States)

2010-01-01

... 1993; (ii) Customer satisfaction; (iii) Employee perspectives; (iv) The effectiveness, productivity... must be based on both individual and organizational performance, taking into account such factors as...

Job Analysis, Job Descriptions, and Performance Appraisal Systems.

Science.gov (United States)

Sims, Johnnie M.; Foxley, Cecelia H.

1980-01-01

Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

Impact of organizational socialization towards employees' social adaptation

Directory of Open Access Journals (Sweden)

Ratković-Njegovan Biljana

2014-01-01

Full Text Available The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizational culture. It is assumed that in the process of organizational socialization, in addition to professional and organizational adaptation, the focus is on the development of employees' social competences. Although within the evaluated performance appraisal of social competence is only estimated, and also neglected in the overall assessment of employees' work performance, organizational climate for good social skills is of great importance due to the fact that enhanced social and interpersonal communication and interaction can increase operating synergies and contribute to better business results. Although social skills are an important element of human capital, they are still insufficiently recognized as a form of intangible resources that participate in the long-term value creation. The deficit in this area can lead to the problems in performance of human relations at the workplace.

ORGANIZATION PERFORMANCE AND EMPLOYEE SATISFACTION

OpenAIRE

Milica Jakšiæ, Miloš Jakšiæ

2014-01-01

Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.

The Applicability of 360 Degree Feedback Performance Appraisal System: A Brigade Sample

Directory of Open Access Journals (Sweden)

Hakan TURGUT

2012-03-01

Full Text Available On the subject of measuring individual performances, which considered to be one of the fundamental functions of the human resources management process, 360 Degree Feedback Performance Appraisal System (360 DFPAS preferred for taking into account more than one aspect while providing opportunities in order to achieve more objective results. It’s been thought that the applicability of the above mentioned method is not investigated enough in the public sector where most of the employments take place in Turkey. The purpose of this study is to probe into the applicability of the 360 DFPAS on low and mid-level managers in a brigade. Within this framework, differences between the raters (manager, subordinate, peer, client, self-evaluation have been examined and comparisons made between traditional performance appraisal and 360 DFPAS. There are meaningful differences only inner client between two different evaluation methods (Traditional manager evalution-360 DFPAS within evaluation raters. But there aren’t any meaningful differences between traditional performance appraisal and 360 DFPAS as whole method.

Employee Housing: A Time for Reassessment.

Science.gov (United States)

Morrell, Louis R.

1987-01-01

One provision of the Tax Reform Act of 1986 states that when a tenant pays rent that is less than 5 percent of the appraised value of a property, the difference is considered taxable income for the employee. This provision is forcing colleges to reassess their employee housing policies. (MLW)

78 FR 31924 - Appraisal Subcommittee; Policy Statements

Science.gov (United States)

2013-05-28

... financial institutions regulatory agency engages in, contracts for, or regulates; and b) requires the... officer, director, employee or agent of a federally regulated financial institution would not be permitted... FEDERAL FINANCIAL INSTITUTIONS EXAMINATION COUNCIL [Docket No. AS13-13] Appraisal Subcommittee...

Integrated performance appraisal of Daylight-Europe case study buildings

NARCIS (Netherlands)

Hensen, J.L.M.; Clarke, J.A.; Hand, J.W.; Johnson, K.; Wittchen, K.; Madsen, C.; Compagnon, R.

1996-01-01

This paper describes the approach taken within the EC’s Daylight-Europe project to apply combined thermal/daylight simulations to existing building designs which are representative of European types and climate contexts. The outputs from the performance appraisals are then incorporated within design

Subjective performance evaluations and employee careers

DEFF Research Database (Denmark)

Frederiksen, Anders; Lange, Fabian; Kriechell, Ben

Firms commonly use supervisor evaluations to assess the performance of employees who work in complex environments. Doubts persist whether their subjective nature invalidates using these performance measures to learn about careers of individuals and to inform theory in personnel economics. We...... examine personnel data from six large companies and establish how subjective ratings, interpreted as ordinal rankings of employee performances within narrowly defined peer-groups, correlate with objective career outcomes. We find many similarities across firms in how subjective ratings correlate with base...

41 Appraisal of the Performance of Contingency Cost Provision for ...

African Journals Online (AJOL)

Arc. Usman A. Jalam

ATBU Journal of Environmental Technology, 4, (1), December 2011. 41. Appraisal of the ... quantitative risks analysis in the determination of contingency fund. Therefore, to improve the ... the financial performance of constructed facilities ...

Appraisal of the Performance of Contingency Cost Provision for ...

African Journals Online (AJOL)

The paper appraised performance of contingency allowance in addressing projects' cost risk. To achieve this aim, impact of contingency provision in some selected building projects were evaluated. Data for the study was collected by means of checklist from 40 completed projects' files. Furthermore, 100 questionnaires on ...

Performance Appraisals: One Step in a Comprehensive Staff Supervision Model

Science.gov (United States)

Kilbourne, Susan

2007-01-01

Performance reviews, while stressful, can prepare employees for the next stages of their career. The best performance reviews are those where the supervisor knows the employee's skills and talents and offers suggestions on how to use those talents to develop other areas of job performance and professional growth. In this article, the author…

Employee Retention Strategies And Organizational Performance ...

African Journals Online (AJOL)

Implication of the results for practice is that any organization that fails to put in place adequate employee retention strategies is not likely to retain competent and motivated workforce in its employment and hence experience frequent labour turnover and poor organizational performance. Keywords: Employees, Retention ...

The Association of Employee Engagement at Work With Health Risks and Presenteeism.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B

2017-10-01

Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity. In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created. The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups. Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.

EXPANDED DIMENSIONS OF THE PURPOSES AND USES OF PERFORMANCE APPRAISAL

Directory of Open Access Journals (Sweden)

Muhammad Zahid Iqbal

2012-01-01

Full Text Available This paper attempts to develop an understanding of performance appraisal (PA and to identify inconsistencies in its purposes and uses through an analysis of previous studies. The paper explores the purposes and uses of PA in the literature and devises a scheme for classifying the practice of PA into four categories – administrative, developmental, strategic, and role definition. This work was done to expand our understanding of performance appraisal and to highlight its uses in connection with other human resource management and development functions. The study finds that previous researchers devoted the most attention to PA conducted for administrative purposes, followed by PA for developmental purposes; the strategic category of PA was studied somewhat, whereas PA for purposes of role definition was almost ignored. The author offers a full-scale inventory of the purposes and uses of PA for researchers, performance raters and ratees. The study proposes that raters need to focus on the broader dimensions of PA, not simply its administrative functions.

The application of balanced scorecards in the performance measurement of a large communication corporation in China

OpenAIRE

Qiu, FC

2015-01-01

This thesis explores the application of the Balanced Scorecard (BSC) as a means employee appraisal in Chinese state-owned enterprises (SOEs). In the earlier documents, it was found that BSCs were not successful. This thesis examines the reasons why the BSC has not worked as a method of appraising individual employees. Operational, capability and cultural systems are the three perspectives used to study the performance of the employee BSC. In addition, this thesis attempts to restructure a new...

Relationship between mental toughness, stress appraisal, and innovation performance of R&D personnel

Directory of Open Access Journals (Sweden)

Feng Jin

2016-01-01

Full Text Available Four hundred and two R&D personnel were surveyed through questionnaires to study the relationship between mental toughness, stress appraisal (including experience of stress and stress control, and innovation performance. The findings reveal a significant negative correlation between mental toughness and stress experience and a significant positive correlation between mental toughness and both stress control and innovation performance. Furthermore, although the experience of stress was negatively correlated with innovation performance, stress control had the opposite effect. Experience of stress and stress control were the mediating variables for mental toughness and innovation performance, respectively. There was also a significant interaction effect between stress appraisal and mental toughness.

HRM Practices and its Impact on Employee Satisfaction: A Case of Pharmaceutical Companies in Bangladesh

Directory of Open Access Journals (Sweden)

Solaiman Chowdhury

2016-01-01

compensation policy, performance appraisal, and industrial relations. The study suggests that the pharmaceutical companies should develop proper human resource policy and given emphasis on proper human resource practices to enhance the satisfaction of their employees and build them effective human resources.

How employee engagement matters for hospital performance.

Science.gov (United States)

Lowe, Graham

2012-01-01

Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.

5 CFR 430.207 - Monitoring performance.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Monitoring performance. 430.207 Section 430.207 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees § 430.207...

5 CFR 430.206 - Planning performance.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Planning performance. 430.206 Section 430.206 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees § 430.206...

Return-to-work intervention versus usual care for sick-listed employees: health-economic investment appraisal alongside a cluster randomised trial

Science.gov (United States)

Lokman, Suzanne; Volker, Danielle; Zijlstra-Vlasveld, Moniek C; Brouwers, Evelien PM; Boon, Brigitte; Beekman, Aartjan TF; Smit, Filip; Van der Feltz-Cornelis, Christina M

2017-01-01

Objective To evaluate the health-economic costs and benefits of a guided eHealth intervention (E-health module embedded in Collaborative Occupational healthcare (ECO)) encouraging sick-listed employees to a faster return to work. Design A two-armed cluster randomised trial with occupational physicians (OPs) (n=62), clustered and randomised by region into an experimental and a control group, to conduct a health-economic investment appraisal. Online self-reported data were collected from employees at baseline, after 3, 6, 9 and 12 months. Setting Occupational health care in the Netherlands. Participants Employees from small-sized and medium-sized companies (≥18 years), sick-listed between 4 and 26 weeks with (symptoms of) common mental disorders visiting their OP. Interventions In the intervention group, employees (N=131) received an eHealth module aimed at changing cognitions regarding return to work, while OPs were supported by a decision aid for treatment and referral options. Employees in the control condition (N=89) received usual sickness guidance. Outcomes Measures Net benefits and return on investment based on absenteeism, presenteeism, health care use and quality-adjusted life years (QALYs) gained. Results From the employer’s perspective, the incremental net benefits were €3187 per employee over a single year, representing a return of investment of €11 per invested Euro, with a break-even point at 6 months. The economic case was also favourable from the employee’s perspective, partly because of QALY health gains. The intervention was costing €234 per employee from a health service financier’s perspective. The incremental net benefits from a social perspective were €4210. This amount dropped to €3559 in the sensitivity analysis trimming the 5% highest costs. Conclusions The data suggest that the ECO intervention offers good value for money for virtually all stakeholders involved, because initial investments were more than recouped within a

Personal Costs and Benefits of Employee Intrapreneurship: Disentangling the Employee Intrapreneurship, Well-Being, and Job Performance Relationship.

Science.gov (United States)

Gawke, Jason C; Gorgievski, Marjan J; Bakker, Arnold B

2017-12-28

Ample studies have confirmed the benefits of intrapreneurship (i.e., employee behaviors that contribute to new venture creation and strategic renewal activities) for firm performance, but research on the personal costs and benefits of engaging in intrapreneurial activities for employees is lacking. Building on job demands-resources and reinforcement sensitivity theories, we examined how employees' reinforcement sensitivity qualified the relationship among their intrapreneurial behavior, subjective well-being, and other-rated job performance. Using a sample of 241 employee dyads, the results of moderated mediation analyses confirmed that employee intrapreneurship related positively to work engagement for employees high (vs. low) in sensitivity to rewards (behavioral approach system), which subsequently related positively to innovativeness and in-role performance and negatively to work avoidance. In contrast, employee intrapreneurship related positively to exhaustion for employees high (vs. low) in sensitivity to punishments (behavioral inhibition system), which subsequently related positively to work avoidance and negatively to in-role performance (but not to innovativeness). Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

Directory of Open Access Journals (Sweden)

Liz Zeny Merry

2017-07-01

Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

MCDA APPLIED TO PERFORMANCE APPRAISAL OF SHORT-HAUL TRUCK DRIVERS: A CASE STUDY IN A PORTUGUESE TRUCKING COMPANY

Directory of Open Access Journals (Sweden)

Raquel Morte

2015-03-01

Full Text Available Performance appraisal increasingly assumes a more important role in any organizational environment. In the trucking industry, drivers are the company's image and for this reason it is important to develop and increase their performance and commitment to the company's goals. This paper aims to create a performance appraisal model for trucking drivers, based on a multi-criteria decision aid methodology. The PROMETHEE and MMASSI methodologies were adapted using the criteria used for performance appraisal by the trucking company studied. The appraisal involved all the truck drivers, their supervisors and the company's Managing Director. The final output is a ranking of the drivers, based on their performance, for each one of the scenarios used. The results are to be used as a decision-making tool to allocate drivers to the domestic haul service.

A Study on the Relationship between Human Resource Management Practices and Organizational Performance

OpenAIRE

Özden AKIN; Hayat Ebru ERDOST ÇOLAK

2012-01-01

The main goal of this study is to investigate the relationship between organizational performance variables and Human Resource Management practices. Workforce planning, training and development, performance appraisal, rewarding, firm-employee relationship, and internal communication are used as human resource management practices. Employee turnover rate, employee productivity, and sales are used as organizational performance variables. The results are collected by survey from 108 companies wh...

Performance appraisal and advancement exercise 2005

CERN Multimedia

Human Resources Department

2004-01-01

The 2005 performance appraisal and advancement exercise will start in the usual way with annual interviews between staff and their supervisors. These interviews should be held in the period from 15 November 2004 to 15 February 2005 [see Administrative Circular No 26 (Rev. 5) Annex II, § 3. For this exercise, the paper MAPS form has been replaced by an electronic form in the EDH system, which is available via EDH (on the EDH desktop under Other Tasks / HR & Training) No changes have been made to the contents of the form. HR Department will shortly provide further information on this subject. Human Resources Department Tel. 73566

The Influences of Transformational Leaderships on Employees Performance (A Study of the Economics and Business Faculty Employee at University of Muhammadiyah Malang)

OpenAIRE

Kamel Saleh Khalifa Elgelal; Noermijati Noermijati

2015-01-01

This study aims at investigating the effect of direct transformational leadership on employee motivation, jobs satisfaction, and employee performance. Then investigating the effect of direct employee satisfaction and motivation on employee job performance and employee's performance, and to know that job satisfaction gives direct influence on employee performance. Than in this study also investigates the influence of indirect transformational leadership on employee performance through employee...

Employee Motivation, Recruitment Practices and Banks Performance in Nigeria

Directory of Open Access Journals (Sweden)

Adeola Mukarramah Modupe

2016-12-01

Full Text Available Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable

HRM Practices and it Impact on Employee Satisfaction: A Case of Pharmaceutical Companies in Bangladesh

Directory of Open Access Journals (Sweden)

Mostafizur Rahman

2013-07-01

Full Text Available This paper aims to investigate the impact of HRMpractices on employee satisfaction in the pharmaceutical companies ofBangladesh. A structured questionnaire was developed and distributed amoung 108employees of four pharmaceuticals companies, whereas 96 employees answeredrightly. Statistical tools like z test, mean and proportion analysis was usedto assess the impact of HRM practices on employee satisfaction. The study revealsthat employees in pharmaceutical companies are satisfied with the recruitment andselection, and training and development policy and practices of pharmaceutical companies.On the other hand, employees are dissatisfied with the human resource planning,working environment, compensation policy, performance appraisal, and industrialrelations. The study suggests that the pharmaceutical companies should developproper human resource policy and given emphasis on proper human resourcepractices to enhance the satisfaction of their employees and build them effectivehuman resources.

Impact of Incentive Schemes on Employee Performance: A Case ...

African Journals Online (AJOL)

Impact of Incentive Schemes on Employee Performance: A Case Study of ... several factors like motivation, absenteeism, employee turnover, production and productivity, ... conditions, team work, rewarding and work satisfaction of employees.

Relationship Between Employee Motivation And Performance Of The Employees Working In Retail Sector In Jaipur

OpenAIRE

Dr. Neha Sharma; Ms. Avni Sharma

2017-01-01

The success and the failure of any business as a matter of fact depend largely on the employees: thus human resources are very essential to the organization as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly and indirectly has an impact on their performance and development of the organization. De motivated employees under no circumstances will churn out decreased performa...

Employee Fitness Programs: Exploring Relationships between Perceived Organizational Support toward Employee Fitness and Organizational Sustainability Performance

Directory of Open Access Journals (Sweden)

Zhe Wang

2018-06-01

Full Text Available This study investigates the influence of employee fitness programs on organizational sustainability performance from the perspective of organizational support as perceived by employees. Organizational sustainability performance was specified as a second-order factor, which was affected by three first-order factors: financial performance, social performance, and environmental performance. A snowball sampling method was employed to conduct an online survey of working adults in Shanghai to test the proposed hypotheses. Results show that perceived organizational support toward employee fitness has a positive and significant effect on organizational sustainability performance, and the positive effect is mediated by job satisfaction and organizational commitment. This study also provides theoretical and managerial implications.

Employee Recognition and Performance: A Field Experiment

OpenAIRE

Bradler, Christiane; Dur, Robert; Neckermann, Susanne; Non, Arjan

2014-01-01

This discussion paper led to a publication in 'Management Science' . This paper reports the results from a controlled field experiment designed to investigate the causal effect of unannounced, public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly received recognition after two hours of work. We find that recognition increases subsequent performance substantially, and particu...

Employee Recognition and Performance: A Field Experiment

NARCIS (Netherlands)

C. Bradler (Christiane); A.J. Dur (Robert); S. Neckermann (Susanne); J.A. Non (Arjan)

2013-01-01

textabstractThis paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly

Employee recognition and performance: A field experiment

NARCIS (Netherlands)

Bradler, C.; Dur, R.; Neckermann, S.; Non, J.A.

2013-01-01

This paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly received

MULTI-RATER FEEDBACK - IN PROMOTING AND STIMULATING AN INSTITUTION OR ORGANISATION EMPLOYEES

Directory of Open Access Journals (Sweden)

LĂPĂDUŞI MIHAELA LOREDANA

2015-12-01

Full Text Available In order to improve the performance of employees of an institution, regardless of its profile method is applicable 360º Feedback. This is one of the most modern and current performance appraisal methods and motivating them to get professional results set. This is a system or process by which employees are aware of an anonymous feedbeck from some stakeholders of the organization. The method shows a high degree of objectivity and requires the acquisition of various assessments from a large number of assessors, both within the institution and outside it. By applying the method 360 may pursue the evaluation of any type of objective pursued by performance management is applied in particular to the improvement and development of employees an organization. The purpose of this article is to highlight the role, importance and advantages of this method can be successfully applied.

Zone of Acceptance Under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

DEFF Research Database (Denmark)

Nielsen, Poul Aaes; Jacobsen, Christian Bøtcher

2018-01-01

Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue that perfor......Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue...... that performance information shapes employee attributions of leader quality and perceptions of a need for change in ways that affect their acceptance of management authority, conceptualized using Simon’s notion of a ‘zone of acceptance.’ We conducted a survey experiment among 1,740 teachers, randomly assigning...... true performance information about each respondent’s own school. When employees were exposed to signals showing low or high performance, their acceptance of management authority increased, whereas average performance signals reduced employee acceptance of management authority. The findings suggest...

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

Science.gov (United States)

Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

2007-05-01

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions. 2007 APA, all rights reserved

Supervisory Responsiveness and Employee Self-Perceived Status and Voice Behavior

NARCIS (Netherlands)

Janssen, Onne; Gao, Liping

2015-01-01

We investigated the role of employees' status appraisals within their work group in relation to their challenging-promotive voice behavior. We argued that fair and respectful treatment of their voice input by the authority figure of the group (i.e., supervisory responsiveness) enhances employees'

Supervisory Responsiveness and Employee Self-Perceived Status and Voice Behavior

NARCIS (Netherlands)

Janssen, Onne; Gao, Liping

We investigated the role of employees' status appraisals within their work group in relation to their challenging-promotive voice behavior. We argued that fair and respectful treatment of their voice input by the authority figure of the group (i.e., supervisory responsiveness) enhances employees'

Employee well-being, early-retirement intentions, and company performance.

Science.gov (United States)

von Bonsdorff, Monika E; Vanhala, Sinikka; Seitsamo, Jorma; Janhonen, Minna; Husman, Päivi

2010-12-01

To explore the relationship between employee well-being and early-retirement intentions, and the extent to which early-retirement intentions are associated with company performance. This study is based on cross-sectional survey data on the ageing employees of the Finnish metal industry and retail trade, collected in 2007 (company-level n = 129, employee-level n = 1281). It was analyzed using multinomial logistic and multiple regression analysis. Poor work ability, frequent emotional exhaustion, low organizational commitment, and job control were associated with the prevalence of early-retirement intentions among aging employees in both industries. Metal industry employees' early-retirement intentions were associated with weaker company performance measured by the perceptions of the manager. By enhancing well-being, employees may stay at work for longer rather than retiring early. Early-retirement intentions can be counterproductive for companies.

Covariance of engineering management characteristics with engineering employee performance

Science.gov (United States)

Hesketh, Andrew Arthur

1998-12-01

As business in the 1990's grapples with the impact of continuous improvement and quality to meet market demands, there is an increased need to improve the leadership capabilities of our managers. Engineers have indicated desire for certain managerial characteristics in their leadership but there have been no studies completed that approached the problem of determining what managerial characteristics were best at improving employee performance. This study addressed the idea of identifying certain managerial characteristics that enhance employee performance. In the early 1990's, McDonnell Douglas Aerospace in St. Louis used a forced distribution system and allocated 35% of its employees into a "exceeds expectations" category and 60% into a "meets expectations" category. A twenty-question 5 point Likert scale survey on managerial capabilities was administered to a sample engineering population that also obtained their "expectations" category. A single factor ANOVA on the survey results determined a statistical difference between the "exceeds" and "meets" employees with four of the managerial capability questions. The "exceeds expectations" employee indicated that supervision did a better job of supporting subordinate development, clearly communicating performance expectations, and providing timely performance feedback when compared to the "meets expectations" employee. The "meets expectations" employee felt that their opinions, when different from their supervisor's, were more often ignored when compared to the "exceeds expectations" employee. These four questions relate to two specific managerial characteristics, "gaining (informal) authority and support" or "control" characteristic and "providing assistance and guidance" or "command" characteristic, that can be emphasized in managerial training programs.

An annual performance appraisal for CERN

CERN Multimedia

2012-01-01

The March Council session is the occasion for CERN’s annual performance appraisal, but instead of the MARS form familiar to CERN staff, the lab’s working document is an Annual Progress Report, linked to the Medium-Term Plan, matching achievements to objectives. This year, I think it’s fair to say, we were firmly able to tick the ‘achieved’ box.   Top of the list of objectives was the LHC, which exceeded expectations in 2011 by delivering over five times the anticipated luminosity for protons while improving the lead-ion integrated luminosity by an order of magnitude compared to 2010.  As a result, the experiments published over 190 papers and made a staggering 1900 conference presentations. Underpinning this was the Worldwide LHC Computing Grid, which routinely performs so well that we hardly notice it's there. Non-LHC physics also had its day in the sun in 2011, with experiments at the PS, SPS, AD, n_TOF and ISOLDE, as well ...

Firing without fear. Heading off litigation in employee terminations.

Science.gov (United States)

Elliott, C L; Kaiser, G

1989-03-01

Under most state laws, employee handbooks carry the status of employment contracts, or such contracts are implied through various employment conversations. Unlike in the past, when a management decision to discharge an employee could be challenged only for statutory or public policy reasons, today's employer may have to prove that he or she did not violate an employee's contractual right to employment. Employers can reduce the risk of employment liability through practical steps such as careful monitoring and documenting of the hiring, performance appraisal, and disciplinary processes, and a credible grievance procedure. Many employers have found, however, that taking these steps does not always prevent litigation. Certain legal precautions, such as written disclaimers and other handbook revisions, can result in the dismissal of such actions before trial and will deter many plaintiffs' attorneys from taking the case. The strongest legal protection in termination situations is a release of all claims executed by the employee and supported by severance pay or other valuable consideration to which the employee would not be otherwise entitled.

MAPS evaluation report and procedures governing interviews and performance appraisals

CERN Multimedia

HR Department

2006-01-01

Following various improvements to the MAPS report and to the procedures governing interviews and performance appraisals (announced in the CERN Bulletin 48-49/2005), a third information session has been organized for all staff members on Tuesday, 31 January at 10 a.m.: AB Auditorium P (864-1-D02), Human Resources Department Tel. 73566

Job control and coworker support improve employee job performance.

Science.gov (United States)

Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

2010-01-01

We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

INFLUENCE OF COMPETENCE, TRANSFORMATIONAL LEADERSHIP, SOCIAL CAPITAL AND PERFORMANCE ON EMPLOYEE CAREERS

Directory of Open Access Journals (Sweden)

Nia Kusuma Wardhani

2017-12-01

Full Text Available Every employee would expect a career enhancement in his job. There are many factors that affect employee careers. This study aims to examine the influence of Competence, Transformational Leadership, Social Capital and Performance to Career Employees of Mercu Buana University, is a quantitative research with Path Analysis method. This research was conducted at Mercu Buana University in West Jakarta area, the research sample was 185 employees using Simple Random Sampling method. Associated with the performance of employees, the results showed that there is an influence of competence on performance, there is the influence of transformational leadership on performance, there is the influence of social capital on performance. In the case of employee career, the result of research indicate that there is influence of competence to career of employee, there is influence of employee career performance, there is influence of social capital to career of employee. The result of path analysis gives a structural equation Y = 0,258X1 + 0,213X2 + 0,229X3 + 0,416X4 + 0,36. Thus it can be explained that the most direct influence on Employee Career is a Performance variable of 41.6%, while the Competence variable of 25.8% and social capital variable of 22.9%.

75 FR 16188 - Work Reserved for Performance by Federal Government Employees

Science.gov (United States)

2010-03-31

... reserved for performance by Federal employees? b. What is the best way to optimize the value of the... performance by federal employees. The policy letter is intended to implement direction in the President's... public interest as to mandate performance by Federal employees. Examples and tests would be provided to...

Retaining and properly developing employees: Could this impact professional conduct?

Directory of Open Access Journals (Sweden)

Christiana Kappo-Abidemi

2015-11-01

Full Text Available Human resource retention and development (HRRD relationship with public servants’ professionalism is examined in this study. Variables such as performance appraisal, training and motivation are used to measure HRRD and the effect on professional output of public service employees are examined. Both quantitative and qualitative methods of data collection were adopted; four hundred and seventy six (476 useable questionnaires were retrieved from respondents and used in the quantitative analysis, while three different groups consisting of between eight to twelve people were involved in focus group discussions. Inferential statistics was used to analyse the quantitative data, while the qualitative data was organised into themes. Findings indicate among others a lack of motivation among Nigerian public servants in terms of salaries and other incentives that could have enhanced performance output. Likewise, training and developmental strategy embarked on presently is not problem targeted. Therefore, a revamp of the current performance appraisal system is suggested amongst many others.

Investigating The Effect Of Job Stress On Performance Of Employees

Directory of Open Access Journals (Sweden)

Oyungerel Altangerel

2015-02-01

Full Text Available Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and majority of employees reduce their productivity and loss of interest in job due to stress. As for concern health issue eyes strain dizziness and disorder in sleep are due to job stress. According to results of logit model parameters of education experience and salary per month are statistically significant and have positive impact on employees performance but age family size no relaxation time giving to employees during working hours and work overload are statistically significant and have negative impact on employees job performance. For suggestions companies should increase salaries of employees and give reward to employees those have work overload. Workload of employees should reduce by proper work redesign and efficient management by proper allocation of job. It is also found that stress also becomes reason of several illnesses and majority of employees dont have medical facilities first aid at working place therefore it is suggested that companies should also provide medical facilities first aid for employees at work place.

The Performance of the Female Employees in Public Service

Directory of Open Access Journals (Sweden)

Titi Darmi

2017-12-01

Full Text Available The purpose of this study is to find out how the performance of female employees in public service at Class II Immigration Office Bukittinggi is. The research method used is a mixed method research by combining the qualitative and quantitative data. The sources of data were primary and secondary data. Primary data is obtained through interviews, observations and questionnaires to service users. The data from the distributed questionnaires are analyzed through frequency distribution table according to the respondents’ statements. The number of respondents as service users amounted to 45 people and 7 informants from the Class II Immigration Office of Bukittinggi. The research result showing that the performance of the female employees was very good with a contribution of 84.4% of the respondent's answer in assessing the employees' discipline in starting and completing the service, responsibility in completing the tasks given and show good attitudes to the society. In performing their job, they  apply roles, duties and responsibilities properly according to the main tasks and Functions (tupoksi. Efforts and commitments from the stakeholders in improving the performance quality of the female employees are categorized good so that female employees can overcome any obstacles encountered.

The Effect of Leadership Style, Organizational Culture, Employee Development and Training on Employee Performance (Study of PT. Pln (Persero) Suluttenggo Region)

OpenAIRE

Rumokoy, Farlane S.; Lumempow, Irta

2015-01-01

An organization or company€™s best asset is human resource or in this case is employee, because employee performance is related to organization or company€™s performance. So, to improve employee performance, company needs people who have expertise and unique capabilities that are in line with company€™s visions and missions. The purpose of this research is to find out the effect of leadership style, organizational culture, employee development and training on employee performance in PT. PLN (...

Appraisal, Coping, Task Performance, and Cardiovascular Responses during the Evaluated Speaking Task.

Science.gov (United States)

Baggett, H. Lane; And Others

1996-01-01

Appraisal, coping, task performance, and cardiovascular responses were examined among men high and low in speech anxiety who prepared and performed a speech under evaluative conditions. Speech-anxious men saw the task as more threatening. They were more stressed, anxious, distracted, and aware of their emotions, focused on the passage of time, and…

Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?

Science.gov (United States)

Díaz-Vilela, Luis F; Delgado Rodríguez, Naira; Isla-Díaz, Rosa; Díaz-Cabrera, Dolores; Hernández-Fernaud, Estefanía; Rosales-Sánchez, Christian

2015-01-01

Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task) performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods.

Web-based application on employee performance assessment using exponential comparison method

Science.gov (United States)

Maryana, S.; Kurnia, E.; Ruyani, A.

2017-02-01

Employee performance assessment is also called a performance review, performance evaluation, or assessment of employees, is an effort to assess the achievements of staffing performance with the aim to increase productivity of employees and companies. This application helps in the assessment of employee performance using five criteria: Presence, Quality of Work, Quantity of Work, Discipline, and Teamwork. The system uses the Exponential Comparative Method and Weighting Eckenrode. Calculation results using graphs were provided to see the assessment of each employee. Programming language used in this system is written in Notepad++ and MySQL database. The testing result on the system can be concluded that this application is correspond with the design and running properly. The test conducted is structural test, functional test, and validation, sensitivity analysis, and SUMI testing.

CEO performance appraisal: review and recommendations.

Science.gov (United States)

Newman, J F; Tyler, L; Dunbar, D M

2001-01-01

CEO performance appraisal (PA) is very valuable to an organization, but the chances of obtaining a PA of high quality decrease as executive responsibility increases. The realities of CEO PA are that it: (1) is inevitable; (2) is creative and complex; (3) involves politics; and (4) has a significant effect on the organization and the executive. PA is conducted for legal and social requirements, to enhance communication, to provide opportunities for improvement, and to relate performance to compensation. This article discusses several problems with chief executive officer (CEO) PA and the contemporary approaches that seek to improve it. Three fundamental areas for evaluation are identified: (1) organizational success; (2) areawide health status; and (3) professional role fulfillment. These provide an outline for successful healthcare PA. In addition to a discussion of the strategic considerations behind a successful CEO PA system, several recommendations are offered for the implementation of the annual evaluation process. The final goal of CEO PA is to link its results to CEO incentive compensation. It is strongly recommended that some portion of the CEO's salary directly hinge on his performance in two critical areas: organizational effectiveness and community health status.

A Study on the Relationship between Human Resource Management Practices and Organizational Performance

Directory of Open Access Journals (Sweden)

Özden AKIN

2012-12-01

Full Text Available The main goal of this study is to investigate the relationship between organizational performance variables and Human Resource Management practices. Workforce planning, training and development, performance appraisal, rewarding, firm-employee relationship, and internal communication are used as human resource management practices. Employee turnover rate, employee productivity, and sales are used as organizational performance variables. The results are collected by survey from 108 companies which are the members of Istanbul Chamber of Industry (ICI. Analyses show that workforce planning has a significant effect on employee productivity and sales, but no significant effect on employee turnover rate. The results also show that employee turnover rate is negatively associated with employee productivity and sales.

Physicians in health care management: 2. Managing performance: who, what, how and when?

OpenAIRE

Lemieux-Charles, L

1994-01-01

Physicians are becoming more involved in performance management as hospitals restructure to increase effectiveness. Although physicians are not hospital employees, they are subject to performance appraisals because the hospitals are accountable to patients and the community for the quality of hospital services. The performance of a health care professional may be appraised by the appropriate departmental manager, by other professionals in a team or program or by peers, based on prior agreemen...

Real estate market and building energy performance: Data for a mass appraisal approach.

Science.gov (United States)

Bonifaci, Pietro; Copiello, Sergio

2015-12-01

Mass appraisal is widely considered an advanced frontier in the real estate valuation field. Performing mass appraisal entails the need to get access to base information conveyed by a large amount of transactions, such as prices and property features. Due to the lack of transparency of many Italian real estate market segments, our survey has been addressed to gather data from residential property advertisements. The dataset specifically focuses on property offer prices and dwelling energy efficiency. The latter refers to the label expressed and exhibited by the energy performance certificate. Moreover, data are georeferenced with the highest possible accuracy: at the neighborhood level for a 76.8% of cases, at street or building number level for the remaining 23.2%. Data are related to the analysis performed in Bonifaci and Copiello [1], about the relationship between house prices and building energy performance, that is to say, the willingness to pay in order to benefit from more efficient dwellings.

The role of employee HR attributions in the relationship between high-performance work systems and employee outcomes

NARCIS (Netherlands)

van de Voorde, F.C.; Beijer, Susanne

2015-01-01

Although research has shown that the use of high-performance work systems (HPWS) is associated with employee outcomes, our knowledge of the meanings employees attach to HPWS systems and how these shape employee outcomes is still limited. This study examines the signalling impact of enacted HPWS on

THE EFFECT TRANSFORMATIONAL LEADERSHIP, PERSONALITY AND JOB PERFORMANCE ADMINISTRATION EMPLOYEE

OpenAIRE

Andinasari, Andinasari; Sujanto, Bedjo; Mukhtar, Mukhneri

2017-01-01

The purpose of this study was determine the effect transformational leadership, personality and job performance administration employeeUniversity of Indonesian Teachers Union of Palembang (PGRI). This research try answer problems about job performance involving of 144 administration employee had been selected from the target population of 223 employee by using quantitative approach with path analysis methods.  The reseach of conclude show (1) transformational leadership had a direct effe...

Factors Affecting The Career Development Of Employees In Secretariat Office Of City Samarinda

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Santi Rande

2015-03-01

Full Text Available ABSTRACT Although the primary responsibility for career planning lies in the individual but organizational career planning should be completely in line with individual career planning if an organization wants to retain the best employees. Assumptions and the perspective delivers the researchers to examine the influence of aspects of individual and organizational aspects of the career development of employees within the organization of government. The population in this study were employees of the Regional Secretariat of Samarinda by sampling using Proportional Sampling. This research uses a quantitative approach to the explanation that the format is done through surveys. The results showed that the main factors affecting the career development of staff at the Regional Secretariat Samarinda is a factor of career counseling performance appraisal and career mapping which affects the employees career development is partially respectively or simultaneously together .

Standing Out and Moving Up: Performance Appraisal of Cultural Minority Physicians

Science.gov (United States)

Leyerzapf, Hannah; Abma, Tineke A.; Steenwijk, Reina R.; Croiset, Gerda; Verdonk, Petra

2015-01-01

Despite a growing diversity within society and health care, there seems to be a discrepancy between the number of cultural minority physicians graduating and those in training for specialization (residents) or working as a specialist in Dutch academic hospitals. The purpose of this article is to explore how performance appraisal in daily medical…

5 CFR 293.402 - Establishment of separate employee performance record system.

Science.gov (United States)

2010-01-01

... employee's Official Personnel Folder (OPF ) or in the Employee Performance File (EPF). However, other... performance-related records for such employees in this EPF system. The agency may elect to retain records in a... the agency determines that a separate EPF is cost-effective, such a file may be located in another...

Human ResourceManagement Practices and Employee Performance in Banking Sector of Bangladesh

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Abdus Salam Sarker

2017-05-01

Full Text Available In the first growing banking sector like Bangladesh, there are 56 banks offered financial services with different stratagem and always looking for faster growth through employee performance by all means. Performance assessment is highly important while achieving the goals of the organization and determining the individual contributions to the organization. The purpose is to measure the effect of human resource (HR practices on the employee performance in banking sector of Bangladesh. The research has performed through a sample survey on convenience sampling based data set about 328 different levels of employees from the banks in different locations of Bangladesh. A structured questionnaire was used to collect primary data related to some HR issues namely- institutional Commitment and motivation, Employee relations, Compensation, Physical Work Environment, Training & Development, Promotion, Job Satisfaction (independent variables and the employee performance (dependent variable of the designed banks. The study revealed that all the HR practices except compensation and training & development have significant impact on the employee performance in the banking industry of Bangladesh. The findings of study provide a clear guidance to the banking practitioners/policy makers to take further steps in achieving the organizational goal through the employee performance.

Relative Performance Information, Rank Ordering and Employee Performance: A Research Note

NARCIS (Netherlands)

Kramer, S.; Maas, V.S.; van Rinsum, M.

2016-01-01

We conduct a laboratory experiment to examine whether the provision of detailed relative performance information (i.e., information about the specific performance levels of peers) affects employee performance. We also investigate how – if at all – explicit ranking of performance levels affects how

Job Attitudes and Organizational Performance When Employees Own the Company.

Science.gov (United States)

Long, Richard J.

Employee ownership affects organizational integration, organizational involvement and organizational commitment. Through a framework which predicts the effects of employee ownership on job attitudes and organizational performance (Long, 1978), the effects of conversion to employee ownership at three companies with varying degrees of employee…

Teaching in the "Performative" State: Implications for Teacher Appraisal in Australia

Science.gov (United States)

Naidu, Sham

2011-01-01

Teacher appraisal is viewed by bureaucrats as a means of effecting organisational change in schools. It is for this reason that educational policy leaders have turned to technical competency as a way of accounting for teachers' performance in classrooms. In other words, teachers' work is now subject to minute scrutiny by the observation of…

Prosocial bonuses increase employee satisfaction and team performance.

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Lalin Anik

Full Text Available In three field studies, we explore the impact of providing employees and teammates with prosocial bonuses, a novel type of bonus spent on others rather than on oneself. In Experiment 1, we show that prosocial bonuses in the form of donations to charity lead to happier and more satisfied employees at an Australian bank. In Experiments 2a and 2b, we show that prosocial bonuses in the form of expenditures on teammates lead to better performance in both sports teams in Canada and pharmaceutical sales teams in Belgium. These results suggest that a minor adjustment to employee bonuses--shifting the focus from the self to others--can produce measurable benefits for employees and organizations.

Prosocial Bonuses Increase Employee Satisfaction and Team Performance

Science.gov (United States)

Anik, Lalin; Aknin, Lara B.; Norton, Michael I.; Dunn, Elizabeth W.; Quoidbach, Jordi

2013-01-01

In three field studies, we explore the impact of providing employees and teammates with prosocial bonuses, a novel type of bonus spent on others rather than on oneself. In Experiment 1, we show that prosocial bonuses in the form of donations to charity lead to happier and more satisfied employees at an Australian bank. In Experiments 2a and 2b, we show that prosocial bonuses in the form of expenditures on teammates lead to better performance in both sports teams in Canada and pharmaceutical sales teams in Belgium. These results suggest that a minor adjustment to employee bonuses – shifting the focus from the self to others – can produce measurable benefits for employees and organizations. PMID:24058691

Learning from Top-Performing Managers.

Science.gov (United States)

Brown, Paul L.

2000-01-01

Illustrates five criteria that can be used to identify the "best" managers in any organization: business results, employee attitudes, peer confirmation, upper-level manager appraisal, and customer satisfaction. Examines what top-performing managers say and do, and concludes that their thinking processes and their specific sets of skills…

The Optimal Performance of Employees

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Marta Pureber

2000-12-01

Full Text Available The Revoz company set itself the following task: we will enable also our blue colllar workers to improve their ski lls and be promoted. So we started implementing a project of step-by-step education, The Optimal Performance of Employees. Improving the workers' knowledges and skills guarantees higher independence, responsibility, faster development of organisation structure and more trust between the employees because of better communication in bas ic working units. The Optimal Performance program offers blue collar workers a possibility to  improve their professional skills, to adapt themselves to changes in managing, organisation, technology and new approaches to their tasks. The program is based on the following principles: • voluntariness-every worker can participate; • adapted pedagogical approach - based on routine workers' activities, the rhythm of education is adapted to their abilities of absorbing new knowledges; • including of managerial structure - before, du ring and after education; • connection with working environment - the contents of education are linked to a specific working environment.

MAPS evaluation report and procedures governing interviews and performance appraisals

CERN Multimedia

HR Department

2006-01-01

Following various improvements made to the MAPS report and to the procedures governing interviews and performance appraisals (announced in the CERN Weekly Bulletin 48-49/2005), three information sessions have been organized for all staff members: 24 January 10:00: AB Auditorium P (864-1-D02), 26 January 14:00: Main Amphitheatre, 31 January 10:00: AB Auditorium P (864-1-D02). Human Resources Department Tel. 73566

Employee motivation and employee performance in child care : the effects of the introduction of market forces on employees in the Dutch child-care sector

NARCIS (Netherlands)

Plantinga, Mirjam

2006-01-01

Employee Motivation and Employee Performance in Child Care: The Effects of the Introduction of Market Focus on Employees in the Dutch Child-Care Sector Mirjam Plantinga (RUG) This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on

Strategic Management Foundations and Employee Performance of ...

African Journals Online (AJOL)

Nneka Umera-Okeke

Performance of Aluminium Companies in Delta State. Nzewi, Hope Ngozi ... In this way, employee performance and overall organizational ... in a firm is best determined by analyzing relationship between strategic management and ... for organizational, administrative changes, setting measures on control systems and.

Performance ratings and personality factors in radar controllers.

Science.gov (United States)

1970-09-01

The purpose of the study was to determine whether primary or second-order personality questionnaire factors were related to job performance ratings on the Employee Appraisal Record in a sample of 264 radar controllers. A Pearson correlation matrix wa...

Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?

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Luis F Díaz-Vilela

Full Text Available Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods.

Impact of organisational politics on employee performance in public sector organisations.

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Quaiser Abbas

2017-03-01

Full Text Available The present study seeks to investigate the impact of organizational politics on employee performance in the public sector organizations. The study developed a framework on the basis of an extensive literature review which was then tested to provide an empirical insight about the proposed relationships. The data were collected from the employees of 15 public sector organizations in Pakistan. The data was statistically analyzed using regression analysis. The results revealed that organizational politics have a significant impact on employee performance. The findings of the study reinforce that the management needs to understand the perception of employees about the organizational politics prevailing in their organizations and have to adopt strategies that would minimize the perception of organizational politics and enhance employee performance. The present study has been conducted in a developing economy; therefore, the findings of the present study are partially generalized able to other developing economies as well. The future researchers can also perform the studies in other settings.

Evaluation of a performance appraisal framework for radiation therapists in planning and simulation

Energy Technology Data Exchange (ETDEWEB)

Becker, Jillian, E-mail: jillian.becker@health.qld.gov.au [Radiation Oncology Mater Centre, South Brisbane, Queensland (Australia); Bridge, Pete [School of Clinical Sciences, Queensland University of Technology, Brisbane, Queensland (Australia); Brown, Elizabeth; Lusk, Ryan; Ferrari-Anderson, Janet [Radiation Oncology, Princess Alexandra Hospital, Brisbane, Queensland (Australia); Radiation Oncology Mater Centre, South Brisbane, Queensland (Australia)

2015-06-15

Constantly evolving technology and techniques within radiation therapy require practitioners to maintain a continuous approach to professional development and training. Systems of performance appraisal and adoption of regular feedback mechanisms are vital to support this development yet frequently lack structure and rely on informal peer support. A Radiation Therapy Performance Appraisal Framework (RT-PAF) for radiation therapists in planning and simulation was developed to define expectations of practice and promote a supportive and objective culture of performance and skills appraisal. Evaluation of the framework was conducted via an anonymous online survey tool. Nine peer reviewers and fourteen recipients provided feedback on its effectiveness and the challenges and limitations of the approach. Findings from the evaluation were positive and suggested that both groups gained benefit from and expressed a strong interest in embedding the approach more routinely. Respondents identified common challenges related to the limited ability to implement suggested development strategies; this was strongly associated with time and rostering issues. This framework successfully defined expectations for practice and provided a fair and objective feedback process that focussed on skills development. It empowered staff to maintain their skills and reach their professional potential. Management support, particularly in regard to provision of protected time was highlighted as critical to the framework's ongoing success. The demonstrated benefits arising in terms of staff satisfaction and development highlight the importance of this commitment to the modern radiation therapy workforce.

Evaluation of a performance appraisal framework for radiation therapists in planning and simulation

International Nuclear Information System (INIS)

Becker, Jillian; Bridge, Pete; Brown, Elizabeth; Lusk, Ryan; Ferrari-Anderson, Janet

2015-01-01

Constantly evolving technology and techniques within radiation therapy require practitioners to maintain a continuous approach to professional development and training. Systems of performance appraisal and adoption of regular feedback mechanisms are vital to support this development yet frequently lack structure and rely on informal peer support. A Radiation Therapy Performance Appraisal Framework (RT-PAF) for radiation therapists in planning and simulation was developed to define expectations of practice and promote a supportive and objective culture of performance and skills appraisal. Evaluation of the framework was conducted via an anonymous online survey tool. Nine peer reviewers and fourteen recipients provided feedback on its effectiveness and the challenges and limitations of the approach. Findings from the evaluation were positive and suggested that both groups gained benefit from and expressed a strong interest in embedding the approach more routinely. Respondents identified common challenges related to the limited ability to implement suggested development strategies; this was strongly associated with time and rostering issues. This framework successfully defined expectations for practice and provided a fair and objective feedback process that focussed on skills development. It empowered staff to maintain their skills and reach their professional potential. Management support, particularly in regard to provision of protected time was highlighted as critical to the framework's ongoing success. The demonstrated benefits arising in terms of staff satisfaction and development highlight the importance of this commitment to the modern radiation therapy workforce

Data Envelopment Analysis as a Tool for Evaluation of Employees Performance

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ZBRANEK

2013-02-01

Full Text Available Employee performance evaluation systems, which are well designed and properly used, are essential for the effective functioning of the organization. Due to some disadvantages of traditional methods, there is a need to develop new evaluation procedures. The main contribution of this paper is to apply a multidimensional approach, represented by the method of Data Envelopment Analysis (DEA to measure the performance and efficiency of employees. This approach overcomes several weaknesses of traditional systems of the employees’ performance evaluation and provides a comprehensive indicator of the performance of individual employees, their technical efficiency score. The input variables of the used model were the motivational factors (salary, working conditions and benefits; the output was the indirectly assessed performance through work motivation, job satisfaction and organizational commitment. Furthermore, we applied the nonparametric methods for compliance testing of mean values to validate the stated hypotheses. In a baking company using the DEA method, we identified 12 efficient employees and 48 employees who need to improve their outputs to achieve their maximum efficiency.

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance.

Science.gov (United States)

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type - lateral or hierarchical - on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Inside the VA: How Workplace Training Evaluation Impacts Employee Performance

Science.gov (United States)

Emerson, Timica F.

2017-01-01

Employee performance and patient satisfaction are strong indicators of the current state of a healthcare organization. Workplace training programs are used to teach employees the knowledge and skills necessary to effectively perform on the job. Instructor-led, online, blended and independent learning events are produced to address learning needs…

Transformational leadership and employee safety performance: a within-person, between-jobs design.

Science.gov (United States)

Inness, Michelle; Turner, Nick; Barling, Julian; Stride, Chris B

2010-07-01

We investigated the extent to which the safety performance (i.e., self-reported safety compliance and safety participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors. We compared 2 within-person models: a context-specific model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance only in that context) and a context-spillover model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance in the same and other contexts). Our sample comprised 159 "moonlighters" (73 men, 86 women): employees who simultaneously hold 2 different jobs, each with a different supervisor, providing within-person data on the influence of different supervisors on employee safety performance across 2 job contexts. Having controlled for individual differences (negative affectivity and conscientiousness) and work characteristics (e.g., hours worked and length of relationship with supervisor), the context-specific model provided the best fit to the data among alternative nested models. Implications for the role of transformational leadership in promoting workplace safety are discussed.

The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks

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Amare Werku Ijigu

2015-02-01

Full Text Available Most of the research has been conducted in the job satisfaction of employees’ on employees job related outcomes but there is little well comprehensive research done that shows  the influence of HRM practices on the satisfaction of employees towards a job.This study is correlational type of research design which is aimed to describe or ascertain if there are significant associations between selected HRM practices and employees’ job satisfaction.In addition to Correlation and Regression, Descriptive statistics, frequencies and percentages were utilized to analyze the data. Interpretation is made on the mean, frequency, and percentage of the data and summarized by bar graphs and pie charts.The study result has implied that recruitment and selection is found to have moderate but positive correlation with employees’ job satisfaction and the remaining, training and development, performance appraisal and compensation package found to have strong positive correlation with employees’ job satisfaction. Moreover, the regression result shows that recruitment and selection, training and development, performance appraisal and compensation package have a significant positive impact on job satisfaction.Each HRM practices in the banks should be a source for employees’ satisfaction and then employees will be loyal and willing to stay in those organizations (Banks because, employees’ satisfaction on the job will reduce absenteeism and turn over intentions in public banks.

The Relation between Work Family Conflict and Employee Performance: A Research on Hotel Employee

OpenAIRE

KARAKAŞ, Ayhan; SAHİN, Nilufer

2017-01-01

The aim of thisstudy was, to examine the relation between work family conflict and  employeeperformance. To measure the relationship ,WFC and EP scales used. Data weregathered from hotel employees in Western Black Sea provinces. End of the study,through data were examined -obtained statistical software package-, frequencyanalysis, correlation analysis, t-test, ANOVA test and regression analysis. Theresult indicate that  work familyconflict related significantly to employee performance. Employ...

THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT ON THE PERFORMANCE OF EMPLOYEES

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Muchtar Muchtar

2016-03-01

Full Text Available Abstract.This  aims to determine the factors that affect the performance of employees of the University PGRI RonggolaweTuban. These factors are motivation and work environment. Employees who have a high motivation to work will have a positive impact for the organization, so as to achieve organizational goals. Hypothesis testing is done by spreading the questionnaire as many as 52 employees of the University PGRI RonggolaweTuban. Analysis using multiple linear regression analysis. Results of testing the hypothesis that the value F = 4,312; and p = 0.019 (p 0.05, meaning that work motivation has no significant effect on employee performance. On the environment variable obtained value t = 2,376; and p = 0.021 (p <0.05, which means that the working environment have a significant effect on employee performance. R2 = 0.115 shows that simultaneously motivated and able to contribute to the environmental performance of 11.5% on the employees of the University of PGRI RonggolaweTuban..

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

Directory of Open Access Journals (Sweden)

Muhammad Aamir Shafique Khan

2017-12-01

Full Text Available In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Effects of appraisal purpose and rating format on performance appraisal accuracy

OpenAIRE

Carter, Marta L.

1989-01-01

The principle of encoding specificity states that effective information retrieval relies upon consistency of encoding and retrieval cues. The present study generalized this principle to a complex social interaction in order to investigate the relation between certain combinations of pre- and post-observational cues and their effects on information categorization, recognition accuracy, and judgment accuracy. It was hypothesized that two experimental factors, appraisal pur...

HR PRACTICES, EMPLOYEE BEHAVIOR, CUSTOMER SATISFACTION, AND RESTAURANT PERFORMANCE

OpenAIRE

Smela, Stephen J.

2002-01-01

This paper looks at performance at the individual restaurant level from the perspective of management, customers and employees. The results are based on surveys of each of these three groups conducted between June and September 2001 at a sit-down, casual restaurant chain. There are several key findings. Service-related employee training and giving staff a say in making decisions improves customer satisfaction and loyalty. How employees perceive the service climate in their restaurant is a bet...

The Effects of Human Resources Training on Employee Performance in Business

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Kerem KAPTANGİL

2012-12-01

Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.

Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

Science.gov (United States)

Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

2006-01-01

This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

Employees Technology Usage Adaptation Impact on Companies’ Logistics Service Performance

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A. Zafer ACAR

2018-01-01

Full Text Available The information technology (IT capability of companies is one of the determinants of their competitive power. However, IT outputs depend on employees intentions to use them. As a technological investment Port automation systems are widely used in container terminals. Therefore behavioral intention in the usage of various IT applications is one of the important factors that may affect logistics service performance. This study aims to explore the employees' technology usage adaptation impact on the logistics service performance of ports. In this context, the behavioral intentions of employees who use port automation systems are investigated using the Technological Acceptance Model.

Employee Performance in the Context of the Problems of Measurement and Evaluation in Practice

Science.gov (United States)

Szabó, Peter; Mĺkva, Miroslava; Vaňová, Jaromíra; Marková, Petra

2017-09-01

Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.

Performance appraisal for green/environmental friendliness of a supply chain department

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Solomon Olasunkanmi Odeyale

2014-10-01

Full Text Available Purpose: This paper aims at proposing a method for evaluating the environmental friendliness of a supply chain department in any organization. Supply chain involves activities that could affect the natural environment and if these activities are not properly evaluated and monitored, it could affect the natural environment and also generate ecological performance change. Design/methodology/approach: The model for the appraisal consists of 5 criteria and 30 subcriteria. The method is applied at 3 level; beginning with finding the relative weight of the subcriteria under each criterion using Analytic Hierarchy Process (AHP, followed by computing the value associated with each level descriptor in a scale. Some subcriteria have 5 level descriptors (very strong/moderate /weak/very weak / no, some subcriteria have 3 level descriptors (always / sometimes/ never and some have 2 levels descriptor (yes/no. Finally the method is concluded by the means of an additive model, whereby the weight associated with each subcriteria is multiplied by the corresponding level descriptor and summed up to get the limit/state. This methodology is called the weighing multiplication and additive model (WMAAM. Finding: Supply chain (SC involves operational activities and for these activities to be environmental friendly, they have been categorized under criteria namely; green design, green procurement, green manufacturing, environmental management and green marketing. These criteria which consist of 30 subcriteria are evaluated in other to compute the overall environmental friendly appraisal of the SC department. Practical Implication: The study plays important role in understanding various areas to be monitored and considered during supply chain activities in order to achieve a green supply chain management or an environmental friendly supply chain. Originality/value: The main contribution of this work is to propose an effective methodology that guides SC practitioners on

Experimental Study Comparing a Traditional Approach to Performance Appraisal Training to a Whole-Brain Training Method at C.B. Fleet Laboratories

Science.gov (United States)

Selden, Sally; Sherrier, Tom; Wooters, Robert

2012-01-01

The purpose of this study is to examine the effects of a new approach to performance appraisal training. Motivated by split-brain theory and existing studies of cognitive information processing and performance appraisals, this exploratory study examined the effects of a whole-brain approach to training managers for implementing performance…

Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test.

Science.gov (United States)

Crawford, Eean R; Lepine, Jeffery A; Rich, Bruce Louis

2010-09-01

We refine and extend the job demands-resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positively associated, whereas resources and burnout were negatively associated. Second, whereas relationships among resources and engagement were consistently positive, relationships among demands and engagement were highly dependent on the nature of the demand. Demands that employees tend to appraise as hindrances were negatively associated with engagement, and demands that employees tend to appraise as challenges were positively associated with engagement. Implications for future research are discussed. Copyright 2010 APA, all rights reserved

Employee participation in developing performance measures and job performance: on the role of measurement properties and incentives

NARCIS (Netherlands)

Groen, B.; Wouters, M.; Wilderom, C.

2013-01-01

Involving employees in the development of performance measures often results in better employee job performance. Yet not all prior studies find such a direct effect. This study explains these inconsistent findings. It focuses on the measurement properties of performance measures and using them for

Role of OCB and demographic factors in the relationship of motivation and employee performance

Directory of Open Access Journals (Sweden)

Yew Huei Tan

2014-05-01

Full Text Available Purpose: This research seeks to broaden the study by investigating the interplay of organizational citizenship behaviour (OCB and demographic factor (gender and organizational tenure on the motivation and employee performance relationship.Design/methodology/approach: Multiple linear regression was used to test the relationship between motivation (intrinsic and extrinsic and employee performance among (n=368 lecturers in Malaysia. To test the mediating effect of OCB, path analysis was employed. Furthermore, the demographic factors (gender and organizational tenure was tested using the moderated multiple regression analysis.Findings: Significant differences in explaining the variance of employee\tperformance was found between intrinsic motivation and extrinsic motivation. In addition, OCB was found perfectly mediating the relationship of extrinsic motivation and employee performance, however, OCB was found partially mediating the relationship between intrinsic motivation and employee performance. Furthermore, gender and organizational tenure do not show any moderate results in the relationship between OCB and employee performance.Research limitations: Study limitations (e.g. cross-sectional research design and biasness and future opportunities are outlined.Practical implications: Argues that the suitable type of motivation in explaining the variances of employee performance. Also, identifies the important of OCB between the motivation and employee performance relationship, thus gender and organizational tenure were not significant to OCB and employee performance relationship.Social implications: HR can help an organization to succeed, provided that the suitable motivations are adopted to monitor lecturer performance and helping behavior. In addition, HR should not emphasize too much of gender and organizational tenure to justify the lecturer performance as the findings show insignificant relationship.Originality/value: This paper identifies and

Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization

Directory of Open Access Journals (Sweden)

Mohamad Abdullah Hemdi

2006-01-01

Full Text Available This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded.

Impact of human resource practices on the organizational performance in nestle pakistan

International Nuclear Information System (INIS)

Tayyaba, A.; Fiaz, M.; Shoaib, M.

2015-01-01

This study analyses the contribution effect of HRM (Human Resource Management) practices such as T and D (Training and Development), R and S (Recruitment and Selection), PA (Performance Appraisal System), CPD (Career Planning and Development), CMP (Compensation) and EP (Employee Participation) on the employee performance in Nestle Pakistan. It also elaborates the impact of employee performance on the OP (Organizational Performance). The results conclude the significantly positive relationship of the HRM Practices with the OP with a considerable influence on employee performance as a mediator.300 respondents are selected for the analysis from target population of all the professionals, working on 1st and 2nd level management through random sampling. We proposed that the conceptual results of the study are highly significant for the practitioners and researchers for future research. (author)

Impact of Human Resource Practices on the Organizational Performance in Nestle Pakistan

Directory of Open Access Journals (Sweden)

Asma Tayyaba

2015-01-01

Full Text Available This study analyses the contribution effect of HRM (Human Resource Management practices such as T&D (Training and Development, R&S (Recruitment and Selection, PA (Performance Appraisal System, CPD (Career Planning and Development, CMP (Compensation and EP (Employee Participation on the employee performance in Nestle Pakistan. It also elaborates the impact of employee performance on the OP (Organizational Performance. The results conclude the significantly positive relationship of the HRM Practices with the OP with a considerable influence on employee performance as a mediator.300 respondents are selected for the analysis from target population of all the professionals, working on 1st and 2nd level management through random sampling. We proposed that the conceptual results of the study are highly significant for the practitioners and researchers for future research

THE RELATION OF HIGH-PERFORMANCE WORK SYSTEMS WITH EMPLOYEE INVOLVEMENT

Directory of Open Access Journals (Sweden)

Bilal AFSAR

2010-01-01

Full Text Available The basic aim of high performance work systems is to enable employees to exercise decision making, leading to flexibility, innovation, improvement and skill sharing. By facilitating the development of high performance work systems we help organizations make continuous improvement a way of life.The notion of a high-performance work system (HPWS constitutes a claim that there exists a system of work practices for core workers in an organisation that leads in some way to superior performance. This article will discuss the relation that HPWS has with the improvement of firms’ performance and high involvement of the employees.

Performance-based Reward Administration Enhancing Employees’ Feelings of Interactional Justice

Directory of Open Access Journals (Sweden)

Azman Ismail

2017-04-01

Full Text Available The transformation in international business landscape has changed organizational management especially reward administration. This is done in order to maintain the organization’s competitiveness in global market place. In the field of reward administration, an emerging trend can be observed whereby most organizations are moving toward the application of psychological elements in administering organizational reward system. The ultimate objective of this study is to investigate the association between performance-based reward administration and interactional justice. The proposed model was empirically tested using a sample of 113 employees from fire and rescue agency in Peninsular Malaysia. This study found an evidence that performance-based reward administration (i.e., communication, participation and performance appraisal is positively and significantly associated with interactional justice. This findings proves that the ability of administrators to appropriately implement communication openness, inspire participative decision-making and organize fairness performance appraisal in administering performance-based reward have significantly evoked the feeling of interactional justice when employees perceived that they are being fairly treated in the reward system.

Effects of cognitive appraisal and mental workload factors on performance in an arithmetic task.

Science.gov (United States)

Galy, Edith; Mélan, Claudine

2015-12-01

We showed in a previous study an additive interaction between intrinsic and extraneous cognitive loads and of participants' alertness in an 1-back working memory task. The interaction between intrinsic and extraneous cognitive loads was only observed when participants' alertness was low (i.e. in the morning). As alertness is known to reflect an individual's general functional state, we suggested that the working memory capacity available for germane cognitive load depends on a participant's functional state, in addition to intrinsic and extraneous loads induced by the task and task conditions. The relationships between the different load types and their assessment by specific load measures gave rise to a modified cognitive load model. The aim of the present study was to complete the model by determining to what extent and at what processing level an individual's characteristics intervene in order to implement efficient strategies in a working memory task. Therefore, the study explored participants' cognitive appraisal of the situation in addition to the load factors considered previously-task difficulty, time pressure and alertness. Each participant performed a mental arithmetic task in four different cognitive load conditions (crossover of two task difficulty conditions and of two time pressure conditions), both while their alertness was low (9 a.m.) and high (4 p.m.). Results confirmed an additive effect of task difficulty and time pressure, previously reported in the 1-back memory task, thereby lending further support to the modified cognitive load model. Further, in the high intrinsic and extraneous load condition, performance was reduced on the morning session (i.e. when alertness was low) on one hand, and in those participants' having a threat appraisal of the situation on the other hand. When these factors were included into the analysis, a performance drop occurred in the morning irrespective of cognitive appraisal, and with threat appraisal in the

Improving Employee Satisfaction Priority through Performance Control Matrix

Directory of Open Access Journals (Sweden)

Shun-Hsing Chen

2014-11-01

Full Text Available The study addresses Performance Control Matrix (PCM to determine service quality items of priority for improvement. Most businesses focus on customer satisfaction when undertaking surveys of satisfaction and dissatisfaction, while generally neglecting employee satisfaction. Therefore, this study develops an integrated model to improve service quality in Taiwanese finance industry employees. A questionnaire is designed to determine the priority of improvement objectives derived from certain questionnaire items that fall into the improvement zone of the PCM. Ten items are found to fall into the improvement zone of the PCM. The present results show that the finance industry employees surveyed in Taiwan were dissatisfied with their job security, salaries, annual bonus, and fair distribution of operational profits. The ten improvement items mostly belong to two dimensions - ‘Pay and Benefits’ and ‘Motivation’. The managers of the financial institutions should seek to improve these quality attributes by devoting more resources to these items, thus promoting employee satisfaction.

Performance appraisal for green/environmental friendliness of a supply chain department

OpenAIRE

Odeyale, Solomon Olasunkanmi

2014-01-01

Purpose: This paper aims at proposing a method for evaluating the environmental friendliness of a supply chain department in any organization. Supply chain involves activities that could affect the natural environment and if these activities are not properly evaluated and monitored, it could affect the natural environment and also generate ecological performance change. Design/methodology/approach: The model for the appraisal consists of 5 criteria and 30 subcriteria. The method is applied at...

EMPLOYEE INVOLVEMENT IN DECISION MAKING AND FIRMS PERFORMANCE IN THE MANUFACTURING SECTOR IN NIGERIA

Directory of Open Access Journals (Sweden)

Abdul-Hameed Adeola Sulaimon

2011-03-01

Full Text Available This study examines the relationship between employee involvement in decision making andfirms’ performance in the manufacturing sector in Nigeria. Data were generated by means ofquestionnaires to 670 manufacturing firms on employee involvement in decision making andperformance variables. Responses from the survey were statistically analysed using descriptivestatistics, product moment correlation, regression analysis and Z-test (approximated with theindependent samples t-test. The results of the study indicate a statistically significant relationshipbetween employee involvement in decision making and firms’ performance as well as reveal asignificant difference between the performance of firms whose employee involvement in decisionmaking are deep and the performance of firms whose employee involvement in decision making areshallow. The findings also reveal the involvement of participating firms in employee involvement indecision making. The implications of this study include the need for manufacturing firms todemonstrate high level of commitment to employee involvement in decision making for performanceenhancement.

Why do employees take more initiatives to improve their performance after co-developing performance measures? A field study

NARCIS (Netherlands)

Groen, B.A.C.; Wouters, M.J.F.; Wilderom, C.P.M.

2012-01-01

Performance measurements may stimulate employee initiatives to improve operational performance, especially when employees themselves participate in the development of their own departmental performance measures. Using the theory of planned behavior, we examine why this occurs in a beverage

Why do employees take more initiatives to improve their performance after co-developing performance measures? A field study.

NARCIS (Netherlands)

Groen, B.A.C.; Wouters, Marc; Wilderom, Celeste P.M.

2012-01-01

Performance measurements may stimulate employee initiatives to improve operational performance, especially when employees themselves participate in the development of their own departmental performance measures. Using the theory of planned behavior, we examine why this occurs in a beverage

Sustainability appraisal. Quantitative methods and mathematical techniques for environmental performance evaluation

Energy Technology Data Exchange (ETDEWEB)

Erechtchoukova, Marina G.; Khaiter, Peter A. [York Univ., Toronto, ON (Canada). School of Information Technology; Golinska, Paulina (eds.) [Poznan Univ. of Technology (Poland)

2013-06-01

The book will present original research papers on the quantitative methods and techniques for the evaluation of the sustainability of business operations and organizations' overall environmental performance. The book contributions will describe modern methods and approaches applicable to the multi-faceted problem of sustainability appraisal and will help to fulfil generic frameworks presented in the literature with the specific quantitative techniques so needed in practice. The scope of the book is interdisciplinary in nature, making it of interest to environmental researchers, business managers and process analysts, information management professionals and environmental decision makers, who will find valuable sources of information for their work-related activities. Each chapter will provide sufficient background information, a description of problems, and results, making the book useful for a wider audience. Additional software support is not required. One of the most important issues in developing sustainable management strategies and incorporating ecodesigns in production, manufacturing and operations management is the assessment of the sustainability of business operations and organizations' overall environmental performance. The book presents the results of recent studies on sustainability assessment. It provides a solid reference for researchers in academia and industrial practitioners on the state-of-the-art in sustainability appraisal including the development and application of sustainability indices, quantitative methods, models and frameworks for the evaluation of current and future welfare outcomes, recommendations on data collection and processing for the evaluation of organizations' environmental performance, and eco-efficiency approaches leading to business process re-engineering.

Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach

Directory of Open Access Journals (Sweden)

Michael T. Lee

2016-09-01

Full Text Available Empirical evidence demonstrates that motivated employees mean better organizational performance. The objective of this conceptual paper is to articulate the progress that has been made in understanding employee motivation and organizational performance, and to suggest how the theory concerning employee motivation and organizational performance may be advanced. We acknowledge the existing limitations of theory development and suggest an alternative research approach. Current motivation theory development is based on conventional quantitative analysis (e.g., multiple regression analysis, structural equation modeling. Since researchers are interested in context and understanding of this social phenomena holistically, they think in terms of combinations and configurations of a set of pertinent variables. We suggest that researchers take a set-theoretic approach to complement existing conventional quantitative analysis. To advance current thinking, we propose a set-theoretic approach to leverage employee motivation for organizational performance.

Analysis of the Effect of Employee Costs on Company Performance

Directory of Open Access Journals (Sweden)

Željko Požega

2010-07-01

Full Text Available The goal of every economic entity is to accomplish an optimal system of compensation management and to reach maximum returns through optimal employee investment, raising their motivation and knowledge as well as developing their abilities and skills. In order to reach this goal of maximizing company performance it is necessary to systematically approach the management of human resources within a certain economic entity and to create the fairest material and non-material reward and punishment system by using compensation management methods. This in turn will bring about a positive working atmosphere in the company, where employees will rapidly and easily adjust to changes, interact and co-operate with one another at a high level. This research, which studies the effect of employee costs on company performance, is divided into three chapters. The first chapter provides a brief theoretical overview of the importance of compensation management in human resources administration and reaching business efficiency, i.e. the different possibilities of creating a reward and punishment system in a company which aims to organise an optimal working atmosphere. The second chapter demonstrates the applied methodology and illustrates the information from different companies, which has been used in this research and analysis. The information comprises statistical data of employee costs, income, profits and losses from a sample of companies from the Republic of Croatia in 2008. The third part deals with the analysis and interpretation of the research results which show the effect of employee costs on the income and company performance, also expressed per employee. The goal of this research is to test the hypothesis that companies with higher employee cost, i.e. with higher investment in human resources, on average obtain a higher income and a higher profit per employee and are more efficient and more successful on the market. From the given hypothesis, one can

Strategic Management Foundations and Employee Performance of ...

African Journals Online (AJOL)

Strategic management foundation is a fundamental part of any organization. Strategic management comprise of environmental scanning, strategy formulation, implementation, evaluation and control. Through this process, an organization plans its activities which shall be profitable to the firm. Employee performance is the ...

75 FR 20397 - Work Reserved for Performance by Federal Government Employees; Correction

Science.gov (United States)

2010-04-19

... OFFICE OF MANAGEMENT AND BUDGET Work Reserved for Performance by Federal Government Employees; Correction AGENCY: Office of Federal Procurement Policy, Office of Management and Budget. ACTION: Notice... comments on the Proposed Policy Letter ``Work Reserved for Performance by Federal Government Employees...

Performance management for nuclear power plant operators

International Nuclear Information System (INIS)

Fan Pengfei

2014-01-01

Fuel was loaded to Unit 3 of the second power plant in May 2010. The Second Operation Division stepped in the operation stage from production preparation and commissioning and exploration of performance management was started. By means of performance evaluation, a closed loop of performance management was formed, staff enthusiasm improved, and potential capability inspired through evaluation, analysis and improvement. The performance evaluation covers attitude, skill, efficiency, performance, teamwork sense, cooperation, etc. Quantitative appraisal was carried out through 31 objective indicators of the working process and results. According to the evaluation results and personal interviews, indicators were modified. Through the performance evaluation, positive guidance is provided to the employees to promote the development of employees, departments and the enterprise. (authors)

High-Performance Management Practices and Employee Outcomes in Denmark

DEFF Research Database (Denmark)

Cristini, Annalisa; Eriksson, Tor; Pozzoli, Dario

High-performance work practices are frequently considered to have positive effects on corporate performance, but what do they do for employees? After showing that organizational innovation is indeed positively associated with firm performance, we investigate whether high-involvement work practices...

Evaluation of Activity Recognition Algorithms for Employee Performance Monitoring

OpenAIRE

Mehreen Mumtaz; Hafiz Adnan Habib

2012-01-01

Successful Human Resource Management plays a key role in success of any organization. Traditionally, human resource managers rely on various information technology solutions such as Payroll and Work Time Systems incorporating RFID and biometric technologies. This research evaluates activity recognition algorithms for employee performance monitoring. An activity recognition algorithm has been implemented that categorized the activity of employee into following in to classes: job activities and...

Zone of Acceptance Under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

DEFF Research Database (Denmark)

Nielsen, Poul Aaes; Jacobsen, Christian Bøtcher

2018-01-01

Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the “romance of leadership” perspective, the authors argue th...... that performance measurement can alter public sector authority relations and have implications regarding how public managers can use performance information strategically to gain acceptance of management authority and organizational change....

The relationships between OHS prevention costs, safety performance, employee satisfaction and accident costs.

Science.gov (United States)

Bayram, Metin; Ünğan, Mustafa C; Ardıç, Kadir

2017-06-01

Little is known about the costs of safety. A literature review conducted for this study indicates there is a lack of survey-based research dealing with the effects of occupational health and safety (OHS) prevention costs. To close this gap in the literature, this study investigates the interwoven relationships between OHS prevention costs, employee satisfaction, OHS performance and accident costs. Data were collected from 159 OHS management system 18001-certified firms operating in Turkey and analyzed through structural equation modeling. The findings indicate that OHS prevention costs have a significant positive effect on safety performance, employee satisfaction and accident costs savings; employee satisfaction has a significant positive effect on accident costs savings; and occupational safety performance has a significant positive effect on employee satisfaction and accident costs savings. Also, the results indicate that safety performance and employee satisfaction leverage the relationship between prevention costs and accident costs.

Employee reactions to human resource management and performance in a developing country

NARCIS (Netherlands)

Karsten, Luchien; Ghebregiorgis, F.

2007-01-01

Purpose - This paper seeks to examine employee reactions to human resource management (HRM) and performance. It placed employees on a centre stage in analysing HRM to provide theoretical insights. Design/methodology/approach - To explore the theme, a survey of 252 employees drawn from eight

Upward appraisal as a means for improving supervisory performance and promoting process improvement, with long-term implications for organizational change

Science.gov (United States)

Siegfeldt, Denise V.

1994-01-01

This study represents the implementation phase of an organizational development project which was initiated last year in the Management Support Division (MSD) at Langley Research Center to diagnose organizational functioning. As a result of MSD survey data from last year's effort, a Quality Action Team was created to address the responses compiled from the MSD Organizational Assessment Questionnaire and Follow-Up Questionnaire. The team was officially named the MSD Employee Relations Improvement Team (MERIT). MERIT's goal was to analyze major concerns generated by the questionnaires and to present feasible solutions to management which would improve supervisory performance, promote process improvement; and ultimately, lead to a better organization. The team met weekly and was very disciplined in following guidelines needed to ensure a fully functioning team. Several TQM tools were used during the team process, including brainstorming and the cause and effect diagram. One of the products produced by MERIT was a 'report card', more formally known as an upward appraisal system, to evaluate supervisory performance in the division office, its three branches, and in teams. Major areas of emphasis on the 47 item report card were those identified by employees through the previously administered questionnaires as needing to be improved; specifically, training, recognition, teamwork, supervision and leadership, and communication. MERIT created an enlarged and modified version of the report card which enabled scores for each individual supervisor to be recorded on a separate form, along with summary results and employee comments. Report card results have been compiled and fed back to the Division Chief and Assistant Division Chief. These individuals will in turn, feed the results back to the remaining supervisors and the team leaders. Although results differ among supervisors, some similarities exist. Communication generally appears to be adequate, which represents an

Mission possible? The performance of prosocially motivated employees depends on manager trustworthiness.

Science.gov (United States)

Grant, Adam M; Sumanth, John J

2009-07-01

The authors propose that in mission-driven organizations, prosocially motivated employees are more likely to perform effectively when trust cues enhance their perceptions of task significance. The authors develop and test a model linking prosocial motivation, trust cues, task significance, and performance across 3 studies of fundraisers using 3 different objective performance measures. In Study 1, perceiving managers as trustworthy strengthened the relationship between employees' prosocial motivation and performance, measured in terms of calls made. This moderated relationship was mediated by employees' perceptions of task significance. Study 2 replicated the interaction of manager trustworthiness and prosocial motivation in predicting a new measure of performance: dollars raised. It also revealed 3-way interactions between prosocial motivation, manager trustworthiness, and dispositional trust propensity, such that high trust propensity compensated for low manager trustworthiness to strengthen the association between employees' prosocial motivation and performance. Study 3 replicated all of the previous mediation and moderation findings in predicting initiative taken by professional fundraisers. Implications for work motivation, work design, and trust in organizations are discussed.

The Effect of Leadership Style on Motivation to Improve the Employee Performance

OpenAIRE

Hanifah, Hanifah; Susanthi, Novi Indah; Setiawan, Agus

2014-01-01

Human resources (HR) is one of the most important factor in an organization, especially for PT. PELNI, a prominent goverment-owned marine transportation company.This study aims to determine the factors which can improve the performance of employees at PT.PELNI. Upon getting feed back from 78 employees, it is obvious that the company has apparently been successful in motivating its employees to demonstrate good performance. Success indication can be seen from the regression coefficient X2 (Wor...

Performance measurement of workplace change : A comparative analysis of data from Thailand, The Netherlands and Finland

NARCIS (Netherlands)

Riratanaphong, C.; van der Voordt, Theo; van der Voordt, DJM; Jensen, PA; Coenen, C

2012-01-01

Purpose: A) to record Key Performance Indicators (KPIs) that are used in performance measurementin practice; B) to investigate the influence of the work environment on employee satisfaction and perceived productivity, and to explore the impact of culture on employees’ appraisal of their work

Comparative Analysis of Reward and Employee Performance Based on Gender at Central Bank of Bank Sulut

OpenAIRE

Pandowo, Merinda; Lapian, S.L.H.V Joyce; Oroh, Ryan Vitaly

2014-01-01

Employee are the big asset of organization. Employee Performance are have big effect of organization performance. The best way to attract employee performance is rewarding employee. Reward can be tangible such money, bonuses or called extrinsic reward and intangible reward such promotion, holiday or called intrinsic reward. The purpose of this research are to analyzed significant differences in employee performance based on reward between male and female. To achieve the objectives researcher ...

The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

Directory of Open Access Journals (Sweden)

Marnis Atmojo

2012-04-01

Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

Physician Appraisals: Key Challenges

Directory of Open Access Journals (Sweden)

Klich Jacek

2017-06-01

Full Text Available The main purpose of the article is to identify key criteria being used for physician appraisals and to find how communication skills of physicians are valued in those appraisals. ScienceDirect and EBSCOhost databases were used for this search. The results show that a physician appraisal is underestimated both theoretically and empirically. The particular gap exists with respect to the communication skills of physicians, which are rarely present in medical training syllabi and physician assessments. The article contributes to the theoretical discourse on physician appraisals and points out at the inconsistency between the high status of physicians as a key hospital resource on the one hand and, on the other hand, at inadequate and poorly researched assessment of their performance with a special emphasis on communication skills. The article may inspire health managers to develop and implement up-to-date assessment forms for physicians and good managerial practices in this respect in hospitals and other health care units.

Ergonomics Climate Assessment: A measure of operational performance and employee well-being.

Science.gov (United States)

Hoffmeister, Krista; Gibbons, Alyssa; Schwatka, Natalie; Rosecrance, John

2015-09-01

Ergonomics interventions have the potential to improve operational performance and employee well-being. We introduce a framework for ergonomics climate, the extent to which an organization emphasizes and supports the design and modification of work to maximize both performance and well-being outcomes. We assessed ergonomics climate at a large manufacturing facility twice during a two-year period. When the organization used ergonomics to promote performance and well-being equally, and at a high level, employees reported less work-related pain. A larger discrepancy between measures of operational performance and employee well-being was associated with increased reports of work-related pain. The direction of this discrepancy was not significantly related to work-related pain, such that it didn't matter which facet was valued more. The Ergonomics Climate Assessment can provide companies with a baseline assessment of the overall value placed on ergonomics and help prioritize areas for improving operational performance and employee well-being. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

12 CFR 722.5 - Appraiser independence.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Appraiser independence. 722.5 Section 722.5 Banks and Banking NATIONAL CREDIT UNION ADMINISTRATION REGULATIONS AFFECTING CREDIT UNIONS APPRAISALS... interest, financial or otherwise, in the property. If the only qualified persons available to perform an...

When daily planning improves employee performance: The importance of planning type, engagement, and interruptions.

Science.gov (United States)

Parke, Michael R; Weinhardt, Justin M; Brodsky, Andrew; Tangirala, Subrahmaniam; DeVoe, Sanford E

2018-03-01

Does planning for a particular workday help employees perform better than on other days they fail to plan? We investigate this question by identifying 2 distinct types of daily work planning to explain why and when planning improves employees' daily performance. The first type is time management planning (TMP)-creating task lists, prioritizing tasks, and determining how and when to perform them. We propose that TMP enhances employees' performance by increasing their work engagement, but that these positive effects are weakened when employees face many interruptions in their day. The second type is contingent planning (CP) in which employees anticipate possible interruptions in their work and plan for them. We propose that CP helps employees stay engaged and perform well despite frequent interruptions. We investigate these hypotheses using a 2-week experience-sampling study. Our findings indicate that TMP's positive effects are conditioned upon the amount of interruptions, but CP has positive effects that are not influenced by the level of interruptions. Through this study, we help inform workers of the different planning methods they can use to increase their daily motivation and performance in dynamic work environments. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.

Science.gov (United States)

Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William

2013-01-01

To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.

EFFECT OF RECRUITMENT, SELECTION AND MOTIVATION TO PERFORMANCE OF EMPLOYEES AT DATACOMM DIANGRAHA COMPANY

Directory of Open Access Journals (Sweden)

I Ketut R Sudiarditha

2017-05-01

Full Text Available In this study, the goal is to test empirically the effect of recruitment, selection and motivation of the employee performance at Datacomm Diangraha Company. The samples used were employees of Datacomm Diangraha especially the engineers with the total number of respondents was 126. The analysis used a linear regression, this research examines four variables: Recruitment (X1, Selection (X2 and Motivation (X3 as independent variables, and Performance employees (Y as the dependent variable. Partial test shows that the recruitment effect of 0175 (positive and significant on the performance. While the selection is also influenced significantly by 0347 on employee performance. And further motivation for 0295 was a significant influence on employee performance.Measurement model analysis in this study showed that all variables have met the criteria of validity and reliability, while at the structural model analysis shows that testing of hypotheses H1, H2, and H3 supports the hypothesis proposed. The resulting model of the independent variables and the effect on the dependent variable is Y = 16,408 + 0175 0347 X1 + X2 + X3 0295. The study concluded that the recruitment, selection and motivation affect the performance of employees with the results affect the performance of 95%, while 5% is determined by other variables.

An investigation on how TQM influences employee performance: A case study of banking industry

Directory of Open Access Journals (Sweden)

Saeed Hakami Nasab

2014-01-01

Full Text Available This paper presents an empirical investigation to study the relationship between employee performance and TQM. The proposed study of this paper designs two questionnaires for TQM and performance measurement and distributes them among some employees who worked for one of Iranian banks in city of Semnan, Iran. The result of Kolmogorov–Smirnov test confirms that all data are normally distributed and the study uses Pearson correlation to investigate the relationship between various components of the survey. The result of the implementation of Pearson correlation ratio indicates that there was a positive and meaningful relationship between employee performance and TQM components (r=4.6223, P-value=0.000. In addition, there are some positive and meaningful relationships between TQM components and employee performance. The highest correlation belongs to relationship between employee performance and feedback (r=4.6223, P-value=0.000 followed by training and development (r = 0.441, P-value = 0.000 and communication (r = 4.2861, P-value = 0.000.

An Analysis of the Interaction Effect between Employee Technical and Emotional Competencies in Emotionally Charged Service Encounters

OpenAIRE

Delcourt, Cécile; Gremler, Dwayne; De Zanet, Fabrice; van Riel, Allard

2017-01-01

Purpose—Customers often experience negative emotions during service experiences. The ways that employees manage customers’ emotions and impressions about whether the service provider is concerned for them in such emotionally charged service encounters (ECSEs) is crucial, considering the criticality of the encounter. Drawing on cognitive appraisal theory, this study proposes that two key competencies—employee emotional competence (EEC) and employee technical competence (ETC)—affect negative cu...

Looking For Value in All The Wrong Places. Toward Expanded Consideration of Green and High Performance Attributes in Non-residential Property Appraisals in the United States

Energy Technology Data Exchange (ETDEWEB)

Mills, Evan [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States)

2015-10-21

Large numbers of commercial buildings have sought to improve their energy and environmental performance, with half of all leasable U.S. offices now designated at some level of “green”. All proper/es fall somewhere on the green/high-­performance spectrum (above and below average) whether or not they bear a formal label or ra/ng.1 Variations in the level of performance can either positively or negatively influence value. This component of value can be shaped by many factors, from utility costs to tenant/owner preferences that translate into income (rent levels, vacancy rates, lease-­up /mes, etc.). Occupant perceptions of indoor environmental quality are another potential influence on value. While there has been little uptake of this thinking by practicing appraisers, the increased prevalence of green/HP practices combined with concerns about appraiser competency are compelling the industry to adapt their traditional techniques to this new driver of value. However, the overly narrow focus of policymakers on appraisal of labeled or rated exemplary buildings (e.g., LEED or ENERGY STAR Certified) represents a significant missed opportunity. Any level of green or energy performance can in fact influence value, including below-­average performance (a.k.a. “brown discount”), irrespec/ve of whether or not the building has been formally rated. Another surmountable challenge is the limitations to non-­appraisers’ understanding of the appraisal process (and constraints therein). A crucial byproduct of this is unrealistic expectations of what appraisers can and will do in the marketplace. This report identifies opportunities for catalyzing improvement of the green/HP appraisal process, which apply to all involved actors—from owner, report-­ordering client, the appraiser, and the appraisal reviewer—and fostering more demand for appraisals that recognize green/HP property attributes. The intended audience is primarily the public policy community and other

The effect of occupational stress, psychological stress and burnout on employee performance: Evidence from banking industry

Directory of Open Access Journals (Sweden)

Shahram Hashemnia

2014-09-01

Full Text Available This paper presents an empirical investigation on the effects of occupational stress, psychological stress as well as job burnout on women’s employee performance in city of Karaj, Iran. The proposed study designs a questionnaire in Likert scale and distributes it among all female employees who worked for Bank Maskan in this city. In our survey, employee performance consists of three parts of interpersonal performance, job performance as well as organizational performance. Cronbach alpha has been used to verify the overall questionnaire, all components were within acceptable levels, and the implementation of Kolmogorov-Smirnov test has indicated that the data were not normally distributed. Using Spearman correlation ratio as well as regression techniques, the study has determined that while psychological stress influenced significantly on all three components of employee performance including interpersonal performance, job performance as well as organizational performance, the effect on job performance was greater than the other components. In addition, occupational stress only influences on organizational as well as interpersonal performance. Finally, employee burnout has no impact on any components of employee performance.

Analyzing Leadership Style and Employee Performance (Study at PT. Bank Mandiri Area Manado (Persero) Tbk.)

OpenAIRE

Karisoh, Gabriel Dave Janma

2016-01-01

: In this global era, every organization seeking to improve the quality of work of employees in order to generate productive employee. Employees play a major role in running the organization. Therefore, their productivity must be increased in order be well performed. This study aims to determine the influence of leadership style and employee performance. In this study, population where is drawn for employees of Bank Mandiri Area Manado, Data was conducted by interviews with 15 respondents. Th...

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

OpenAIRE

Merry, Liz Zeny; Syarief, Faroman

2017-01-01

The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee eng...

Job Demands-Control-Support model and employee safety performance.

Science.gov (United States)

Turner, Nick; Stride, Chris B; Carter, Angela J; McCaughey, Deirdre; Carroll, Anthony E

2012-03-01

The aim of this study was to explore whether work characteristics (job demands, job control, social support) comprising Karasek and Theorell's (1990) Job Demands-Control-Support framework predict employee safety performance (safety compliance and safety participation; Neal and Griffin, 2006). We used cross-sectional data of self-reported work characteristics and employee safety performance from 280 healthcare staff (doctors, nurses, and administrative staff) from Emergency Departments of seven hospitals in the United Kingdom. We analyzed these data using a structural equation model that simultaneously regressed safety compliance and safety participation on the main effects of each of the aforementioned work characteristics, their two-way interactions, and the three-way interaction among them, while controlling for demographic, occupational, and organizational characteristics. Social support was positively related to safety compliance, and both job control and the two-way interaction between job control and social support were positively related to safety participation. How work design is related to employee safety performance remains an important area for research and provides insight into how organizations can improve workplace safety. The current findings emphasize the importance of the co-worker in promoting both safety compliance and safety participation. Crown Copyright © 2011. Published by Elsevier Ltd. All rights reserved.

What Factors Influence Employee Service Recovery Performance and What Are the Consequences in Health Care?

Science.gov (United States)

Nadiri, Halil; Tanova, Cem

2016-01-01

We analyzed the extent to which the service recovery performance of frontline employees in private health care institutions is influenced by employee perceptions of manager attitudes toward service quality, workplace support, and manager fairness and organizational commitment. We also examined the relationship of service recovery performance to employee job satisfaction and turnover intentions. Partial least square path modeling of data from 178 frontline employees in private health care institutions in North Cyprus was utilized. Although empowerment and role clarity were positively related to service recovery performance, perceived managerial attitudes toward hospital customer service, teamwork, and customer service-oriented training as indicators of workplace support were not related to frontline employees' service recovery performance. Organizational justice was related to affective commitment, which in turn was related to service recovery performance. Although service recovery performance was not related to employee turnover intentions, it was related to job satisfaction. Managerial implications of these study findings are presented in the light of the cognitive evaluation theory. Health services differ from other service organizations in the way that intrinsic and extrinsic rewards influence the service recovery efforts of frontline employees. To ensure high quality services, managers should focus on intrinsic rewards, empower and give more autonomy to staff.

41 CFR 302-12.113 - Under a homesale program, may we direct the relocation services company to pay an employee more...

Science.gov (United States)

2010-07-01

..., may we direct the relocation services company to pay an employee more than the fair market value of... we direct the relocation services company to pay an employee more than the fair market value of his... an employee more than the fair market value (as determined by the residence appraisal process) of his...

Making Employee Recognition a Tool for Achieving Improved Performance: Implication for Ghanaian Universities

Science.gov (United States)

Amoatemaa, Abena Serwaa; Kyeremeh, Dorcas Darkoah

2016-01-01

Many organisations are increasingly making use of employee recognition to motivate employees to achieve high performance and productivity. Research has shown that effective recognition occurs in organisations that have strong supportive culture, understand the psychology of praising employees for their good work, and apply the principles of…

Revisiting the Impact of Perceived Empowerment on Job Performance: Results from Front-Line Employees

Directory of Open Access Journals (Sweden)

Ozgur Devrim Yilmaz

2015-01-01

Full Text Available This study was conducted to examine the probable effect of perceived empowerment on job performance and the sample of research consisted of 230 participants working in tourism sector as front-line employees. The outcomes of this study indicated that psychological empowerment was positively correlated with employee job performance and employees’ job performance were mostly effected from self-determination and impact dimensions of empowerment. Moreover, tests were conducted to analyze the significant differences in participants’ perception of empowerment and job performance according to their demographic characteristics. There was a significant difference between perceived empowerment and gender, age and work experience where as there was no significant difference between empowerment and education levels. On the other hand, the relationship between job performance and work experience was supported however no relationship was found between job performance and gender, age and education level of the participants. Trying to find out what might possibly lead front-line employees to increased job performance, it can be claimed that psychological empowerment still turns out to be a central issue and therefore this research makes useful contributions to the current knowledge by entirely investigating the direct effect of perceived empowerment on employee job performance in hospitality industry where especially front-line employees spend most of their time directly with customers.

A New Appraisal- Lessons from the History of Efforts to Value Green and High-Performance Home Attributes in the United States

Energy Technology Data Exchange (ETDEWEB)

Mills, Evan [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States)

2015-10-21

Rigorous consideration of green and high-performance (“green/HP”) features is rarely included in the property valuation process._ To help illuminate why this is the case, this report takes stock of the history of efforts to improve practices, and identifies barriers that have emerged and opportunities for overcoming them. Particular emphasis is placed on what energy and environmental policymakers and other stakeholders outside the appraisal community can contribute to the broader effort to advance professional practices. The history has unfolded in parallel with turbulent periods in the housing market for which appraisers and their customers are deemed to share responsibility, followed by cycles of regulations, siloing of appraisers in the name of professional integrity, and commoditization of the valuation process itself. This pattern has important ramifications for aspirations that appraisers engage more fully in identifying and valuing the green/HP characteristics of homes. On the one hand, it is legally and ethically incumbent on appraisers to do so, yet on the other hand it is perceived as a risky avenue to follow. Risks arise where findings can be challenged as either over- or under-stating value, together with a market environment in which the complexity of their assignments increases despite downward pressure on appraiser fees. While efforts to address green/HP considerations date back to the early 1980s, the vast majority of activity has taken place within the past five years. Many players have engaged in the efforts to promote improved valuation practices. These include the Appraisal Foundation, The Appraisal Institute, Colorado Energy Office, Earth Advantage, EcoBroker, Elevate Energy, Fannie Mae, Federal Housing Administration, Home Innovation Research Labs, The Institute for Market Transformation, Northwest Energy Efficiency Alliance, National Association of Homebuilders, National Association of State Energy Officials, National Association of

Leadership ethics and the challenges of employees' performance in ...

African Journals Online (AJOL)

International Journal of Development and Management Review ... Leadership ethics and the challenges of employees' performance in the Nigerian public sector ... relation theory and liberal democratic pattern of management among others.

THE STUDY OF ORGANIZATIONAL BEHAVIOR ON FISHERY MANUFACTURE INDUSTRIES EMPLOYEES PERFORMANCES

Directory of Open Access Journals (Sweden)

Agung Wahyu Handaru

2015-06-01

Full Text Available The purpose of this study was to examine the employee performance of fish-based food processing industries in West Java, which driven by variables of organizational culture, job satisfaction and motivation. The fishing industry in Indonesia has resulted in huge foreign exchange. On the other hand, their products are still poor quality and do not meet export standard. This is likely due to low employee performance. The research object were employees of three fish-based food processing plants. The sample was selected by simple random sampling technique. This study revealed different results from previous studies, that only organizational culture has an effect on employee performance. While job satisfaction and motivation has no effect on performance. Tujuan penelitian ini adalah menguji kinerja karyawan industri pengolahan makanan berbasis ikan di wilayah Jawa Barat, yang dipengaruhi dari variabel budaya organisasi, kepuasan kerja dan motivasi. Industri perikanan di Indonesia telahmenghasilkan devisa negara besar. Disisi lain, hasil produknya masih banyak yang belum memenuhi standar ekspor dan bermutu rendah. Hal tersebut kemungkinan dikarenakan kinerja karyawan yang rendah. Objek penelitian ini adalah karyawan dari tiga pabrik pengolahan makanan berbasis ikan. Sampel dipilih dengan teknik simple random sampling. Penelitian ini mengungkapkan hasil yang berbeda dari penelitian sebelumnya. Dari ketiga variabel independen, hanya budaya organisasi yang berpengaruh pada kinerja karyawan. Sedangkan kepuasan kerja dan motivasi tidak berpengaruh.

Study on the relationship between Islamic leadership style, work ethics, job satisfaction, and employee performance

OpenAIRE

FEBRIANI RIZKI; THOYIB ARMANU; SURACHMAN S.; ROFIATY R.

2017-01-01

There are many studies to examine the relationship of Leadership Style, Work Ethic, Satisfaction and Employee Performance. However, these research more emphasis on study of non-Muslims. In addition, there is no study has comprehensively discussed the Leadership Style, Work Ethic, Satisfaction and Employee Performance. Therefore, this study will examine theoretically the relationship between Leadership Style, Work Ethic, Satisfaction and Employee Performance comprehensively and within Islamic ...

The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes.

Science.gov (United States)

Verburg, Robert M; Nienaber, Ann-Marie; Searle, Rosalind H; Weibel, Antoinette; Den Hartog, Deanne N; Rupp, Deborah E

2018-04-01

This study examined how organizational control is related to employees' organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees' trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee-supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

Influence of motivation on academic library employees' performance ...

African Journals Online (AJOL)

Influence of motivation on academic library employees' performance and productivity in ... Information Impact: Journal of Information and Knowledge Management ... motivated from time to time to boost their morale for efficiency and higher productivity. ... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL ...

Store manager performance and satisfaction: effects on store employee performance and satisfaction, store customer satisfaction, and store customer spending growth.

Science.gov (United States)

Netemeyer, Richard G; Maxham, James G; Lichtenstein, Donald R

2010-05-01

Based on emotional contagion theory and the value-profit chain literatures, the present study posits a number of hypotheses that show how managers in the small store, small number of employees retail context may affect store employees, customers, and potentially store performance. With data from 306 store managers, 1,615 store customer-contact employees, and 57,656 customers of a single retail chain, the authors examined relationships among store manager job satisfaction and job performance, store customer-contact employee job satisfaction and job performance, customer satisfaction with the retailer, and a customer-spending-based store performance metric (customer spending growth over a 2-year period). Via path analysis, several hypothesized direct and interaction relations among these constructs are supported. The results suggest implications for academic researchers and retail managers. PsycINFO Database Record (c) 2010 APA, all rights reserved.

Flexible working, individual performance and employee attitudes: comparing formal and informal arrangements

OpenAIRE

De Menezes, Lilian M.; Kelliher, Clare

2016-01-01

In the context of a wider trend to individualize HRM, this paper examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, it examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyses whether these relationships vary according to whether the arrangement was set up through a formal process, or negotiated informally between the employee and their line manager. Exta...

Maximizing Use of Extension Beef Cattle Benchmarks Data Derived from Cow Herd Appraisal Performance Software

Science.gov (United States)

Ramsay, Jennifer M.; Hanna, Lauren L. Hulsman; Ringwall, Kris A.

2016-01-01

One goal of Extension is to provide practical information that makes a difference to producers. Cow Herd Appraisal Performance Software (CHAPS) has provided beef producers with production benchmarks for 30 years, creating a large historical data set. Many such large data sets contain useful information but are underutilized. Our goal was to create…

National Cultures, Performance Appraisal Practices, and Organizational Absenteeism and Turnover: A Study across 21 Countries

Science.gov (United States)

Peretz, Hilla; Fried, Yitzhak

2012-01-01

Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations…

Technical safety appraisal of the Hanford Tank Farm Facility

International Nuclear Information System (INIS)

Brinkerhoff, L.C.

1989-05-01

This report presents the results of one in a series of TSAs being conducted at DOE nuclear operations by the Assistant Secretary for Environment, Safety, and Health, Office of Safety Appraisals. TSAs are one of the initiatives announced by the Secretary of Energy on September 18, 1985, to enhance the DOE environment, safety and health program. This report provides the results of a TSA of the Tank Farm in the 200 East and 200 West Areas located on the Hanford site. The appraisal was conducted by a team of experts assembled by the DOE Office of Safety Appraisals and was conducted during onsite visits of March 20--24 and April 3--14, 1989. At the Tank Farm, the processing of spent reactor fuels to recover the useful radioactive products is accompanied by the production of radioactive waste. Because many of these wastes will retain radioactivity for many years, they must be safely handled, contained, and disposed with regard to protection of the environment, employees, and the public. Dilute low-level waste and five year ''cooled'' aging wastes are pumped to an evaporator for concentration. The radioactive liquid and solid wastes are stored in underground carbon steel tanks ranging in capacity from 55,000 to over one million gallons

The relationship between employee satisfaction and organisational performance: Evidence from a South African government department

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2013-07-01

Research purpose: The aim of this study was to analyse the relationship between employee satisfaction and organisational performance in a public sector organisation. Research design: A three-section survey questionnaire was used to collect data from a conveniently recruited sample of 272 members of a South African government department. Pearson’s correlation test as well as a regression analysis were employed to test the existence of a relationship between employee satisfaction and organisational performance. The mean score ranking technique was used to compare the impact of the individual employee satisfaction factors on organisational performance. Main findings: Positive correlations were observed between organisational performance and all five employee satisfaction factors, namely working conditions, ability utilisation, creativity, teamwork and autonomy. Amongst the five factors, teamwork had the greatest impact on organisational performance, followed by ability utilisation, creativity, autonomy, with working conditions exerting the least influence. Practical and/or managerial implications: Strategic interventions involving positive adjustments on the five employee satisfaction dimensions examined in this study may be initiated and applied to improve overall organisational performance in public organisations. Contributions and/or value add: The study endorses the notion that a satisfied workforce could be the key to enhanced organisational performance.

Employee motivation and work performance: A comparative study of mining companies in Ghana

Energy Technology Data Exchange (ETDEWEB)

Kuranchie-Mensah, E.; Amponsah-Tawiah, K.

2016-07-01

The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest. (Author)

Employee motivation and work performance: A comparative study of mining companies in Ghana

International Nuclear Information System (INIS)

Kuranchie-Mensah, E.; Amponsah-Tawiah, K.

2016-01-01

The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest. (Author)

Employee performance, leadership style and emotional intelligence: An exploratory study in a South African parastatal

Directory of Open Access Journals (Sweden)

B. A. Hayward

2008-12-01

Full Text Available Purpose: The purpose of this research is to explore the relationship between employee performance, leadership style and emotional intelligence in the context of a South African parastatal. Problem Investigated: There is a lack of literature and empirical research on the type of leadership required to achieve high levels of employee performance within South African parastatals. Methodology: The Multifactor Leadership Questionnaire (MLQ was used to determine leadership style, while the Emotional Competency Profiler (ECP was used to determine the emotional intelligence of the sample of leaders. Employee performance data was provided by the parastatal, based on their performance management system. Data was analysed using correlation analysis, multiple regression analysis, the standard regression ANOVA/F-test, t-tests and Cronbach alpha reliability coefficient. Findings: The findings of the research show that the ECP is a reliable measure of emotional intelligence and that while the MLQ is a reliable measure of transformational leadership, it is not a reliable measure of transactional leadership. The results of the correlation analysis show a positive significant relationship between emotional intelligence and transformational leadership and a negative significant relationship between employee performance and emotional intelligence. The results of regressing employee performance on emotional intelligence and transformational leadership show that emotional intelligence and transformational leadership have no significant effect on employee performance. The results of the regression models of the research could be biased by the lack of variance in employee performance data. Value of the Research: The value of the research lies in it confirming the MLQ as a reliable measure of transformational leadership and the ECP as a reliable measure of emotional intelligence. The finding of a positive significant relationship between emotional intelligence and

Cultural values and performance appraisal: assessing the effects of rater self-construal on performance ratings.

Science.gov (United States)

Mishra, Vipanchi; Roch, Sylvia G

2013-01-01

Much of the prior research investigating the influence of cultural values on performance ratings has focused either on conducting cross-national comparisons among raters or using cultural level individualism/collectivism scales to measure the effects of cultural values on performance ratings. Recent research has shown that there is considerable within country variation in cultural values, i.e. people in one country can be more individualistic or collectivistic in nature. Taking the latter perspective, the present study used Markus and Kitayama's (1991) conceptualization of independent and interdependent self-construals as measures of individual variations in cultural values to investigate within culture variations in performance ratings. Results suggest that rater self-construal has a significant influence on overall performance evaluations; specifically, raters with a highly interdependent self-construal tend to show a preference for interdependent ratees, whereas raters high on independent self-construal do not show a preference for specific type of ratees when making overall performance evaluations. Although rater self-construal significantly influenced overall performance evaluations, no such effects were observed for specific dimension ratings. Implications of these results for performance appraisal research and practice are discussed.

The effect of occupational health and safety, work environment and discipline on employee performance in a consumer goods company

Science.gov (United States)

Putri, D. O.; Triatmanto, B.; Setiyadi, S.

2018-04-01

Employee performance can be the supporting factor of company performance. However, employee performance can be affected by several factors. Employees can have optimal performance if they feel safe, have good working environment and have discipline. The purposes of this research are to analyze the effect of occupational health and safety, work environment and discipline on the employee performance in PPIC Thermo section in a consumer goods company and to find the dominant variable which primarily affects employee performance. This research was conducted by taking data from 47 respondents. The data were collected using questionnaire. The techniques in data analysis is multiple linear regression with SPSS software. The result shows that occupational health and safety, work environment and discipline are simultaneously significant to the employee performance. Discipline holds the dominant factor which affects employee performance.

Creating proximity across distances – Management tools to support performance and employee well-being

DEFF Research Database (Denmark)

Ipsen, Christine; Poulsen, Signe

), in satellite offices (intra-organizational work), or at the customers’ or clients’ locations (interorganizational work) (Verburg et al. 2013; Cropper et al. 2008). In inter-organizations, distance employees are employed by one company (the provider) but work at a different company (the customer) (Cropper et al...... either time or geography separate managers from their employees, it becomes more difficult to ensure both the employees psychosocial work environment and organizational performance. This paper explores distance managers’ preventive activities that ensure both employee well-being and performance across...... distances as part of their daily management. The study contributes to the discussion on management of prevention of work-related stress in the context of distance work. We applied a case study approach to explore the tools distance managers make use of to ensure employee wellbeing and organizational...

360 Derece Performans Değerlendirme ve Geri Bildirim: Bir Üniversite Mediko-Sosyal Merkezi Birim Amirlerinin Yönetsel Yetkinliklerinin Değerlendirilmesi Üzerine Pilot Uygulama Örneği(360 Degree Performance Appraisal And Feedback: “A Pilot Study Illustration in Appraising the Managerial Skills of Supervisors Working in Health Care Centre of a University”

Directory of Open Access Journals (Sweden)

Selin Metin CAMGÖZ

2006-01-01

Full Text Available In this study, “360 Degree Performance Appraisal” which is one of the most current and controversial issues of human resource practices is extensively examined and supported with an empirical research. The study contains 2 parts. After explaining the necessity and the general utilities of the classical performance appraisal system, the first theoretical part shifts to the emergence of 360 degree performance appraisal, discusses its distinctive benefits over the classical appraisal system and focuses its attention to the raters (superiors, subordinates, peers, self involving in the 360 degree performance appraisal.The second empirical part illustrates the development of 360 degree performance appraisal system as well as its application and sample feedback reports for feedback purposes in order to appraise the managerial skills of supervisors working in Health Care Centre of a public university.

Impact of Training and Development on Employees Performance in Bosnia And Herzegovina

Directory of Open Access Journals (Sweden)

Serkan Bayraktaroglu

2014-12-01

Full Text Available Companies today are forced to compete and to act professionally in those harsh times, so it is very important to have right employees for better company`s rating. It is crucial that staff needs to have better knowledge, skills and competencies. More and more companies are acknowledging Human Resources (training and development as their main key for success and bigger focus is on employee – customer relation. Main objective of this study was to find out impact of training and development on employee’s performance and Bosnia and Herzegovina was taken as an example. This study was back grounded by the two different questionnaires one for the employees and one for the managers or owners of the companies. Results revealed that there is a huge impact on employee’s performance when it comes to the training programs and employees are fully aware that training programs give them better knowledge, improved skills and ideas for future career paths.

Data envelopment analysis model for the appraisal and relative performance evaluation of nurses at an intensive care unit.

Science.gov (United States)

Osman, Ibrahim H; Berbary, Lynn N; Sidani, Yusuf; Al-Ayoubi, Baydaa; Emrouznejad, Ali

2011-10-01

The appraisal and relative performance evaluation of nurses are very important and beneficial for both nurses and employers in an era of clinical governance, increased accountability and high standards of health care services. They enhance and consolidate the knowledge and practical skills of nurses by identification of training and career development plans as well as improvement in health care quality services, increase in job satisfaction and use of cost-effective resources. In this paper, a data envelopment analysis (DEA) model is proposed for the appraisal and relative performance evaluation of nurses. The model is validated on thirty-two nurses working at an Intensive Care Unit (ICU) at one of the most recognized hospitals in Lebanon. The DEA was able to classify nurses into efficient and inefficient ones. The set of efficient nurses was used to establish an internal best practice benchmark to project career development plans for improving the performance of other inefficient nurses. The DEA result confirmed the ranking of some nurses and highlighted injustice in other cases that were produced by the currently practiced appraisal system. Further, the DEA model is shown to be an effective talent management and motivational tool as it can provide clear managerial plans related to promoting, training and development activities from the perspective of nurses, hence increasing their satisfaction, motivation and acceptance of appraisal results. Due to such features, the model is currently being considered for implementation at ICU. Finally, the ratio of the number DEA units to the number of input/output measures is revisited with new suggested values on its upper and lower limits depending on the type of DEA models and the desired number of efficient units from a managerial perspective.

Association Between Employee Dental Claims, Health Risks, Workplace Productivity, and Preventive Services Compliance.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B

2017-08-01

This study examined differences in health risks and workplace outcomes among employees who utilized preventive dental services compared with other employees. A retrospective observational study of employees of a large financial services corporation, with data from health risk appraisal questionnaires, medical claims, pharmacy claims, and dental claims. Employees with no dental claims were significantly more likely to have a variety of health risk factors (such as obesity and tobacco use), health conditions (such as diabetes), absenteeism, and lost on-the-job productivity, and were significantly less likely to be compliant with clinical preventive services compared with those with preventive dental claims. Employees with preventive dental claims had fewer health risks and medical conditions and better health and productivity measures. Study employees underutilized free dental care; employers should incorporate preventive dental care awareness into their worksite wellness programs.

Employee commitment and performance of manufacturing firms ...

African Journals Online (AJOL)

445) between job satisfaction and employee organizational commitment. Multiple regression revealed that pay and job promotion are the important elements that influence employee commitment. It is recommended that manufacturing organizations should emphasize pay and job promotion to enhance higher employee ...

Investigating The Effect Of Job Stress On Performance Of Employees

OpenAIRE

Oyungerel Altangerel; Wang Ruimei; Ehsan Elahi; Bayandalai Dash

2015-01-01

Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and ...

The Linkage Between Work Unit Performance Perceptions of U.S. Federal Employees and Their Job Satisfaction: An Expectancy Theory

Directory of Open Access Journals (Sweden)

Soyoung PARK

2018-02-01

Full Text Available Public organizations are interested in how to improve their performance. Performance in a work unit can also influence employee job satisfaction due to positive expectations based on higher performance. Thus, our study attempts to investigate if organizational performance has an impact on employee motivation under the premise that employees who perform better in a work unit expect greater professional recognition and rewards. By using data from the 2013 Federal Employee Viewpoint Survey (FEVS, we find that employees who perceive higher levels of performance in a work unit have a higher level of job satisfaction. This paper further shows that performance perception based on rewards is also positively related to job satisfaction.However, underrepresented groups (female and non-white, older employees and mid-level (work experience from 6 to 14 years employees are less satisfied with higher work unit performance. Finally, employees in the distributive agency category are more satisfied with work unit performance while those in the regulatory agency category are less satisfied with work unit performance. In conclusion, organizations should recognize particular characteristics of employees to develop the policies related to performance management, and effectively utilize these policies in order to attract and retain proficient workers.

HUMAN CAPITAL IN ISLAMIC BANK AND ITS EFFECT ON THE IMPROVEMENT OF HEALTHY ORGANIZATION AND EMPLOYEE PERFORMANCE

Directory of Open Access Journals (Sweden)

Muafi

2017-12-01

Full Text Available Human resources have become one of strategic issues of Islamic banking in Indonesia. Islamic bank is important to have a good human capital, who has specialized knowledge and expertise related to Islamic aspects. The quality of human resource that is bad will affect the organization to grow unhealthy and also the employee performance. This research aims to test and analyze the role of human capital that affect the healthy organization and the employee performance. This research was conducted on all employees of Islamic banks in the Province of Daerah Istimewa Yogyakarta (DIY and East Java. The reason is because nowadays, Islamic banking in Indonesia is experiencing a slowdown growth of business performance, especially market share so that it needs human capital with good quality. Sampling technique is using purposive sampling. Bank employees came from Islamic bank, government bank, and private bank. The result concludes that human capital (HC has significant positive effect on the improvement of employee performance (EP and healthy organization (HO. Meanwhile, healthy organization (HO has significant positive effect on the improvement of employee performance (EP. Healthy organization mediates the relationship between human capital and employee performance.

Differences between Employees' and Supervisors' Evaluations of Work Performance and Support Needs

Science.gov (United States)

Bennett, Kyle; Frain, Michael; Brady, Michael P.; Rosenberg, Howard; Surinak, Tricia

2009-01-01

Assessment systems are needed that are sensitive to employees' work performance as well as their need for support, while incorporating the input from both employees and their supervisors. This study examined the correspondence of one such evaluation system, the Job Observation and Behavior Scale (JOBS) and the JOBS: Opportunity for…

Positive emotion, appraisal, and the role of appraisal overlap in positive emotion co-occurrence.

Science.gov (United States)

Tong, Eddie M W; Jia, Lile

2017-02-01

Appraisal research has traditionally focused on negative emotions but has not addressed issues concerning the relationships between several positive emotions and appraisals in daily life and the extent to which co-occurrence of positive emotions can be explained by overlap in appraisals. Driven by a priori hypotheses on appraisal-emotion relationships, this study investigated 12 positive emotions and 13 appraisal dimensions using Ecological Momentary Assessment. The results provide strong evidence that positive emotions and appraisals correlate significantly in daily life. Importantly, we found that the positive emotions' overlap on theoretically relevant, as compared to irrelevant, appraisals was stronger and more predictive of their co-occurrence. Furthermore, appraisal overlap on theoretically relevant appraisals predicted the co-occurrence of positive emotions even when the appraisal of pleasantness was excluded, indicating that positive emotions do not co-occur just by virtue of their shared valence. Our findings affirmed and refined the appraisal profiles of positive emotions and underscore the importance of appraisals in accounting for the commonality and differences among positive emotions. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Employee motivation and work performance: A comparative study of mining companies in Ghana

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Elizabeth Boye Kuranchie-Mensah

2016-04-01

Full Text Available Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings: The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP of the country. Research Limitations/Implications: Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. Originality/Value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

Annual Equivalent Value, Benefit Cost Ratio, and Composite Performance Index as Valuation Appraisal Support of Teakwood Plantation

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Sugiharto Soeleman

2014-04-01

Full Text Available Teak (Tectona grandis L.f is a premium high-value hardwood species being viewed as the most preferred species for investment opportunity. Recently, there has been a gradual move away from state control of teakwood plantation toward the participation of private enterprises. Several enterprises offer investment opportunity of teakwood plantation in which one of the main selling points being offered is a quick harvesting schedule. A quick harvesting time, however, might not provide the best outcome to the investors. This research exercise and compare the valuation appraisal of different harvesting schedules. The research focused on project planning, enterprise budget, financial projection, and valuation measurements to arrive at overall appraisal. To avoid any possible bias of individual investor's preference on common valuation criteria such as total investment, net cash flow (NCF, net present value (NPV, internal rate of return (IRR, profit on investment (P/I, and payback period (PBP, 3 otherS criteria namely benefit cost ratio (BCR, annual equivalent value (AEV, and composite performance index (CPI have been applied to arrive at a more fair valuation. It is concluded that the longer the harvesting schedule, the better valuation outcome could be achieved, and therefore, investors should critically review any investment proposal in accordance to their preference on valuation criteria. Keywords : annual equivalent value, benefit cost ratio, composite performance index, valuation appraisal

Do all types of restructuring threaten employees' well-being? An exploratory study.

Science.gov (United States)

Widerszal-Bazyl, Maria; Mockałło, Zofia

2015-01-01

Most research on the negative impact of restructuring on employees' health considers restructuring involving personnel reduction. The aim of this study was to explore the assumption that the type of restructuring, business expansion versus restructuring not involving expansion (only reductions and/or change of ownership), influences its psychological responses: appraisal of the change, psychosocial working conditions and well-being after the change. The study was carried out among 857 employees that experienced restructuring in 2009 and/or 2010 and 538 employees from companies not restructured at that time. The main variables, i.e., assessment of change in terms of personal benefits and losses, psychosocial job characteristics and well-being were measured using a questionnaire developed in "The psychological health and well-being in restructuring: key effects and mechanisms" project (PSYRES). It was found that the employees who experienced business expansion in comparison to those who experienced exclusively change of ownership had a higher appraisal of change, while those who experienced restructuring not involving business expansion did not differ from those who experienced change of ownership. As far as psychosocial working conditions are concerned, those employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for quantitative demands that were higher), while most psychosocial working conditions of the employees who experienced restructuring not involving expansion were poorer than in the not restructured companies. Also, well-being measures of the employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for innovative behavior that was even higher), while well-being measure of those who experienced restructuring not involving expansion was poorer than of those in the not restructured companies. Restructuring involving

A study on relationship between quality of life and employee performance

Directory of Open Access Journals (Sweden)

Marziyeh Pourbagher

2014-08-01

Full Text Available This paper studies the relationship between quality of life and its eight components with employee performance in general directorate of youth and sport in province of Golestan, Iran. The study uses a questionnaire developed by Walton (1974 [Walton, R. E. (1974. Improving quality of work life. Harvard Business Review, 52(3, 12.] for quality of life and a standard questionnaire named ACHIEVE consists of 25 questions for measuring the performance. Using Spearman correlation test, the study has determined a positive and meaningful relationship between employee performance and eight components of Walton’s model including adequate and fair compensation, safe and healthy working conditions, development of human competencies, growth and security, social integration, constitutionalization and total life space and social reliance.

Dancing in pain: pain appraisal and coping in dancers.

Science.gov (United States)

Anderson, Ruth; Hanrahan, Stephanie J

2008-01-01

This study investigated the relationships between the type of pain experienced (performance pain and injury pain), the cognitive appraisal of pain and pain coping styles in dancers. Fifty-one professional ballet and contemporary dancers (17 males and 34 females), with the mean age of 25.9 years, completed a general pain questionnaire, the Pain Appraisal Inventory, the Survey of Pain Attitudes Control Subscale, and the Sports Inventory for Pain. Multivariate analyses of variance indicated that both the cognitive appraisal of the pain and pain coping styles did not differ according to the type of pain experienced or the pain severity. However, it was found that dancers with performance pain of either low or high severity were more likely to dance in pain than dancers experiencing injury pain. Multiple regression analyses indicated that the appraisal of pain as threatening was predictive of the use of avoidance and catastrophizing pain coping styles. Overall, results indicated that dancers may not differentiate between performance pain and injury pain, or modify their appraisal and coping strategies according to the characteristics of the pain experienced. The study highlighted an opportunity for increased education for dancers in recognizing the difference between pain considered to be a routine aspect of training and pain which is a signal of serious injury.

The Influence of Motivation on Employees' Performance: A Study of ...

African Journals Online (AJOL)

user

motivation on employees' performance of selected manufacturing firms in Anambra State ..... Research Design: The survey research design method was used in this study. ... manager, the accountant, and the production manager). The sample.

Influence of shift work on cognitive performance in male business process outsourcing employees.

Science.gov (United States)

Shwetha, Bijavara; Sudhakar, Honnamachanahalli

2012-09-01

India is a front runner in IT industry. Business process outsourcing (BPO) sector is a major part of IT industry with around 4.5 million employees. These employees are subjected to high work stress, odd working hours, and frequent shift changes leading to increased physical and mental health problems. To study the cognitive functions in male BPO employees exposed to regular shifts. Young BPO employees from various BPO companies of Bangalore were tested for cognitive functions. Fifty male BPO employees exposed to regular shifts were assessed for various cognitive functions including tests for speed, attention, learning and memory, and executive function. They were compared with 50 non-BPO employees not working in shifts. Statistical analysis - Data was analysed by t-test and Mann-Whitney test using SPSS V.13.0. BPO employees performed poorly compared to their controls in tests for mental speed, learning and memory, and response inhibition. No changes were seen between groups in tests for attention and working memory. Cognitive functions are impaired in BPO employees exposed to regular shift changes.

The Impact of Perception of Performance Appraisal and Distributive Justice Fairness on Employees' Ethical Decision Making in Paternalist Organizational Culture

Science.gov (United States)

Goksoy, Asli; Alayoglu, Nihat

2013-01-01

Ethics in decision making has been an issue for academics, practitioners, and governmental regulators for decades. In the last decade, numerous scandals and consequently many corporate crises in the global business world have added credence to the criticisms of business ethics. Therefore, it is vital to understand the factors affecting employees'…

Influence of Transformational and Transactional Leadership Towards Employee Performance (study at PT Ekistindo, Makassar)

OpenAIRE

Idayanti

2012-01-01

The purpose of this study was to anallze (1) the significances of the transformational leadership and transactional leadership to employees performance, and (2) the dominant variable affecting employee performance. From the sample that consisted of 102 respondent, the analysis used multiple linear regression to determine a model which best predicts the performance of these firms. Result of this research shown that transformational and transactional leadership variables have significant effect...

The Influence of Motivation on Employees' Performance: A Study of ...

African Journals Online (AJOL)

The study investigates the influence of Extrinsic and Intrinsic motivation on ... relationship between extrinsic motivation and the performance of employees while no ... should adopt extrinsic rewards in their various firms to increase productivity.

IMPACT OF CONFLICT MANAGEMENT ON EMPLOYEES' PERFORMANCE IN A PUBLIC SECTOR ORGANISATION IN NIGERIA

Directory of Open Access Journals (Sweden)

Olu, OJO

2014-03-01

Full Text Available This study investigated the impact of conflict management on employees’ performance in a public sector organisation, a case of Power Holding Company of Nigeria (PHCN. This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee’s performance in an organisation and that organisation’s conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees the organisation. This will reduce conflicting situations in the organisation.

The effects of job satisfaction, employee commitment, workplace friendship and team culture on service recovery performance

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Abednego Feehi Okoe

2016-11-01

Full Text Available The existing literature has called for more studies to be conducted on how human resource activities affect service recovery performance. This study therefore ascertains the effects of Job Satisfaction, employee Commitment, Workplace Friendship and Team Culture on Service Recovery Performance. The survey research design was used in this study. The participants were frontline employees from the various service sectors in Ghana. The convenience sampling was used as the sampling technique. A total of 372 responses were used in the final analysis. The scale items were adapted from the existing literature. Confirmatory factor analysis was used to assess the fit of the model. Multiple linear regression was used to test the hypotheses. The findings indicate that Job Satisfaction, Employee Commitment, Workplace Friendship and Team Culture significantly exerts positive influence on Service Recovery Performance of frontline employees. The findings from the study imply that there are several antecedents to Service Recovery Performance. Team Culture, Workplace Commitment, and Employee Commitment can influence Job Satisfaction which in turn will affect Service Recovery Performance resulting in customer satisfaction and retention.

Pengaruh Leadership Style Terhadap Financial Performance Melalui Employee Job Satisfaction Dan Innovation Pada Perusahaan Retail Di Surabaya

OpenAIRE

Ocsakawati, Serley

2016-01-01

This study aimed to examine the direct and significant affect of leadership style to financial performance, leadership style to employee's job satisfaction, leadership style to innovation, employee's job satisfaction to innovation , employee's job satisfaction to financial performace, and innovation to financial performace on retail firms in Surabaya. This study also aimed to examine the indirect and significant affect of leadership style to financial performance through employee's job satisf...

Flexible working times : effects on employees' exhaustion, work-nonwork conflict and job performance

NARCIS (Netherlands)

Kattenbach, R.; Demerouti, E.; Nachreiner, F.

2010-01-01

Purpose - The aim of this study is to provide a useful conceptualization of flexible working times and to examine the relationships between flexible working times and employees' well-being and peer ratings of performance. It is supposed that an employee's "time-autonomy" would be positively related

ANTESEDEN EMPLOYEE TURNOVER

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Heryadi Fardilah

2018-03-01

Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

Faculty Members' Attitudes towards the Performance Appraisal Process in the Public Universities in Light of Some Variables

Science.gov (United States)

Al-Ashqar, Wafaa Mohammed Ali

2017-01-01

The present study aimed to detect the level of faculty members' attitudes at public universities towards the performance appraisal process and its relationship with some variables (gender, college, scientific rank, university, teaching experience, and age). The study sample consisted of (320) faculty members of both sexes in three public…

THE EFFECT OF ORGANIZATIONAL CULTURE AND WORKING ENVIRONMENT ON EMPLOYEE PERFORMANCE: STUDY ON THE EXAMPLE OF PRINTING COMPANY

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Zainul M.

2017-12-01

Full Text Available The main objective of this research is to examine and analyze how the organizational culture influences on the performance of the employees of Banjarmasin Post Group, and find out how the work environment has influence on the performance of its employees. Involved sample in this studies are 100 employees across all departments. The proposed model indicates that it can deliver the dependent variable by 71% by the quite strong relation at 0.846. The finding indicates that significant effect is occurred on working environment while the organizational culture doesn’t contribute any significant effect on employee performance. However, the simultaneous effect indicates that both variables were affecting employee performance.

Training and Its Impact on the Performance of Employees at Jordanian Universities from the Perspective of Employees: The Case of Yarmouk University

Science.gov (United States)

Al-Mzary, Maaly Mefleh Mohammed; Al-rifai, Abedallah D. A.; Al-Momany, Mohammed Omer Eid

2015-01-01

The objective of this paper is to examine the attitudes of administrative leaders and administrative employees concerning the training courses provided, as well as the impact of training on employee job performance at Yarmouk University in Jordan. The study is carried at a Malaysian small and medium enterprise (SME). Findings indicated that…

Appraisal in a Team Context: Perceptions of Cohesion Predict Competition Importance and Prospects for Coping.

Science.gov (United States)

Wolf, Svenja A; Eys, Mark A; Sadler, Pamela; Kleinert, Jens

2015-10-01

Athletes' precompetitive appraisal is important because it determines emotions, which may impact performance. When part of a team, athletes make their appraisal within a social context, and in this study we examined whether perceived team cohesion, as a characteristic of this context, related to appraisal. We asked 386 male and female intercollegiate team-sport athletes to respond to measures of cohesion and precompetitive appraisal before an in-season game. For males and females, across all teams, (a) an appraisal of increased competition importance was predicted by perceptions of higher task cohesion (individual level), better previous team performance, and a weaker opponent (team level) and (b) an appraisal of more positive prospects for coping with competitive demands was predicted by higher individual attractions to the group (individual level). Consequently, athletes who perceive their team as more cohesive likely appraise the pending competition as a challenge, which would benefit both emotions and performance.

12 CFR 564.5 - Appraiser independence.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Appraiser independence. 564.5 Section 564.5 Banks and Banking OFFICE OF THRIFT SUPERVISION, DEPARTMENT OF THE TREASURY APPRAISALS § 564.5 Appraiser independence. (a) Staff appraisers. If an appraisal is prepared by a staff appraiser, that appraiser must be...

Influence of Motivation and Job Training The Performance of Employees PT. RB Sukasada Palembang.

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Ika Rakhmalina

2017-10-01

Full Text Available The purpose of this study was to determine the effect of motivation and job training to employees performance of PT. RB Sukasada. This research is causality. The population in this study is the overall employees of PT. RB Sukasada Jl. Kebumen Land No. 901-902, 17 Ilir, Ilir Tim. I, Palembang, South Sumatra 30122, amounting to 39 employees, with census sampling.Data collection techniques used in this study was a questionnaire with the answer given a score based on a scale interval of 1-5 with the Likert method. With multiple linear regress analysis tools. The next test of the hypothesis that f test and t-test to determine of independent variables on the dependent variable, and making inferences. Data analysis techniques in this study assisted by the Statistical program for special science (SPSS The results of research by F test resulted in no significant effect Motivation and Job Training together with the Employee Performance at PT. RB Sukasada with a coefficient of determination (R Square of 34.9%. While based on the t-test a significant difference between motivation and job training partially on performance. With the results of multiple regression 57.0% effect of motivation on the performance and 47.6% influence on the performance of job training. Conclusion motivation and job training are still low in achieving performance.

Role of Quality Management Practices in Employee Engagement and its impact on Organizational Performance

OpenAIRE

Sathishkumar, A S; Karthikeyan, Dr.P.

2014-01-01

Employee engagement has emerged as a critical driver of business success in todays competitive marketplace. Further, employee engagement can be a deciding factor in organizational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to Quality management practices in functional process quality, which results in performance, customer satisfaction, company reputation and overall stakeholder value. Thus, ...

Reflections on the conceptualization and operationalization of a set-theoretic approach to employee motivation and performance research

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James Christopher Ryan

2017-01-01

Full Text Available The current commentary offers a reflection on the conceptualizations of Lee and Raschke's (2016 proposal for a set-theoretic approach to employee motivation and organizational performance. The commentary is informed by the current author's operationalization of set-theoretic research on employee motivation which occurred contemporaneously to the work of Lee and Raschke. Observations on the state of current research on employee motivation, development of motivation theory and future directions of set-theoretic approaches to employee motivation and performance are offered.

The External Performance Appraisal of China Energy Regulation: An Empirical Study Using a TOPSIS Method Based on Entropy Weight and Mahalanobis Distance.

Science.gov (United States)

Wang, Zheng-Xin; Li, Dan-Dan; Zheng, Hong-Hao

2018-01-30

In China's industrialization process, the effective regulation of energy and environment can promote the positive externality of energy consumption while reducing negative externality, which is an important means for realizing the sustainable development of an economic society. The study puts forward an improved technique for order preference by similarity to an ideal solution based on entropy weight and Mahalanobis distance (briefly referred as E-M-TOPSIS). The performance of the approach was verified to be satisfactory. By separately using traditional and improved TOPSIS methods, the study carried out the empirical appraisals on the external performance of China's energy regulation during 1999~2015. The results show that the correlation between the performance indexes causes the significant difference between the appraisal results of E-M-TOPSIS and traditional TOPSIS. The E-M-TOPSIS takes the correlation between indexes into account and generally softens the closeness degree compared with traditional TOPSIS. Moreover, it makes the relative closeness degree fluctuate within a small-amplitude. The results conform to the practical condition of China's energy regulation and therefore the E-M-TOPSIS is favorably applicable for the external performance appraisal of energy regulation. Additionally, the external economic performance and social responsibility performance (including environmental and energy safety performances) based on the E-M-TOPSIS exhibit significantly different fluctuation trends. The external economic performance dramatically fluctuates with a larger fluctuation amplitude, while the social responsibility performance exhibits a relatively stable interval fluctuation. This indicates that compared to the social responsibility performance, the fluctuation of external economic performance is more sensitive to energy regulation.

The Impact of Transformational Leadership on Employee Sustainable Performance: The Mediating Role of Organizational Citizenship Behavior

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Weiping Jiang

2017-09-01

Full Text Available Transformational leadership has drawn extensive attention in management research. In this field, the influence of transformational leadership on employee performance is an important branch. Recent research indicates that organizational citizenship behavior plays a mediating role between transformational leadership and employee performance. However, some of these findings contradict each other. Given the background where greater attention is being paid to transformational leadership in the construction industry, this research aims to find the degree of the influence of transformational leadership on employee sustainable performance, as well as the mediating role of organizational citizenship behavior. A total of 389 questionnaires were collected from contractors and analyzed via structural equation modeling. The findings reveal that employee sustainable performance is positively influenced by transformational leadership. In addition, more than half of that influence is mediated by their organizational citizenship behavior. These findings remind project managers of the need to pay close attention to transformational leadership, to cultivate organizational citizenship behavior, and thereby to eventually improve employee’s sustainable performance.

Formal appraisal of undergraduate medical students: is it worth the effort?

Science.gov (United States)

Murdoch-Eaton, Deborah G; Levene, Malcolm I

2004-02-01

Medical student stress is most often related to difficulties of adjusting to university academic standards, and work-social life balance. Faculty systems identify academically failing students for counselling, whilst the majority of students do not have opportunities for individual discussion about progress. This study reports a pilot formal appraisal process for first-year undergraduates. Preparatory material required students to reflect on their academic performance, factors contributing to their university life and satisfaction with career choice. Individual appraisal sessions were held with trained, experienced senior faculty staff, with completion of an appraisal record to document agreed outcomes. Individualized study skills advice was the commonest documented outcome on appraisal records. Students were overwhelmingly positive about the experience, reporting both enhanced perceptions of faculty and reduced anxiety about academic performance. Medical schools have responsibilities to consider ways to optimize students' performance; attainment can be related more to personal and motivational factors than academic ability.

12 CFR 564.3 - Appraisals required; transactions requiring a State certified or licensed appraiser.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Appraisals required; transactions requiring a State certified or licensed appraiser. 564.3 Section 564.3 Banks and Banking OFFICE OF THRIFT SUPERVISION, DEPARTMENT OF THE TREASURY APPRAISALS § 564.3 Appraisals required; transactions requiring a State...

Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality.

Science.gov (United States)

Liao, Hui; Toya, Keiko; Lepak, David P; Hong, Ying

2009-03-01

Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives relate to employee individual performance in the service context. Data collected in three phases from multiple sources involving 292 managers, 830 employees, and 1,772 customers of 91 bank branches revealed significant differences between management and employee perspectives of HPWSs. There were also significant differences in employee perspectives of HPWSs among employees of different employment statuses and among employees of the same status. Further, employee perspective of HPWSs was positively related to individual general service performance through the mediation of employee human capital and perceived organizational support and was positively related to individual knowledge-intensive service performance through the mediation of employee human capital and psychological empowerment. At the same time, management perspective of HPWSs was related to employee human capital and both types of service performance. Finally, a branch's overall knowledge-intensive service performance was positively associated with customer overall satisfaction with the branch's service. (c) 2009 APA, all rights reserved.

Effect of Job Satisfaction and Motivation towards Employee's Performance in XYZ Shipping Company

Science.gov (United States)

Octaviannand, Ramona; Pandjaitan, Nurmala K.; Kuswanto, Sadikin

2017-01-01

In the digital and globalization era which are demanding for tech progress. Human resources need to work more closely and concentration. Small errors can lead to fatal errors that result in high costs for the company. The loss of motivation at work influences employee satisfaction and have a negative impact on employee performance. Research was…

Impact of Knowledge Management on Employee Work Performance: Evidence from Saudi Arabia

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Bader Alyoubi

2018-03-01

Full Text Available Knowledge Management (KM has become critical in todayrs highly competitive, uncertain, and rapidly changing business environment. The objective of this study is to measure the effects of knowledge management processes (knowledge acquisition, knowledge sharing, knowledge creation and knowledge retention and knowledge management approaches (social networks, codification and personalization on job satisfaction and examines how they increase employeesr work performance. A theoretical model based on KM processes and approaches is proposed. It is empirically tested with structural equation modeling (SEM and partial least squares (PLS of survey data collected from employees of the King Fahd National Library in Jeddah, Saudi Arabia. The analysis showed that there is a significant and positive impact of KM processes and approaches on job satisfaction and work performance. Knowledge sharing, knowledge retention, codification and personalization approaches have significant impacts on job satisfaction, and knowledge acquisition, knowledge creation and a social network approach have no significant impacts on job satisfaction. Managers are advised to implement KM activities in their organizations to improve knowledge worker performance and the welfare of employees at work. This is the first study that theoretically examines the effect of knowledge management processes and knowledge management approaches on lsoftr human issues such as the job satisfaction and work performance of individual employees in an academic library.

The Influence of Employee Share Ownership Schemes on Firm Performance: the Case of Zimbabwean Firms

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Maxwell Sandada

2016-04-01

Full Text Available The purpose of this study was to examine the influence of employee share ownership schemes on firm performance in the case of Zimbabwean companies. The study sought to provide valuable insights on the influence of this initiative on employee productivity and organisational performance in Zimbabwe. A cross sectional design was employed to collect data from Confederation of Zimbabwe Industry listed companies using simple random sampling. The study revealed that financial benefits from EOSs, employee participation, ECOS communication and percentage of shareholding have a significant positive relationship with firm performance. The study has important implications for the implementation and management of ESOs in the context of a development country such as Zimbabwe.

The Positive Effect of Authoritarian Leadership on Employee Performance: The Moderating Role of Power Distance.

Science.gov (United States)

Wang, Honglei; Guan, Bichen

2018-01-01

Based on goal setting theory, this study explores the positive effect and influencing process of authoritarian leadership on employee performance, as well as the moderating role of individual power distance in this process. Data from 211 supervisor-subordinate dyads in Chinese organizations indicates that authoritarian leadership is positively associated with employee performance, and learning goal orientation mediates this relationship. Furthermore, power distance moderates the effect of authoritarian leadership on learning goal orientation, such that the effect was stronger when individual power distance was higher. The indirect effect of authoritarian leadership on employee performance via learning goal orientation is also moderated by power distance. Theoretical and managerial implications and future directions are also discussed.

The Positive Effect of Authoritarian Leadership on Employee Performance: The Moderating Role of Power Distance

Science.gov (United States)

Wang, Honglei; Guan, Bichen

2018-01-01

Based on goal setting theory, this study explores the positive effect and influencing process of authoritarian leadership on employee performance, as well as the moderating role of individual power distance in this process. Data from 211 supervisor-subordinate dyads in Chinese organizations indicates that authoritarian leadership is positively associated with employee performance, and learning goal orientation mediates this relationship. Furthermore, power distance moderates the effect of authoritarian leadership on learning goal orientation, such that the effect was stronger when individual power distance was higher. The indirect effect of authoritarian leadership on employee performance via learning goal orientation is also moderated by power distance. Theoretical and managerial implications and future directions are also discussed. PMID:29628902

Appraisal Report

DEFF Research Database (Denmark)

Schleimann, Finn; Enemark, Ulrika; Vagnby, Bo Hellisen

Appraisal of continued support to Ghana's health sector for a third phase covering 2003 - 2007. Funding recommended with DKK 340 million over five years.......Appraisal of continued support to Ghana's health sector for a third phase covering 2003 - 2007. Funding recommended with DKK 340 million over five years....

The investigation of the relationship between the job satisfaction and job performance of employees in furniture sector

Directory of Open Access Journals (Sweden)

Türkay Türkoğlu

2017-04-01

Full Text Available Manpower and performance of employees in furniture industry plays an important role in the quality of the products. It is necessary to ensure the job satisfaction of employees to achieve their high performance. “The Minnesota Job Satisfaction Scale” and “the Job Performance Scale” were used as data collection tools in the study. Therefore, questionnaire form was conducted on 362 employees of furniture sector. Obtained data was analyzed in SPSS program by means of Correlation and Regression Analyses, t-test and ANOVA. The result of the study shows that there is a strong relationship between job satisfaction and employees performance. While there were significant differences in job satisfaction and job performance in term of some employees’ demographic characteristics such as gender, age, educational status and seniority, it wasn’t found significant difference in marital status.

Appraising and applying evidence about a diagnostic test during a performance-based assessment

Directory of Open Access Journals (Sweden)

Franklin Ellen

2004-10-01

Full Text Available Abstract Background The practice of Evidence-based Medicine requires that clinicians assess the validity of published research and then apply the results to patient care. We wanted to assess whether our soon-to-graduate medical students could appraise and apply research about a diagnostic test within a clinical context and to compare our students with peers trained at other institutions. Methods 4th year medical students who previously had demonstrated competency at probability revision and just starting first-year Internal Medicine residents were used for this research. Following an encounter with a simulated patient, subjects critically appraised a paper about an applicable diagnostic test and revised the patient's pretest probability given the test result. Results The medical students and residents demonstrated similar skills at critical appraisal, correctly answering 4.7 and 4.9, respectively, of 6 questions (p = 0.67. Only one out of 28 (3% medical students and none of the 15 residents were able to correctly complete the probability revision task (p = 1.00. Conclusions This study found that most students completing medical school are able to appraise an article about a diagnostic test but few are able to apply the information from the article to a patient. These findings raise questions about the clinical usefulness of the EBM skills possessed by graduating medical students within the area of diagnostic testing.

The Perceived Leadership Style and Employee Performance in Hotel Industry – a Dual Approach

OpenAIRE

Andreia ISPAS

2012-01-01

Hotel industry is an industry based on specific services and a high degree of employees (especially front line employees) client direct contact. A good relationship with the manager helps the subordinate to work beyond his daily effort, to be oriented to improve continuously his work performance and to give maximum of satisfaction to clients. This research paper is aiming to discuss the perceived leadership style and employees’ individual performance related to job satisfaction and organizati...

Documenting Employee Conduct

Science.gov (United States)

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Fresh and healthy? Well-being, health and performance of young employees with intermediate education.

NARCIS (Netherlands)

Akkermans, J.; Brenninkmeijer, V.; Blonk, R.W.B.; Koppes, L.L.

2009-01-01

Purpose - The purpose of this paper is to gain more insight into the well-being, health and performance of young intermediate educated employees. First, employees with low education (9 years or less), intermediate education (10-14 years of education), and high education (15 years or more) are

Fresh and healthy?: Well-being, health and performance of young employees with intermediate education

NARCIS (Netherlands)

Akkermans, J.; Brenninkmeijer, V.; Blonk, R.W.B.; Koppes, L.L.J.

2009-01-01

Purpose - The purpose of this paper is to gain more insight into the well-being, health and performance of young intermediate educated employees. First, employees with low education (9 years or less), intermediate education (10-14 years of education), and high education (15 years or more) are

Employee Well-being and the HRM-Organizational Performance Relationship: A Review of Quantitative Studies

NARCIS (Netherlands)

Voorde, F.C. van de; Paauwe, J.; Veldhoven, M.J.P.M. van

2012-01-01

There is a lack of consensus on the role of employee well-being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee

Identifying Critical Success Factors for TQM and Employee Performance in Malaysian Automotive Industry: A Literature Review

Science.gov (United States)

Nadia Dedy, Aimie; Zakuan, Norhayati; Zaidi Bahari, Ahamad; Ariff, Mohd Shoki Md; Chin, Thoo Ai; Zameri Mat Saman, Muhamad

2016-05-01

TQM is a management philosophy embracing all activities through which the needs and expectations of the customer and the community and the goals of the companies are satisfied in the most efficient and cost effective way by maximizing the potential of all workers in a continuing drive for total quality improvement. TQM is very important to the company especially in automotive industry in order for them to survive in the competitive global market. The main objective of this study is to review a relationship between TQM and employee performance. Authors review updated literature on TQM study with two main targets: (a) evolution of TQM considering as a set of practice, (b) and its impacts to employee performance. Therefore, two research questions are proposed in order to review TQM constructs and employee performance measure: (a) Is the set of critical success factors associated with TQM valid as a whole? (b) What is the critical success factors should be considered to measure employee performance in automotive industry?

Employee Assistance Programs: Effective Tools for Counseling Employees.

Science.gov (United States)

Kraft, Ed

1991-01-01

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

The Effect of Soft Skills and Training Methodology on Employee Performance

Science.gov (United States)

Ibrahim, Rosli; Boerhannoeddin, Ali; Bakare, Kazeem Kayode

2017-01-01

Purpose: The purpose of this paper is to investigate the effect of soft skill acquisition and the training methodology adopted on employee work performance. In this study, the authors study the trends of research in training and work performance in organisations that focus on the acquisition of technical or "hard skills" for employee…

Individual Performance Management: A Review of Current Practices

Directory of Open Access Journals (Sweden)

Ian O’ Boyle

2013-05-01

Full Text Available This paper provides a review of current practice in relation to individual performance management systems and process within the traditional business environment. There is a consensus that the role of the individual is central to the overall performance of any organization and how individual performances are managed and evaluated can have significant impacts on overall organizational success. Many organizations employ the traditional performance appraisal in order to monitor and assess individual employee performances. However, new approaches, such as 360-degree feedback have also become commonplace within the business environment. An analysis of each approach including benefits and challenges associated with each process is presented within this paper.

49 CFR 1242.78 - Employees performing clerical and accounting functions, and loss and damage claims processing...

Science.gov (United States)

2010-10-01

... Employees performing clerical and accounting functions, and loss and damage claims processing (accounts XX... 49 Transportation 9 2010-10-01 2010-10-01 false Employees performing clerical and accounting functions, and loss and damage claims processing (accounts XX-55-76 and XX-55-78). 1242.78 Section 1242.78...

Effect of Leadership Style, Motivation, and Giving Incentives on the Performance of Employees--PT. Kurnia Wijaya Various Industries

Science.gov (United States)

Elqadri, Zaenal Mustafa; Priyono; Suci, Rahayu Puji; Chandra, Teddy

2015-01-01

This study aims to identify and examine the importance of leadership style, motivation, and incentives to improve employee performance. Variables examined as factors that affect performance of employees were style of leadership (X1), motivation (X2), and the provision of incentives (X3). The population of this study was all employees in the Sales…

Employee Motivation and Employee Performance in Child Care : The effects of the Introduction of Market Forces on Employees in the Dutch Child-Care Sector

NARCIS (Netherlands)

Plantinga, Mirjam

2006-01-01

This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on employee governance, motivation and performance. The Dutch child-care sector is transitioning from a welfare sector into a market sector. The transition process in child care is

The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

Science.gov (United States)

Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

2016-07-01

Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Examining the Relationship between Employee Satisfaction and Organizational Performance in Higher Education

Science.gov (United States)

Dusing, Roger P.

2017-01-01

Organizations, regardless of industry/sector, should consistently evaluate and improve organizational performance. Higher education institutions have come under increasing pressures to control costs while improving outcomes and would benefit from strategies that improve the performance of their employees leading to improved organizational…

Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate.

Science.gov (United States)

Salanova, Marisa; Agut, Sonia; Peiró, José María

2005-11-01

This study examined the mediating role of service climate in the prediction of employee performance and customer loyalty. Contact employees (N=342) from 114 service units (58 hotel front desks and 56 restaurants) provided information about organizational resources, engagement, and service climate. Furthermore, customers (N=1,140) from these units provided information on employee performance and customer loyalty. Structural equation modeling analyses were consistent with a full mediation model in which organizational resources and work engagement predict service climate, which in turn predicts employee performance and then customer loyalty. Further analyses revealed a potential reciprocal effect between service climate and customer loyalty. Implications of the study are discussed, together with limitations and suggestions for future research. ((c) 2005 APA, all rights reserved).

26 CFR 801.3 - Measuring employee performance.

Science.gov (United States)

2010-04-01

..., will be composed of elements that support the organizational measures of Customer Satisfaction, Employee Satisfaction, and Business Results; however, such organizational measures will not directly...), employee has the meaning as defined in 5 U.S.C. 2105(a). (ii) For purposes of the limitation contained in...

An "Education Professions Performance Development Act": A Prospectus for Providing "Highly Qualified" and More Motivated Teachers and Leaders for America's Schools

Science.gov (United States)

Guthrie, James W.

2005-01-01

Classroom teachers are among the few remaining employee groups whose evaluations and remuneration are generally unrelated to their performance. However, it is difficult to appraise a teacher's effectiveness by achievement of pupils because learning is not under an instructor's complete influence. New measurement techniques are emerging, however,…

HOW TO IMPROVE EMPLOYEE MOTIVATION AND GROUP PERFORMANCE THROUGH LEADERSHIP – CONCEPTUAL MODEL

Directory of Open Access Journals (Sweden)

Tebeian Adriana

2012-07-01

Full Text Available We live times of intense change, due to fast technological development, when information and knowledge are certain factors of power. Organizations today must not underestimate the importance of capable employees, owners of these great factors like information and knowledge. The key to success, as many organizations have shown, is, of course a mix of attributes, but one of much importance stands in the quality of employees and their performance. How to motivate and keep such employees is a real challenge in the actual business world. Employee fluctuation is a big risk, because it brings many losses: loss of expertise, of know-how, of time, it breaks relationships and teams. One solution to this problem is creating a good and attractive environment, so that employees are motivated enough to bring up the best in them and rise their performance to a high level. The main objective of this study is to present a new approach in motivating employees and raising their performance. In this approach, the leader is the main pawn, the generator and sustainer of a healthy environment. By reviewing the literature and the most recent works in this domain, two styles of leadership come into focus: transformational and servant leadership. Both are relatively new concepts, with common but also different attributes, and both having the same final goal: performance, but through a different approach. Based on a vast literature research, the conceptual model was built, considering the main attributes of the two leadership styles, their impact on motivational factors, their influence on job satisfaction and ultimately on team performance. The intermediary results of the research sustain the conceptual framework and main hypothesis of the study. One important contribution of this research is introducing elements of servant leadership together with transformational leadership in the empirical research and also creating an overall conceptual framework which can be applied

When and why creativity-related conflict with coworkers can hamper creative employees' individual job performance

NARCIS (Netherlands)

Janssen, Onne; Giebels, Ellen

2013-01-01

We examined when and why focal employees' creativity-related conflict with coworkers is related to their individual job performance. As hypothesized, a survey among 113 employees in 14 manufacturing work groups showed that creativity-related conflict with coworkers escalates into dysfunctional

Analysis of the Impact of Emotional Intelligence Employees on Organizational Performance

Directory of Open Access Journals (Sweden)

Tina Vukasović

2013-01-01

Full Text Available Modern company needs as the foundation of its successful operationclearly defined vision, employees values and high, but still reachablebusiness goals, which are based on high level involvement of employeesin the company and on the basis of their participation. Knowledge,skills and experience, that employees possess, are strong arguments ofsuccessful company, but it is not all the same, with what kind of emotionsarguments are expressed in their own practice. Research showsthat emotional intelligence respondents attach great influence in thesuccess of the company. Emotional intelligence should help both tobetter work performance, as well as to improve the physical well-beingand emotional stability.

Exams? Why worry? Interpreting anxiety as facilitative and stress appraisals.

Science.gov (United States)

Strack, Juliane; Esteves, Francisco

2015-01-01

The present study examined why people differ in how they appraise the same stressful situation (an approaching exam). We explored whether interpreting anxiety as a facilitative emotion can affect the type of stress appraisal people make. One hundred and three undergraduate students took part in this study, which lasted for 10 days (leading up to an exam). The students completed a daily self-reported evaluation of anxiety, emotional exhaustion, and stress experienced. The findings suggest a process by which a stressful time can be experienced as motivating rather than threatening or emotionally exhausting. For example, interpreting anxiety as facilitative moderated the relationship between anxiety and stress appraisals. When interpreting their anxiety as facilitative, individuals showed a higher tendency to make challenge stress appraisals and a lower tendency to appraising the stressor as a threat. These differences were especially visible with high levels of anxiety. Furthermore, interpreting anxiety as facilitative was negatively associated with emotional exhaustion, but positively associated with the academic performance. These findings suggest an explanation why people differ in how they appraise the same stressor: how people interpret their anxiety may to a large part affect how they appraise difficult events and situations.

Structural Model for the Effects of Environmental Elements on the Psychological Characteristics and Performance of the Employees of Manufacturing Systems.

Science.gov (United States)

Realyvásquez, Arturo; Maldonado-Macías, Aidé Aracely; García-Alcaraz, Jorge; Cortés-Robles, Guillermo; Blanco-Fernández, Julio

2016-01-05

This paper analyzes the effects of environmental elements on the psychological characteristics and performance of employees in manufacturing systems using structural equation modeling. Increasing the comprehension of these effects may help optimize manufacturing systems regarding their employees' psychological characteristics and performance from a macroergonomic perspective. As the method, a new macroergonomic compatibility questionnaire (MCQ) was developed and statistically validated, and 158 respondents at four manufacture companies were considered. Noise, lighting and temperature, humidity and air quality (THAQ) were used as independent variables and psychological characteristics and employees' performance as dependent variables. To propose and test the hypothetical causal model of significant relationships among the variables, a data analysis was deployed. Results found that the macroergonomic compatibility of environmental elements presents significant direct effects on employees' psychological characteristics and either direct or indirect effects on the employees' performance. THAQ had the highest direct and total effects on psychological characteristics. Regarding the direct and total effects on employees' performance, the psychological characteristics presented the highest effects, followed by THAQ conditions. These results may help measure and optimize manufacturing systems' performance by enhancing their macroergonomic compatibility and quality of life at work of the employees.

Carrots and sticks: impact of an incentive/disincentive employee flexible credit benefit plan on health status and medical costs.

Science.gov (United States)

Stein, A D; Karel, T; Zuidema, R

1999-01-01

Employee wellness programs aim to assist in controlling employer costs by improving the health status and fitness of employees, potentially increasing productivity, decreasing absenteeism, and reducing medical claims. Most such programs offer no disincentive for nonparticipation. We evaluated an incentive/disincentive program initiated by a large teaching hospital in western Michigan. The HealthPlus Health Quotient program is an incentive/disincentive approach to health promotion. The employer's contribution to the cafeteria plan benefit package is adjusted based on results of an annual appraisal of serum cholesterol, blood pressure, tobacco use, body fat, physical fitness, motor vehicle safety, nutrition, and alcohol consumption. The adjustment (health quotient [HQ]) can range from -$25 to +$25 per pay period. We examined whether appraised health improved between 1993 and 1996 and whether the HQ predicted medical claims. Mean HQ increased slightly (+$0.47 per pay period in 1993 to +$0.89 per pay period in 1996). Individuals with HQs of less than -$10 per pay period incurred approximately twice the medical claims of the other groups (test for linear trend, p = .003). After adjustment, medical claims of employees in the worst category (HQ benefits. Most employees are impacted minimally, but savings are accruing to the employer from reductions in medical claims paid and in days lost to illness and disability.

Impact of job satisfaction on employees' performance: a case study ...

African Journals Online (AJOL)

This study investigated the effect of job satisfaction on employees' performance with specific focus on teachers in secondary schools in Yewa South Local Government Area, Ogun State, Nigeria. The survey research design was adopted while questionnaire was used as instrument of data collection. A total of 120 copies of ...

Analisa Pengaruh Leadership Style terhadap Firm Performance melalui Learning Organization dan Employee Satisfaction pada Perusahaan Sektor Manufaktur di Surabaya

OpenAIRE

Yulia, Yemima

2015-01-01

This study aimed to examine the direct and significant affect of leadership style to learning organization, leadership style to employee's satisfaction, learning organization to firm's performance, employee's satisfaction to firm's performance, leadership style to firm's performance, and learning organization to employee's satisfaction on manufacturing companies in Surabaya. This study used quantitative approach and the data were obtained through the distribution of questionnaire to manufactu...

THE EFFECT OF COMPENSATION, LEADERSHIP AND ORGANIZATIONAL CULTURE THROUGH WORK MOTIVATION ON EMPLOYEE PERFORMANCE

Directory of Open Access Journals (Sweden)

Djoko Setyo Widodo

2017-12-01

Full Text Available This study aims to examine the effect of compensation, leadership and organizational culture through work motivation on employee performance. This study uses a quantitative method by distributing questionnaires to employees in the conventional banking environment in Bekasi. The research sample is determined by simple random sampling and the technique analysis is SEM analysis with AMOS ver. 21. This study shows positive and significant results partially from the effect of variable compensation, leadership, organizational culture and motivation on employee performance. On the other hand, the study also find that organizational culture has no effect on work motivation. Based on the results of this study conclude that all hypothesis are supported but one hypotheses that examine the influence of organizational culture has no effect on work motivation.

Employees development

OpenAIRE

Kilijánová, Radka

2010-01-01

Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

An Analysis of the Impact of Total Quality Management on Employee Performance with mediating role of Process Innovation

Science.gov (United States)

Nadia Dedy, Aimie; Zakuan, Norhayati; Zaleha Omain, Siti; Rahim, Kamaruzzaman Abdul; Ariff, Mohd Shoki Md; Sulaiman, Zuraidah; Zameri Mat Saman, Muhamad

2016-05-01

TQM practices are important to provide customer satisfaction by improved product performance and sustained towards the organizational goal. The objective of this study was to analyse the relationship between TQM practices, process innovation and employee performance. In this study, six critical success factors of TQM have been identified namely customer focus, leadership, training, teamwork, communication, and top management. Based on thorough literature review, employee performances have been measured by two constructs which are job satisfaction and workplace environment. The study used methodology of quantitative approach. The questionnaires for this study were randomly distributed to 102 employees in the selected car manufacturer companies. The respondents were choosing from management team, supervisor, technician and others worker. Results of the study support the proposed hypotheses that there are significant relationship between TQM practices, process innovation and employee performance.

How Do Employee Perceptions of HRM Relate to Performance? : A Meta-Analysis of Mediating Mechanisms

NARCIS (Netherlands)

Meijerink, Jeroen; Beijer, Susanne; Bos-Nehles, Anna C.

2017-01-01

A substantial body of research has examined how employee perceptions of HRM systems relate to employee performance. Although relying on a variety of measures to examine perceived HRM systems, existing studies are unclear to what extent these measures differ in their relationships with important

The Politics of Health as a School-Sponsored Ethic: Foucault, Neoliberalism, and the Unhealthy Employee

Science.gov (United States)

Vander Schee, Carolyn

2008-01-01

This article describes the emergence of health policies targeted at the unhealthy school employee by examining how these are manifest in a Nevada school district. The analysis draws on the work of Foucault, specifically his writings on governmentality. The purpose of this critical appraisal is to problematize school-sponsored health policies by…

5 CFR 430.402 - Definitions.

Science.gov (United States)

2010-01-01

... Performance Appraisal Certification for Pay Purposes § 430.402 Definitions. In this subpart— Appraisal system... senior employees against their performance expectations and may take into account their contribution to agency performance, where appropriate. Performance expectations means critical and other performance...

Employee customer orientation in context: how the environment moderates the influence of customer orientation on performance outcomes.

Science.gov (United States)

Grizzle, Jerry W; Zablah, Alex R; Brown, Tom J; Mowen, John C; Lee, James M

2009-09-01

This empirical study evaluated the moderating effects of unit customer orientation (CO) climate and climate strength on the relationship between service workers' level of CO and their performance of customer-oriented behaviors (COBs). In addition, the study examined whether aggregate COB performance influences unit profitability. Building on multisource, multilevel data, the study's results suggest that the influence of employee CO on employee COB performance is positive when the unit's CO climate is relatively high and that the constructs are unrelated when unit CO climate is relatively low. In addition, the data reveal that unit COB performance influences unit profitability by enhancing revenues without a concomitant increase in costs. The study's results underscore the theoretical importance of considering cross-level influencers of employee-level relationships and suggest that managers should focus on creating a climate that is supportive of COBs if their units are to profit from the recruitment, hiring, and retention of customer-oriented employees.

Uranium-mill appraisal program

International Nuclear Information System (INIS)

Everett, R.J.; Cain, C.L.

1982-08-01

The results of special team appraisals at NRC-licensed uranium mills in the period May to November 1981 are reported. Since the Three Mile Island accident, NRC management has instituted a program of special team appraisals of radiation protection programs at certain NRC-licensed facilities. These appraisals were designed to identify weaknesses and strengths in NRC-licensed programs, including those areas not covered by explicit regulatory requirements. The regulatory requirements related to occupational radiation protection and environmental monitoring at uranium mills have been extensively upgraded in the past few years. In addition, there was some NRC staff concern with respect to the effectiveness of NRC licensing and inspection programs. In response to this concern and to changes in mill requirements, the NRC staff recommended that team appraisals be conducted at mills to determine the adequacy of mill programs, the effectiveness of the new requirements, and mill management implementation of programs and requirements. This report describes the appraisal scope and methodology as well as summary findings and conclusions. Significant weaknesses identified during the mill appraisals are discussed as well as recommendations for improvements in uranium mill programs and mill licensing and inspection

76 FR 72306 - Federal Housing Administration (FHA) Appraiser Roster: Appraiser Qualifications for Placement on...

Science.gov (United States)

2011-11-23

... disciplinary action in any state in which the appraiser is certified; * * * * * (c) * * * (1) Appraisers subject to state disciplinary action. An appraiser whose state certification in any state has been revoked, suspended, or surrendered as a result of a state disciplinary action is automatically suspended from the...

Evaluation of a comprehensive employee wellness program at an organization with a consumer-directed health plan.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B; Kasiarz, David; Edington, Dee W

2014-04-01

Consumer-directed health plans (CDHPs) are popular among employers in the United States. This study examined an employee wellness program and its association with employee health in an organization that recently initiated a CDHP. This retrospective observational analysis compared the health risks, employer-paid health care costs, and short-term disability absences of employees of a large financial services corporation from 2009 to 2010. The two-time health risk appraisal participants had a significant improvement in the percentage of employees in the overall low-risk category. The average annual employer-paid medical and pharmacy costs did not significantly change. For employees who improved their health risk category, there was a commensurate change in costs and absences. In a difficult economic climate, this organization began a health promotion program for employees as well as a new CDHP benefit structure. No short-term reduction in health care usage or overall health status was observed.

An appraisal profile of nostalgia.

Science.gov (United States)

van Tilburg, Wijnand A P; Bruder, Martin; Wildschut, Tim; Sedikides, Constantine; Göritz, Anja S

2018-03-05

The authors aimed to (a) identify the cognitive appraisals underlying nostalgia and (b) compare nostalgia with other emotions in terms of its appraisal profile. In Study 1, participants (N = 1,125) generated narratives. Next, they reported the level of nostalgia and 31 other emotions that these narratives elicited. Subsequently, participants evaluated the narrative events on several cognitive appraisals. Events that elicited nostalgia were pleasant, involved an irretrievable loss, felt psychologically distant, and were unique-an appraisal profile that differed from all other emotions. In Study 2 (N = 1,261), the authors experimentally varied these appraisals in a vignette paradigm and measured anticipated nostalgia and 10 other emotions. Participants anticipated most nostalgia when events were pleasant, involved irretrievable loss, were distant, and were unique-a profile shared only with longing. In Study 3 (N = 994), the authors used a guided autobiographical recall procedure in which they manipulated appraisals and measured the resultant emotions. Corroborating Studies 1-2, nostalgia was most intense for events that were pleasant, irretrievably lost, temporally distant, and unique. This appraisal profile was not shared by other emotions. The findings delineate the distinguishing cognitive appraisal profile of nostalgia. Nostalgia occupies a special place in the pantheon of emotions. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Management across distances – how to ensure performance and employee well-being

DEFF Research Database (Denmark)

Ipsen, Christine; Poulsen, Signe; Nielsen, Linda

2015-01-01

and employee well-being, also termed sustainable management, is not taken into consideration in most intervention studies. In the present study, the concept of sustainable management is applied at the organizational level, aiming at management, with the intention to improve organizational sustainability......Today many businesses are geographically distributed with co-located employees and teams across dispersed work situations. Furthermore, today’s technologies and business requirements both allow and demand distance management like never before. Distance work and management are characteristic...... at ensuring performance and less on the well-being....

Evidence appraisal: a scoping review, conceptual framework, and research agenda.

Science.gov (United States)

Goldstein, Andrew; Venker, Eric; Weng, Chunhua

2017-11-01

Critical appraisal of clinical evidence promises to help prevent, detect, and address flaws related to study importance, ethics, validity, applicability, and reporting. These research issues are of growing concern. The purpose of this scoping review is to survey the current literature on evidence appraisal to develop a conceptual framework and an informatics research agenda. We conducted an iterative literature search of Medline for discussion or research on the critical appraisal of clinical evidence. After title and abstract review, 121 articles were included in the analysis. We performed qualitative thematic analysis to describe the evidence appraisal architecture and its issues and opportunities. From this analysis, we derived a conceptual framework and an informatics research agenda. We identified 68 themes in 10 categories. This analysis revealed that the practice of evidence appraisal is quite common but is rarely subjected to documentation, organization, validation, integration, or uptake. This is related to underdeveloped tools, scant incentives, and insufficient acquisition of appraisal data and transformation of the data into usable knowledge. The gaps in acquiring appraisal data, transforming the data into actionable information and knowledge, and ensuring its dissemination and adoption can be addressed with proven informatics approaches. Evidence appraisal faces several challenges, but implementing an informatics research agenda would likely help realize the potential of evidence appraisal for improving the rigor and value of clinical evidence. © The Author 2017. Published by Oxford University Press on behalf of the American Medical Informatics Association. All rights reserved. For Permissions, please email: journals.permissions@oup.com

7 CFR 4279.144 - Appraisals.

Science.gov (United States)

2010-01-01

... value of the collateral. All real property appraisals associated with Agency guaranteed loanmaking and... appraise the property in question. All appraisals will include consideration of the potential effects from... value of the collateral. For additional guidance and information concerning the completion of real...

A decision support system for the promotion of Employee in Plaza Asia Method Using Weighted Product

Directory of Open Access Journals (Sweden)

Egi Badar Sambani

2016-06-01

Full Text Available Decision-making in a company is important because decisions taken by managers is the result of a final thought to be carried out by employees. Asia is the largest mall Plaza sepriangan east, where the assessment process includes the promotion employee attendance, productivity (work, integrity (nature, skill (ability and loyalty (faithfulness. Method Using Weighted Product (WP can help in decision-making to determine the promotion of employees in the company, as well as the appraisal process more efficient so the store manager can determine employee promotions quickly. By using decision support system that has a database, employee data can be stored in the database. So that in case of errors in inputting can be corrected without having to re-enter the data. With the Decision Support System will address the issues raised in the Plaza Asia, so the promotion process will be faster.

INFLUENCE OF TRAINING SPIRITUAL LEADERSHIP AND CLIMATE OF WORKING ON THE EMPLOYEES PERFORMANCE IN OFFICE EDUCATION PROVINCE OF LAMPUNG

Directory of Open Access Journals (Sweden)

Siti Patimah

2016-03-01

Full Text Available The leadership and the atmosphere in the working environment within the organization as a manager and leader of an organization have a very big role in creating a conducive and innovative working environment. Therefore, this study investigates leadership and working climate influencing on employee performance of Lampung Provincial Education Office. It uses a quantitative approach and descriptive survey method. Based on data analysis, the results are as follows: first, in general the results of data analysis showed that the leadership, the climate of employee and employee performance Education Office of Lampung Province is categorised as middle/enough, it means that the leadership, work climate and employee performance still need to be improved. Based on the results it can be argued that in order to improve the performance of employees can be done through visionary leadership, hard work, perseverance, steel service and discipline as well as to create a conducive working environment.

Penerapan Sistem Penilaian Kinerja ; Dampaknya terhadap Kepuasan dan Stres Kerja Karyawan

OpenAIRE

Sintaasih, Desak Ketut; Supartha, Wayah Gede; Dwipayana, Arif Devi

2015-01-01

The objective of this research is to analyze the effect of the performance evaluation system on job satisfaction and work stress. Samples amounted to 86 employees of the 635 population employees PT. Aerofood Indonesia branch Aerofood ACS Denpasar. Data analyzed using €œStructural Equation Modelling (SEM) based on covariance partial least square (PLS)€. The results showed the performance appraisal system significant and positive effect on job satisfaction. Performance appraisal system signifi...

Analysis of Employee Engagement to Improve the Performance of Retail Risk Group PT Bank Mandiri

Science.gov (United States)

Wiseto, Artody; Hubeis, Aida Vitayala; Sukandar, Dadang

2016-01-01

Nowadays, every company requires their employees have a bound sense to their company. It's called engagement. Also have that expectation, PT Bank Mandiri (Persero) Tbk, Bank with the largest assets in Indonesia. PT Bank Mandiri (Persero) Tbk expect which employee engagement can improve the performance such as financial, service, and production…

High-performance HR practices, positive affect and employee outcomes

OpenAIRE

Mostafa, Ahmed

2017-01-01

Purpose – The purpose of this paper is to provide insight into the affective or emotional mechanisms that underlie the relationship between high-performance HR practices (HPHRP) and employee attitudes and behaviours. Drawing on affective events theory (AET), this paper examines a mediation model in which HPHRP influence positive affect which in turn affects job satisfaction and organizational citizenship behaviours (OCBs). Design/methodology/approach – Two-wave data was collected from a sampl...

Impact of a health promotion program on employee health risks and work productivity.

Science.gov (United States)

Mills, Peter R; Kessler, Ronald C; Cooper, John; Sullivan, Sean

2007-01-01

Evaluate the impact of a multicomponent workplace health promotion program on employee health risks and work productivity. Quasi-experimental 12-month before-after intervention-control study. A multinational corporation headquartered in the United Kingdom. Of 618 employees offered the program, 266 (43%) completed questionnaires before and after the program. A total of 1242 of 2500 (49.7%) of a control population also completed questionnaires 12 months apart. A multicomponent health promotion program incorporating a health risk appraisal questionnaire, access to a tailored health improvement web portal, wellness literature, and seminars and workshops focused upon identified wellness issues. Outcomes were (1) cumulative count of health risk factors and the World Health Organization health and work performance questionnaire measures of (2) workplace absenteeism and (3) work performance. After adjusting for baseline differences, improvements in all three outcomes were significantly greater in the intervention group compared with the control group. Mean excess reductions of 0.45 health risk factors and 0.36 monthly absenteeism days and a mean increase of 0.79 on the work performance scale were observed in the intervention group compared with the control group. The intervention yielded a positive return on investment, even using conservative assumptions about effect size estimation. The results suggest that a well-implemented multicomponent workplace health promotion program can produce sizeable changes in health risks and productivity.

The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours

NARCIS (Netherlands)

Shantz, A.; Alfes, K.; Truss, C.; Soane, E.

2013-01-01

The present study examined a potential mediator of the job design-performance relationship, namely, employee engagement. Data were obtained via a survey of 283 employees in a consultancy and construction firm based in the UK and from supervisors’ independent performance evaluations. The results

Clackamas County Public Health: Employee Engagement in Quality Improvement and Performance Management Activities.

Science.gov (United States)

Mason, Philip

This case report provides an example of a local health department's use of performance management tools across its agency. An emphasis is on engaging staff across all levels of the organization so that employees can understand how their work affects overall performance management.

From manager's emotional intelligence to objective store performance: Through store cohesiveness and sales-directed employee behavior

NARCIS (Netherlands)

Wilderom, Celeste P.M.; Hur, YounHee; Wiersma, Uco J.; van den Berg, Peter T.; Lee, Jaehoon

2015-01-01

The relationships among manager's emotional intelligence, store cohesiveness, sales-directed employee behavior, and objective store performance were investigated. Non-managerial sales employees of a large retail electronics chain in South Korea (N = 1611) rated the emotional intelligence of their

Satisfaction of staff of Swiss insurance companies with medical appraisals: a cross sectional study

Directory of Open Access Journals (Sweden)

Gyr Niklaus

2011-03-01

Full Text Available Abstract Background A high quality of timely delivered medical appraisals is crucial for social and other insurances to judge possible occupational reintegration measures for patients with medical conditions who are in danger to lose their job. However, little is known about the satisfaction of staff of insurance companies with medical appraisals that they have commissioned. Our questionnaire survey prospectively included all medical appraisals arriving at Swiss insurances from FEB to APR 2008. We assessed the satisfaction of the commissioner with medical appraisals performed by medical assessors. In addition, we evaluated the contribution of several factors to overall satisfaction. The unit of sample was the medical appraisal. Findings We analysed 3165 medical appraisals, 2444 (77% of them from the public disability insurance, 678 (22% from private accident, liability and loss of income insurances and 43 (1% from other insurances. Overall satisfaction of staff of insurance companies in Switzerland was high, but satisfaction of the disability insurance with appraisals was generally lower compared to satisfaction of private insurances. The staff of the disability insurance judged time for preparation as too long in 30%. For staff of private insurance companies 20% of appraisals were not "worth its price". Well-grounded and comprehensible conclusions were the single most important factor for high overall satisfaction (OR 10.1; 95%-CI: 1.1-89.3. Conclusions From the viewpoint of staff of insurance companies, a relevant part of medical appraisals arrives too late. Medical assessors have to take the specific needs of insurances into account, to perform more appraisals with sound conclusions in due time.

20 CFR 439.640 - Employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

Employee engagement, organisational performance and individual wellbeing : Exploring the evidence, developing the theory

NARCIS (Netherlands)

Truss, C.; Shantz, A.; Soane, E.; Emma, C.; Alfes, K.; Delbridge, R.

2013-01-01

The development of mainstream human resource management (HRM) theory has long been concerned with how people management can enhance performance outcomes. It is only very recently that interest has been shown in the parallel stream of research on the link between employee engagement and performance,

Employee Satisfaction and Performance : A Case Study of Sales Department in a Malaysian Spice Marketing Organization

OpenAIRE

Ilaventhan, Vijaya

2014-01-01

Job Satisfaction plays a vital role in ensuring overall employee satisfaction and work performance. There are many factors contributing towards these and it can be divided into tangible and intangible factors. Organizations should strategically deploy these factors in order to enhance organizational and employee performance. This project examines the current level of job satisfaction among sales staffs in a Malaysian Spice Marketing Company. The job satisfaction factors include rewards (pay),...

Effects of Inclusive Leadership on Employee Voice Behavior and Team Performance: The Mediating Role of Caring Ethical Climate

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Lei Qi

2017-09-01

Full Text Available As an emerging research field of leadership, inclusive leadership reflects the new style of leadership demanded by researchers and practitioners. Is it a leadership style that can better integrate employees and organizations and adapt to new complex management situation? Based on theories of social exchange, organizational support, and self-determination, this study investigated the impact of inclusive leadership on employee voice behavior and team performance through caring ethical climate. We evaluated the model with a time-lagged data of 329 team members from 105 teams in six cities in China. Results indicated as following: inclusive leadership was positively correlated with employee voice behavior at the individual level and team performance at the team level; caring ethical climate mediated the relationship between inclusive leadership and employee voice behavior at the individual level, as well as mediated the relationship between inclusive leadership and team performance at the team level. This study revealed the mechanism of the positive cross-level effects of inclusive leadership on the caring ethical climate, employee voice behavior, and team performance. These findings also provided important contributions for human resource management and practice.

Ecological Momentary Assessment of social functioning in schizophrenia: impact of performance appraisals and affect on social interactions.

Science.gov (United States)

Granholm, Eric; Ben-Zeev, Dror; Fulford, Daniel; Swendsen, Joel

2013-04-01

Research concerning the complex interplay between factors that contribute to poor social functioning in schizophrenia has been hampered by limitations of traditional measures, most notably the ecological validity and accuracy of retrospective self-report and interview measures. Computerized Ecological Momentary Assessment (EMAc) permits the real-time assessment of relationships between daily life experiences, thoughts, feelings, and behaviors. In the current study, EMAc was used to record daily social interactions, subjective performance appraisals of these interactions (e.g., "I succeeded/failed"; "I was liked/rejected"), and affect in 145 individuals with schizophrenia or schizoaffective disorder. Participants completed electronic questionnaires on a personal digital assistant (PDA) four times per day for one week. Time-lagged multilevel modeling of the data revealed that more positive interaction appraisals at any point in a day were associated with greater positive affect which, in turn, was a strong predictor of more social interactions over subsequent hours. Social functioning, therefore, was linked to positive performance beliefs about social interactions that were associated with greater positive affect. The findings suggest a useful treatment target for cognitive behavioral therapy and other psychosocial interventions that can be used to challenge defeatist beliefs and increase positive affect to enhance social functioning in schizophrenia. Published by Elsevier B.V.

Students as Employees: Applying Performance Management Principles in the Management Classroom

Science.gov (United States)

Gillespie, Treena L.; Parry, Richard O.

2009-01-01

The student-as-employee metaphor emphasizes student accountability and participation in learning and provides instructors with work-oriented methods for creating a productive class environment. The authors propose that the tenets of performance management in work organizations can be applied to the classroom. In particular, they focus on three…

The Effect of Work Stress to Employee Performance at Bank Rakyat Indonesia in Manado Branch

OpenAIRE

Paputungan, Fitryah

2013-01-01

Stress is a common element in any kind of job and people face it in almost every walk of life. In the banking sector particularly, higher management do not realize the impact of stress on employee performance which ultimately results in critical managerial dilemmas. Work overload & time pressure to complete too much work in short span of time is big source of stress which decrease the performance of employees. The purpose of this research are to analyze the influence of work stress on employe...

Overall Well-Being and Supervisor Ratings of Employee Performance, Accountability, Customer Service, Innovation, Prosocial Behavior, and Self-Development.

Science.gov (United States)

Wu, Hao; Sears, Lindsay E; Coberley, Carter R; Pope, James E

2016-01-01

The aim of this study was to study the effects of overall well-being and well-being change on six supervisor-rated indicators of employee performance valued by organizations: overall performance, accountability, customer service, innovation, prosocial behavior, and self-development. The current study used two waves of well-being survey data collected over 2 years and supervisor performance ratings for 5691 employees. Ordinary least squares regression was conducted. Both well-being at baseline and two-year change in well-being were related to all six supervisor-rated performance dimensions, controlling for other employee characteristics. Overall well-being likely functioned as a resource enabling people to successfully perform across the specific areas highly valued by their company. Given this connection, well-being interventions could be used as a means to accomplish improved performance in dimensions that contribute to organizational performance.

Employee organizational commitment and hospital performance.

Science.gov (United States)

Baird, Kevin M; Tung, Amy; Yu, Yanjie

2017-09-15

There is widespread evidence of the purported benefits of employee organizational commitment (EOC) and its impact on both individual and organizational performance. This study contributes to this literature by providing a unique insight into this relationship, focusing on the interrelationship between EOC with hospital performance and the role of the provision of adequate facilities in eliciting EOC. The aim of this study was to introduce and empirically examine a new theoretical model in which it is argued that the performance of hospitals with regard to the provision of adequate facilities (medical facilities, support facilities, and staff resources) influences the level of EOC, which in turn influences hospital performance with regard to patient care and operational effectiveness. To examine the interrelationships between the provision of adequate facilities, EOC, and hospital performance, the study utilizes a survey of hospital managers. The findings support the theoretical model, with the provision of support facilities and staff resources positively indirectly associated with both patient care and operational effectiveness through their impact on EOC. The findings highlight the importance of providing adequate facilities and EOC within hospitals and suggest that CEOs and general managers should try to enhance the provision of such resources in an attempt to elicit EOC within their hospitals. The findings suggest that managers should try to enhance their provision of adequate facilities in order to elicit EOC and enhance hospital performance. With regard to medical facilities, they should consider and incorporate the latest technology and up-to-date equipment. They should also provide adequate staff resources, including appropriate numbers of beds, nurses, and doctors, to prevent "fatigue" (West, 2001, p. 41) and provide adequate support facilities.

7 CFR 3021.640 - Employee.

Science.gov (United States)

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

14 CFR 1267.640 - Employee.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Stimulation of Efficient Employee Performance through Human Resource Management Practices: A Study on the Health Care Sector of Bangladesh

Directory of Open Access Journals (Sweden)

Fatema Nusrat

2018-01-01

Full Text Available As the world is becoming more competitive and unstable than ever before; health care sector, especially in a developing country like Bangladesh, is seeking to gain competitive advantage through the performance of its employees and is turning to be more innovative in this perspective through human resource management (HRM practices. Experts view HRM practices as a set of internally consistent policies and practices designed and implemented to ensure that the human capital of the organization contributes to the achievement of its objectives. This paper examined the effects of human resource management (HRM practices on stimulating or enhancing efficient employee performance in the health care sector of Bangladesh. Ten dimensions and 43 item statements of human resource management (HRM practices and efficient employee performance have been adopted to undertake this study. Data have been gathered following a quantitative survey by a structured questionnaire conducted among a diverse group of employees (N = 240 working in 20 different health care service providing organizations of Bangladesh following simple random sampling method. Several statistical techniques consisting of descriptive analysis, Pearson correlations, ANOVA, Coefficient and regression analysis have been applied using SPSS software to analyze the collected data for taking decisions regarding the hypotheses. The results of the statistical analysis reveal that human resource management (HRM practices positively stimulates efficient employee performance. This study therefore recommends among others: enhancement of motivation among employees, improvement in the reward system, establishment of strong organizational culture, training and re-training of employees,  and employees participation in decision making.

Linking employee confidence to performance: a study of self-managing service teams

NARCIS (Netherlands)

Jong, de A.; Ruyter, de J.C.; Wetzels, M.G.M.

2006-01-01

The increasing implementation of self-managing teams (SMTs) in service delivery suggests the importance of developing confidence beliefs about a team's collective competence. This research examined causality in the linkage between employee confidence beliefs and performance for boundary-spanning

The effects of job satisfaction, employee commitment, workplace friendship and team culture on service recovery performance

OpenAIRE

Abednego Feehi Okoe; Henry Boateng; Tiniwah Deborah Mensah

2016-01-01

The existing literature has called for more studies to be conducted on how human resource activities affect service recovery performance. This study therefore ascertains the effects of Job Satisfaction, employee Commitment, Workplace Friendship and Team Culture on Service Recovery Performance. The survey research design was used in this study. The participants were frontline employees from the various service sectors in Ghana. The convenience sampling was used as the sampling technique. A tot...

43 CFR 43.640 - Employee.

Science.gov (United States)

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

15 CFR 29.640 - Employee.

Science.gov (United States)

2010-01-01

... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

The Effect of Organizational Culture, Leader Behavior, Self-Efficacy, and Job Satisfaction on Job Performance of The Employees

Directory of Open Access Journals (Sweden)

A Hussein Fattah

2017-10-01

Full Text Available The objective of this research is to determine the effect of organizational culture, leader behaviour, self-efficacy, and job satisfaction on the job performance of the employees of the Department of Education, Youth and Sport in Palembang city. The sample size was 120 employee and selected by random sampling techniques. The data were analyzed by path-analysis. The findings of the research show that leader behaviour, self-efficacy, and job satisfaction have the direct effect on job performance. Meanwhile, organizational culture has no direct effect on the job performance of the employees of the Department Education, Youth, and Sport in Palembang City.

32 CFR 644.44 - Fee appraisals.

Science.gov (United States)

2010-07-01

... HANDBOOK Appraisal § 644.44 Fee appraisals. (a) Definitions and procedures. (1) The complete and.... The keynote of this approach lies in the sound development of a proper rate. The appraiser must have a...

An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

Science.gov (United States)

Reio, Thomas G., Jr.; Kidd, Cathy A.

2006-01-01

Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

The impact of hotel employee satisfaction on hospitability performance

OpenAIRE

Laškarin Ažić, Marina

2017-01-01

Purpose − The hospitality industry is characterized by the complexity of managing guest experiences, which forces human resources managers to find new ways of managing relationships with employees and guests. Good relations in an organization (often displayed by organizational culture) are the main incentive for stimulating positive behavior among employees. The purpose of this paper is to examine factors related to employee satisfaction and hospitality in order to understand positive behavio...

Performance evaluation, the justice perception and the employees reaction

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Marcos David Fernández Palma

2009-12-01

Full Text Available In this paper we consider the perceptions of justice and the employees’ reactions in relation to the process of performanceevaluation from a theoretical perspective.From the bibliographical review , we can conclude that the employees see justice in the performance evaluation whenthey observe certain conditions identified in the theory and they make possible a real validation of this procedure withthe following adoption of positive behaviours stated in the objectives of the organization.Nevertheless, it is possible to improve the different aspects of the performance process in every company and alsoimprove the justice perception as well as the level of reactions, because each of them is related to a type of justice.

From manager’s emotional intelligence to objective store performance : Through store cohesiveness and sales-directed employee behavior

NARCIS (Netherlands)

Wilderom, C.P.M.; Hur, Y.; Wiersma, U.J.; van den Berg, Petrus; Lee, J.

2015-01-01

The relationships among manager's emotional intelligence, store cohesiveness, sales-directed employee behavior, and objective store performance were investigated. Non-managerial sales employees of a large retail electronics chain in South Korea (N = 1611) rated the emotional intelligence of their

Analisa Pengaruh Leadership Style terhadap Firm Performance melalui Learning Organization dan Employee Satisfaction (Studi Kasus pada Perusahaan Sektor Non-manufaktur di Surabaya)

OpenAIRE

Kristanti, Florentina

2014-01-01

Penelitian ini bertujuan untuk mengetahui pengaruh langsung yang signifikan dari leadership style terhadap learning organization, leadership style terhadap employee satisfaction, learning organization terhadap firm performance, employee satisfaction terhadap firm performance, learning organization terhadap employee satisfaction, dan leadership style terhadap firm performance pada Perusahaan non-manufaktur di Surabaya. Penelitian ini berbentuk penelitian kuantitatif, dimana data diperoleh mela...

What Differentiates Employees' Job Performance Under Stressful Situations: The Role of General Self-Efficacy.

Science.gov (United States)

Lu, Chang-Qin; Du, Dan-Yang; Xu, Xiao-Min

2016-10-02

The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.

Acute stress and working memory: The role of sex and cognitive stress appraisal.

Science.gov (United States)

Zandara, M; Garcia-Lluch, M; Pulopulos, M M; Hidalgo, V; Villada, C; Salvador, A

2016-10-01

Sex is considered a moderating factor in the relationship between stress and cognitive performance. However, sex differences and the impact of cognitive stress appraisal on working memory performance have not received much attention. The aim of this study was to investigate the role of physiological responses (heart rate and salivary cortisol) and cognitive stress appraisal in Working Memory (WM) performance in males and females. For this purpose, we subjected a comparable number of healthy young adult males (N=37) and females (N=45) to a modified version of the Trier Social Stress Test (TSST), and we evaluated WM performance before and after the stress task. Females performed better on attention and maintenance after the TSST, but males did not. Moreover, we found that attention and maintenance performance presented a negative relationship with cortisol reactivity in females, but not in males. Nevertheless, we observed that only the females who showed a cortisol decrease after the TSST performed better after the stress task, whereas females and males who showed an increase or no change in cortisol levels, and males who showed a cortisol decrease, did not change their performance over time. In females, we also found that the global indexes of cognitive stress appraisal and cognitive threat appraisal were negatively related to attention and maintenance performance, whereas the Self-concept of Own Competence was positively related to it. However, these relationships were not found in males. Copyright © 2016 Elsevier Inc. All rights reserved.

The Importance of Leadership Behavior and Motivation İn Creating Employee Performance: (A Study at the Faculty of Economics and Business, University of Brawijaya

Directory of Open Access Journals (Sweden)

Abdo-Alaziz H. E Mihrez

2015-09-01

Full Text Available This research was conducted at the faculty of economics and business, Brawijaya University which aimed to determine whether there is a direct effect of leadership behavior on intrinsic motivation, extrinsic motivation, and employee performance. In addition, it was done to determine the effect of indirect leadership behavior on employee performance through intrinsic and extrinsic motivation. In this study, the data were collected using a questionnaire with Likert scale, and then distributed to 65 employees UB. To answer the purpose of this study, the method of analysis used was used Partial Least Square (PLS. The results of the analysis in this study inform that leadership behavior has a positive and significant effect on intrinsic motivation, extrinsic motivation, and employee performance. Later in this study it was found that intrinsic motivation variable does not have significant and negative effect on the performance of employees and it is unable to mediate the effect of leadership behavior on employee performance. Meanwhile, extrinsic motivation variable gives positive and significant effect on the performance of employees and it is said that extrinsic motivation is also able to mediate the influence of leadership behaviors on employee performance.

Workplace Innovation and Consequences for Employees and Organisational Performance in the Netherlands

NARCIS (Netherlands)

Preenen, P.T.Y.; Oeij, P.R.A.; Kraan, K.O.; Dhondt, S.

2014-01-01

Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences of workplace innovation for employee and organisational performance in The Netherlands. The NEWS is a unique, two-yearly held survey among 5.000 establishments of public and private organisations on

Do New Production Concepts and a new Management of Employment Relations, yield higher Employee Performance and lower Job Strain?

Directory of Open Access Journals (Sweden)

Karolus Kraan

2007-05-01

Full Text Available In this article old versus new production concepts (NPCs and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In the past decades, in reaction to dysfunctions of Tayloristic and professional bureaucratic production concepts and employment relations, several new forms of employment relations and NPCs, appeared. Examples are the Socio-technical NPC and customized employment relations. In this study both this NPC and customized employment relations - i.c. customized performance targets - demonstrate positive associations with employee performance. According to Socio-technical theory the design of employment relations is relatively unimportant, as human resources are mobilised primarily by the production concept. Our results for this NPC show the legitimacy of this assumption, because its high employee performance is irrespective of the employment relation instruments. On the contrary, in the other NPCs and in professional bureaucracies, the (employment relation instruments of respectively an increased period needed for learning the job, and customized performance targets can compensate for the lower employee performance in these production concepts. The results do not show increased job strain, due to new production concepts, or new employment relations. production concepts, employment relations, labour productivity, socio-technical theory

13 CFR 147.640 - Employee.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

28 CFR 83.640 - Employee.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 210.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

49 CFR 32.640 - Employee.

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

10 CFR 607.640 - Employee.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 312.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1509.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 133.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 1008.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

Caregiving for ill dependents and its association with employee health risks and productivity.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Conti, Daniel J; Pransky, Glenn; Edington, Dee W

2004-10-01

This study examined the loss of productivity and health risk status associated with employees who provide care for an ill dependent. A total of 16,651 employees (23% response rate) of a major financial services company completed a confidential Health Risk Appraisal (HRA) that included an eight-item version of the Work Limitations Questionnaire and a self-report of time missed from work during the previous 2 weeks to care for an ill dependent. A total of 10.6% of the respondents reported an average of 7.7 hours absent from work during the previous 2-week period to provide care for an ill dependent. Caregiving also was associated with a significant increase in the number of health risks for the employee. As the demand for caregiving time increased, caregivers reported a significant increase in work limitations. Caregiving for an ill dependent is associated with increased absenteeism and significant work limitations while on the job. Programs and work organization that helps employees balance their caregiving responsibilities for ill dependents may have a positive effect on health and productivity.

12 CFR 564.4 - Minimum appraisal standards.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Minimum appraisal standards. 564.4 Section 564.4 Banks and Banking OFFICE OF THRIFT SUPERVISION, DEPARTMENT OF THE TREASURY APPRAISALS § 564.4 Minimum appraisal standards. For federally related transactions, all appraisals shall, at a minimum: (a...

Comparison of simple additive weighting (SAW) and composite performance index (CPI) methods in employee remuneration determination

Science.gov (United States)

Karlitasari, L.; Suhartini, D.; Benny

2017-01-01

The process of determining the employee remuneration for PT Sepatu Mas Idaman currently are still using Microsoft Excel-based spreadsheet where in the spreadsheet there is the value of criterias that must be calculated for every employee. This can give the effect of doubt during the assesment process, therefore resulting in the process to take much longer time. The process of employee remuneration determination is conducted by the assesment team based on some criterias that have been predetermined. The criteria used in the assessment process are namely the ability to work, human relations, job responsibility, discipline, creativity, work, achievement of targets, and absence. To ease the determination of employee remuneration to be more efficient and effective, the Simple Additive Weighting (SAW) method is used. SAW method can help in decision making for a certain case, and the calculation that generates the greatest value will be chosen as the best alternative. Other than SAW, also by using another method was the CPI method which is one of the calculating method in decision making based on performance index. Where SAW method was more faster by 89-93% compared to CPI method. Therefore it is expected that this application can be an evaluation material for the need of training and development for employee performances to be more optimal.

The Organizational Justice of the Administrative Leaders and its Impact on Employees' Career Performance

Directory of Open Access Journals (Sweden)

Zaid Yaseen Saud Al-Dulaimi

2017-03-01

• What is level of work or Career Performance of employees from the point of view of their leaders? The study's society is formed from administrative leaders, heads of departments and discussed faculties. Researchers will use a questionnaire for data collection and it will include, the responder's demographic information, the measuring tool for the Organizational Justice practiced by the administrative leaders, the measurement of Career Performance of their employees. Study Tools has been verified by bringing it to the attention of the arbitrators of jurisdiction, and verification of the appropriateness of using the test method and the test. For answering the questions of the study researchers will use arithmetic averages, standard deviations and Pearson Linklabs.

45 CFR 1173.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

21 CFR 1405.640 - Employee.

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

29 CFR 94.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

34 CFR 84.640 - Employee.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

45 CFR 1155.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

Technical safety appraisal of the Idaho Chemical Processing Plant

International Nuclear Information System (INIS)

1992-05-01

On June 27, 1989, Secretary of Energy, Admiral James D. Watkins, US Navy (Retired), announced a 10-point initiative to strengthen environment, safety, and health (ES ampersand H) programs and waste management operations in the Department of Energy (DOE). One of the initiatives involved conducting independent Tiger Team Assessments (TTA) at DOE operating facilities. A TTA of the Idaho National Engineering Laboratory (INEL) was performed during June and July 1991. Technical Safety Appraisals (TSA) were conducted in conjunction with the TTA as its Safety and Health portion. However, because of operational constraints the the Idaho Chemical Processing Plant (ICPP), operated for the DOE by Westinghouse Idaho Nuclear Company, Inc. (WINCO), was not included in the Safety and Health Subteam assessment at that time. This TSA, conducted April 12 - May 8, 1992, was performed by the DOE Office of Performance Assessment to complete the normal scope of the Safety and Health portion of the Tiger Team Assessment of the Idaho National Engineering Laboratory. The purpose of TSAs is to evaluate and strengthen DOE operations by verifying contractor compliance with DOE Orders, to assure that lessons learned from commercial operations are incorporated into facility operations, and to stimulate and encourage pursuit of excellence; thus, the appraisal addresses more issues than would be addressed in a strictly compliance-oriented appraisal. A total of 139 Performance Objectives have been addressed by this appraisal in 19 subject areas. These 19 areas are: organization and administration, quality verification, operations, maintenance, training and certification, auxiliary systems, emergency preparedness, technical support, packaging and transportation, nuclear criticality safety, safety/security interface, experimental activities, site/facility safety review, radiological protection, worker safety and health compliance, personnel protection, fire protection, medical services and natural

The Moderating Effect of Employee Political Skill on the Link between Perceptions of a Victimizing Work Environment and Job Performance.

Science.gov (United States)

Bentley, Jeffrey R; Treadway, Darren C; Williams, Lisa V; Gazdag, Brooke Ann; Yang, Jun

2017-01-01

Research has generally revealed only a weak link, if any at all, between victimization-related experiences and job performance. Drawing on the commonly used conservation of resources perspective, we argue that such inconsistent evidence in the organizational literature stems from an over-focus on personal resources at the expense of considering the role of social resources. Victimization is an interpersonal phenomenon with social ramifications. Its effects may be better captured when measured from the standpoint of the social environment, and analyzed relative to an employee's capacity to effectively regulate those social resources. With the latter capacity being encapsulated by the construct of political skill, we conducted two studies to explore the moderating influence of employee political skill on the relationship between employee perceptions of a victimizing work environment and employee task performance. In Study 1, employees with low political skill exhibited reduced task performance when perceiving a victimizing environment, and this link was found to be mediated by tension in Study 2. Those with high political skill exhibit no change in performance across victimization perceptions in Study 2, yet an increase in performance in Study 1. We discuss our findings relative to the victimization and political skill literatures.

The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations

Directory of Open Access Journals (Sweden)

Michael M. Mackay

2016-09-01

Full Text Available This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism. The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in “Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis” (Mackay et al., 2016 [1]. Keywords: Meta-analysis, Job attitudes, Job performance, Employee, Engagement, Employee effectiveness

Investigating the effect of work stress, general health quality, organizational intelligence and job satisfaction on employee performance

Directory of Open Access Journals (Sweden)

Masoud Samadzadeh

2013-12-01

Full Text Available During the past few years, there have been tremendous efforts on measuring the effects of different factors such as work stress, general heath quality, etc. on performance of employees. In this paper, we present an empirical investigation to study the effects of work stress, general health, organizational intelligence and job satisfaction on employee performance. The proposed study of this paper uses two questionnaires where one is associated with general heath quality (GHQ with 20 questions and the other one consists of 12 questions, which is associated with work stress. The study chooses a sample of 144 employees from 222 people who worked for one of Islamic Azad University in Iran. Cronbach alphas for work stress, general health, organizational intelligence, job satisfaction and organizational performance are 0.911, 0.895, 0.795, 0.863 and, 0.864, respectively. The results indicate that job satisfaction has the highest influence on organizational performance followed by other factors.

Negative beliefs about accepting coworker help: Implications for employee attitudes, job performance, and reputation.

Science.gov (United States)

Thompson, Phillip S; Bolino, Mark C

2018-04-16

For more than 30 years, researchers have investigated interpersonal helping in organizations, with much of this work focusing on understanding why employees help their colleagues. Although this is important, it is also critical that employees are willing to accept assistance that is offered by peers. Indeed, helping behavior should only enhance individual and organizational effectiveness if employees are actually willing to accept offers of assistance. Unfortunately, employees may sometimes have reservations about accepting help from their peers. In four studies, we examine the negative beliefs that employees have about accepting help from coworkers. In Study 1, we use inductive research to qualitatively understand why employees accept or decline coworker help. In Study 2, we develop a preliminary, second-order reflective measure of negative beliefs about accepting coworker help that is indicated by the five specific (first-order) reservations about accepting help identified in Study 1-diminished image, reciprocity obligation, self-reliance, coworker mistrust, and coworker incompetence. In Study 3, we refine our scale and demonstrate its convergent, discriminant, and criterion-related validity. Finally, in Study 4, we investigate the consequences of negative beliefs about accepting coworker help. We find that those who hold more negative beliefs are less likely to receive help from peers (and supervisors), report more negative job attitudes, and have lower levels of in-role performance, citizenship behavior, and creativity. Furthermore, employees with more negative beliefs about accepting help from coworkers are seen less favorably by their supervisors. Implications and future research directions are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The Dispersion of Employees' Wage Increase and Firm Performance

DEFF Research Database (Denmark)

Grund, Christian; Westergård-Nielsen, Niels Chr.

2008-01-01

than the dispersion of wage levels. It is reasonable to expect greater dispersion of wage increases to be associated with higher monetary incentives, but also with increased perceptions of unfairness. The authors' analysis of linked employer-employee data from Denmark for the years 1992-97 shows......Previous studies examining intra-firm wage dispersion and firm performance have focused on wage levels. The authors of this study argue that for purposes of comparing wage dispersion's positive incentive effects with its adverse morale effects, the dispersion of wage increases is more revealing...

Individual performance review in hospital practice: the development of a framework and evaluation of doctors' attitudes to its value and implementation.

Science.gov (United States)

Trebble, T M; Cruickshank, L; Hockey, P M; Heyworth, N; Powell, T; Clarke, N

2013-11-01

Appraisal, or independent performance review (IPR) is used in human resources management in the commercial and public sectors to evaluate the performance of an employee against agreed local organisational expectations and objectives, and to identify their requirements for development and effective management. IPR for NHS consultants may provide essential information for job planning, contribute towards medical appraisal for revalidation, and facilitate productivity and quality improvement. To develop a framework for IPR for consultants, and to determine attitudes on its value, process and content. Information from commercial, public and voluntary sector models and published and other literature sources were used to develop an IPR framework. This was assessed through a three-cycle action research methodology involving qualitative interviews with 22 consultants (predominantly with medical management roles). The domains of the IPR framework included: (1) performance against objectives; (2) behaviour and leadership; (3) talent management; (4) agreed future objectives. A number of themes were identified from the consultant interviews including: ineffective current appraisal systems reflecting a lack of valid performance data and allotted time; a lack of empowerment of medical managers to address performance issues; IPR as a more explicit system, offering value in evaluating doctors performance; and the dependence of successful implementation on the engagement of the Trust executive. IPR may have value for performance evaluation of consultants, contributing toward job planning and complementing medical appraisal. Support by their employing organisation and engagement with medical managers in design and implementation is likely to be essential.

The Effects of Level of Training on Employee Perceived Empowerment, Commitment and Job Performance

National Research Council Canada - National Science Library

Backeberg, Pamela

2001-01-01

.... The purpose of this study was to determine the effects of level of training on employees' perceived psychological empowerment, commitment, and resultant job performance within the hospitality industry...

5 CFR 1330.404 - Certification criteria.

Science.gov (United States)

2010-01-01

... PERSONNEL MANAGEMENT HUMAN RESOURCES MANAGEMENT Performance Appraisal Certification for Pay Purposes § 1330... the performance expectations for individual senior employees derive from, and clearly link to, the... and budget priorities; (2) Consultation, so that the performance expectations for senior employees...

Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers

Directory of Open Access Journals (Sweden)

Sajid Haider

2018-03-01

Full Text Available This research examined a moderated mediation model for answering how and why work-life balance affects employee job performance, and how satisfaction with coworkers is contingent upon it by enhancing employee’s psychological wellbeing. Data were collected from subordinates and their supervisors in the banking sector (N = 284. Empirical results indicate that psychological wellbeing mediates the link between work-life balance and job performance, and employees’ satisfaction with coworkers enhances job performance by strengthening the effect of work-life balance on psychological wellbeing. This research contributes to personnel management literature by describing moderated mediation mechanisms through which work-life balance influences employee job performance, and guides practitioners by emphasizing that employees with greater work-life balance perform better when their psychological wellbeing is reinforced by their satisfaction with coworkers.

Surprising Incentive: An Instrument for Promoting Safety Performance of Construction Employees

Directory of Open Access Journals (Sweden)

Fakhradin Ghasemi

2015-09-01

Conclusion: The results of this study proved that the surprising incentive would improve the employees' safety performance just in the short term because the surprising value of the incentives dwindle over time. For this reason and to maintain the surprising value of the incentive system, the amount and types of incentives need to be evaluated and modified annually or biannually.

INFLUENCE OF ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE ON THE PERFORMANCE OF EMPLOYEES (Studies in Human Capital Group PT Bank Syariah Mandiri, Tbk.