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Sample records for employee performance appraisal

  1. Implementing performance appraisal : Exploring the employee experience

    Farndale, E.; Kelliher, C.

    2013-01-01

    Line managers play an important role as implementers of performance appraisal, enacting procedures designed by the HR function. However, the actual employee experience of these procedures (which may differ from how they were intended or enacted) in terms of perceptions of justice in the process is

  2. Employees' perceptions of justice in performance appraisals.

    Vasset, Frøydis; Marnburg, Einar; Furunes, Trude

    2010-05-01

    Of all the tasks undertaken by human resource managers, performance appraisals (PAs) are one of the most unpopular among employees (Meyer 1991, Murphy and Cleveland 1995, Holbrook 2002, Jackman and Strober 2003). As PA guides and plans show (Fletcher 2004, CatalystOne 2010), PAs can be implemented in similar ways in organisations throughout Europe and developed countries elsewhere. But, if employees perceive PA processes as unfair, they may reject the usefulness and validity of the information they receive and so may not be motivated to change behaviour. This article concerns perceptions of organisational justice and explains the results of a study of perceived fairness in PAs among nurses and auxiliary nurses in Norway's municipal health service.

  3. The Role of Performance Appraisals in Motivating Employees

    Jurjen J.A. Kamphorst; Otto H. Swank

    2012-01-01

    textabstractIn many organizations, reward decisions depend on subjective performance evaluations. However, evaluating an employee's performance is often difficult. In this paper, we develop a model in which the employee is uncertain about his own performance and about the manager's ability to assess him. The manager gives an employee a performance appraisal with a view of affecting the employee's self perception, and the employee's perception of the manager's ability to assess performance. We...

  4. A Composite Model for Employees' Performance Appraisal and Improvement

    Manoharan, T. R.; Muralidharan, C.; Deshmukh, S. G.

    2012-01-01

    Purpose: The purpose of this paper is to develop an innovative method of performance appraisal that will be useful for designing a structured training programme. Design/methodology/approach: Employees' performance appraisals are conducted using new approaches, namely data envelopment analysis and an integrated fuzzy model. Interpretive structural…

  5. Employee performance appraisal and productivity levels in selected ...

    The focus of this study was on performance appraisal of academic staff of Universities in Nigeria and their productivity levels. The prime problem that necessitated this study was to examine the effectiveness of the subjective methods used in appraising qualitative work attributes of the employees and to assess the extent to ...

  6. Productivity Implications of Employee Performance Appraisal System : A Critical Survey.

    Dr. VSR Subramaniam

    2004-01-01

    The Productivity of any organisation is directly correlated to the Effectiveness of the Employee Performance Appraisal System, subject to the Effectiveness of the Support Systems, depending upon the type of organizational business. INFERENCE : Technology, Systems and Manpower are linked in an inter- related circle focusing towards Productivity =============================================================== DOCTORAL (Ph.D) RESEARCH WORK OF DR.VSR.SUBRAMANIAM IN JAMNALAL BAJAJ INSTITUTE OF MANA...

  7. The Impact of Performance Appraisal, Reward System, Job Stress, and Work Life Conflict to Employee Performance

    Rumambie, Yuliana Fransisca

    2014-01-01

    Employee Performance is an important part in a company or organization. It plays a very important role in an organization because performance of the company or organization largely depends on the performance of its employee. Recently, organizations realize that there are several factors that can affect employee performance. Several factors that can considered as the major determinants of employee performance, such as Performance Appraisal, Reward System, Job Stress, and Work life conflict. Th...

  8. The Impact of Performance Appraisal on the Motivational Level of the Employees

    Hemani, Amir Ali

    2012-01-01

    The study aims to highlight the impact of performance appraisal on the motivational level of the employees. It is of great importance for an organization to retain its employees; this can be done by giving them opportunities and appraisals. The agenda of the study is to identify the relationship of compensation, promotion and motivation with performance appraisal. The research aims at the executive and labor class in the Kuala Lumpur, Malaysia. Open-ended structured interviews were conducted...

  9. THE ROLE OF EMPLOYEE PERFORMANCE APPRAISAL AT CASA DE LA ROSA TIMISOARA

    SILVIA VLAD

    2015-04-01

    Full Text Available The purpose of this research is to analyze the most important aspects of employee performance appraisal role in a hotel. The research is based on highlighting the major aspects of employee performance appraisal at Casa de la Rosa Hotel and aims the aspects related to the hotel performance. The aim of this evaluation is to observe and to analyze the employee time evolution and the way they complete their tasks and their job requirements.

  10. The Role of Performance Appraisals in Motivating Employees

    J.J.A. Kamphorst (Jurjen); O.H. Swank (Otto)

    2012-01-01

    textabstractIn many organizations, reward decisions depend on subjective performance evaluations. However, evaluating an employee's performance is often difficult. In this paper, we develop a model in which the employee is uncertain about his own performance and about the manager's ability to assess

  11. Organizational Justice and Employee Satisfaction in Performance Appraisal

    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…

  12. Current state of the employee performance appraisal system in agricultural organizations in the Czech Republic

    Kateřina Venclová

    2013-01-01

    Full Text Available Employee performance appraisal is one of the most important human resource management tools. The first part of the article concentrates on the theoretical background. The second part evaluates the results of the quantitative survey. The aim of the article is to evaluate the use of formal appraisal of employees in agricultural organizations in the Czech Republic and to test dependencies between selected qualitative characteristics. The results of the survey show that only 12.3% of agricultural organizations (n = 332 use formal appraisal of employees. They also confirm that the application of the formal appraisal of employees in agricultural organizations depends on the size of the agricultural organization (p-value 0.006, Phi coefficient 0.151 and the existence of a personnel department (p-value 0.000, Phi coefficient 0.210. 49.1% of agricultural organizations did not consider formal appraisal important. Only 5.8% of agricultural organizations that do not use any system of formal employee performance appraisal plan its implementation, despite the fact that currently people are considered to be the most important strategic asset of any organization for achieving a competitive advantage.

  13. Reducing organizational politics in performance appraisal: the role of coaching leaders in appraising age-diverse employees

    Dello Russo, S.; Miraglia, M.; Borgogni, L.

    2017-01-01

    WOS:000410769200004 (Nº de Acesso Web of Science) We examined whether a supervisor’s coaching leadership style predicts the perception of organizational politics in performance appraisal (OPPA) reported by the collaborators. Additionally, we drew on social cognition and motivational lifespan development theories to hypothesize age-related differences in perceived OPPA and its link with the coaching leadership style. Using hierarchical linear modeling (HLM) on a sample of 576 employees and ...

  14. Conducting effective performance appraisals.

    2001-01-01

    According to experts, performance appraisals rate just below firing someone as the least favorite thing managers do. Many factors contribute to this view--one is that current systems do a poor job of evaluating performance and in fact often impede both evaluation and performance. When used as part of an ongoing supportive process of goal setting and feedback, performance appraisals can enhance performance and morale. One alternative to traditional employee evaluation methods is full-circle or 360-degree feedback. Contained in this issue are practical suggestions for preparing employees for performance appraisals which, when followed daily, encourage employees to put their best feet forward as part of their regular routine. Also included is a template specific to assessing the performance of clinical laboratory technologists . Additionally, numerous resources are provided to help you refine appraisal systems to fit your needs. Full-circle feedback is proving to be a boon to managers. It relieves them from being the exclusive "heavies" in evaluating performance, integrates appraisal input from several sources, and incorporates increasing employee skills, competencies, and satisfaction, thus improving productivity of people and processes. And aren't integration and continuous improvement what the laboratory is all about?

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

    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.

  16. The System of Employee Appraisal in a Company

    Vaverová, Lucie

    2011-01-01

    This bachelor study called "The System of Employee Appraisal in a Company" deals with a general subscription of a personal process "Employee appraisal". It describes the principles of the system of employee appraisal and also covers the conditions necessary for its efficiency and operation. The bachelor study is focused on the system of employee appraisal centrally implemented in company ČEZ, a. s. This system is analyzed and compared with generally stated theoretical principles. The study in...

  17. The Power of Developmental Performance Appraisal

    Nasser Salim Alghanabousi

    2013-02-01

    Full Text Available Development of employee performance is a must that any organization should take into account to be a successful in achieving its goals. However, the tools of developing that performance are varying based on the type of the organization and the nature of the work performed. Performance appraisal is one of the effective tools that help the organization to measure the accomplishment of its goals, if implemented effectively. In education, it became evident that performance appraisal of educators is an essential element of the development of any educational institution. To make the performance appraisal fruitful, the development element should be dominant in the sense that other elements of the appraisal should serve the broad aim of the appraisal process. Therefore, a well-designed and comprehensive system is needed to cover all the aspects of appraisal process that include of the goals, criteria, instruments, and continuous support.

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

    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'…

  19. The Efficacy of Performance Appraisal to Increase Employees’ Job Satisfaction

    Iranita Hervi Mahardayani

    2016-08-01

    Full Text Available This research aims to find out the effectiveness of implementation performance appraisal toward job satisfaction of employees UMKM Bordir Dahlia in Kabupaten Kudus. Sampling was done by using population studies to 16 employees of UMKM embroidery Dahlia Kudus. The type of this research is quantitative with pra experiment approached by One group pre and posttest design method. Data analysis on this research using non parametric with different test techniques Wilcoxon t-tes. The analysis result of different test scale job satisfaction before and after handling obtained Z = - 1,268, with p = 0,205 (p>0,05, so that there is no differences on job satisfaction on employees of embroidery Dahlia before and after treatment by giving performance appraisal. It means treatment by giving performance appraisal unable to increase employees job satisfaction. Therefore, the hypothesis on this research is rejected.

  20. Why performance appraisal does not lead to performance improvement : Excellent performance as a function of uniqueness instead of uniformity

    van Woerkom, M.; de Bruijn, M.J.

    Dissatisfaction with performance appraisal is at an all-time high (Adler et al., 2016). In this commentary we argue that one of the reasons why performance appraisal is unable to get the most out of employees is the way in which employees are evaluated against a uniform set of criteria, leading to a

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

    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…

  2. Using Expectancy Theory to Explain Performance Appraisal ...

    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],.

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

    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 ...

  4. Performance Appraisal at Four and Five Star Hotels: Ankara Case

    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.

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

    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…

  6. COMMUNICATION OPENNESS IN PERFORMANCE APPRAISAL SYSTEMS ENHANCING JOB SATISFACTION

    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.

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

    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…

  8. Evaluating Library Staff: A Performance Appraisal System.

    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,…

  9. 5 CFR 430.307 - Appraising performance.

    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...

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

    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…

  11. Performance appraisal and merit recognition exercise 2007

    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

  12. Persistent Ratee Contaminants in Performance Appraisal.

    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;…

  13. Analysis Of Employee Engagement And Company Performance

    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 ...

  14. Problems of Clinical Nurse Performance Appraisal System: A Qualitative Study

    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.

  15. Performance appraisal and advancement exercise 2006

    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

  16. Performance appraisal and advancement exercise 2006 (Rev)

    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

  17. Addressing problems of employee performance.

    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.

  18. ORGANIZATION PERFORMANCE AND EMPLOYEE SATISFACTION

    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.

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

    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.

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

    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

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

    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.

  2. Effect of Manager’s Role in Performance Based Pay on Employee Outcomes

    Azman, I

    2014-12-01

    Full Text Available According to the recent literature pertaining on Islamic based organizational compensation, performance based pay consists of two essential features: communication and performance appraisal. Recent studies in this field highlights that the ability of managers 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 undertaken to assess the relationship between manager’s role in performance based pay and employee outcomes using self-administered questionnaires collected from employees at a district council in Peninsular 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, pay communication and performance appraisal act as important determinants of organizational commitment. In addition, this study provides discussion, implications and conclusion

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

    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.

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

    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.

  5. Performance appraisal and advancement exercise 2005

    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

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

    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.

  7. Multiplex network analysis of employee performance and employee social relationships

    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.

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

    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...

  9. CEO performance appraisal: review and recommendations.

    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.

  10. An annual performance appraisal for CERN

    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 ...

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

    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.

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

    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

  13. THE EFFECT OF PERSON-JOB FIT ON THE PERFORMANCE APPRAISAL: A RESEARCH IN KONYA TEXTILE ENTERPRISES

    Ali Şükrü ÇETİNKAYA

    2017-12-01

    Full Text Available Lack of person-job fit may be one of the possible reasons for the symptoms of absence at work, increase in social loafing, employee turnover, burnout, stress etc. among employees in an organization. The compatibility of knowledge level, skills and personal traits with job characteristics determines the level of employee job satisfaction, effectiveness, productivity and performance. Performance appraisal practices, which assess employee performance level, enable organizations get aware of the importance of person-job fit. This quantitative research aimed to determine the effect of person-job fit on performance appraisal in organizations. Exploratory factor analysis and structural equation modeling techniques were employed to test the proposed hypotheses based on 223 valid responses gathered through questionnaire from textile enterprises operating in Konya province. Research findings revealed that both person fit and job fit components of the person-job fit structure have positive effect on performance appraisal. Results revealed that when person-job fit was satisfied, employees have positive attitude against performance appraisal practices.

  14. The Optimal Performance of Employees

    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.

  15. Effect of Performance Assessment on Employee Motivation in Hotel X Bandung

    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. 

  16. Business Performance, Employee Satisfaction, and Leadership Practices.

    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…

  17. Managerial Competencies and the Managerial Performance Appraisal Process.

    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)

  18. 41 Appraisal of the Performance of Contingency Cost Provision for ...

    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 ...

  19. Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

    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

  20. An investigation on effective factors influencing employee performance: A case study

    Hamid Reza Alavi

    2013-06-01

    Full Text Available Human resources are considered as one of the key components of any organization to reach its objectives. Human resources help organization performance doing organizational duties and making employees’ improvement. Because of this, employee performance appraisal has changed to one of the most important issues for top managers. Performance appraisal is necessary to select useful strategies for increasing productivity of human resource management along with productivity of employee to get strategic targets. In this study, we extract effective factors on increasing of employee performance and subsequently, present some suggestions to managers of academic organizations. The study was performed on some employees who worked for Islamic Azad University in 2013. Cronbach alpha was equal to 99.4% for employee performance appraisal, which confirmed the overall survey. To recognize key factors we used path analysis technique too. The results of the study revealed that in this school, employee performance in practical field was higher than expected, but in terms of operational and behavioral fields, they were in the middle stage.

  1. Performance Appraisals: One Step in a Comprehensive Staff Supervision Model

    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…

  2. Dimensions in Appraising Fatigue in Relation to Performance

    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

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

    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 ...

  4. How employee engagement matters for hospital performance.

    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. Employee Recognition and Performance: A Field Experiment

    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

  6. Employee recognition and performance: A field experiment

    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

  7. Employee Retention Strategies And Organizational Performance ...

    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 ...

  8. MAPS evaluation report and procedures governing interviews and performance appraisals

    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

  9. Integrated performance appraisal of Daylight-Europe case study buildings

    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

  10. Job Analysis, Job Descriptions, and Performance Appraisal Systems.

    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.…

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

    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 ...

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

    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, ...

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

    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

  14. Employees' Political Skill and Job Performance

    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...

  15. Employee Recognition and Performance: A Field Experiment

    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...

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

    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...

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

    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,

  18. MAPS evaluation report and procedures governing interviews and performance appraisals

    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

  19. Subjective performance evaluations and employee careers

    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...

  20. Strategic Management Foundations and Employee Performance of ...

    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.

  1. 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?'"

    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…

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

    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

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

    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.

  4. Strategic Management Foundations and Employee Performance of ...

    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 ...

  5. EXPANDED DIMENSIONS OF THE PURPOSES AND USES OF PERFORMANCE APPRAISAL

    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.

  6. Two Profiles of the Dutch High Performing Employee

    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…

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

    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...

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

    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.

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

    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.

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

    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.

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

    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.

  12. 5 CFR 430.405 - Procedures for certifying agency appraisal systems.

    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...

  13. Effects of appraisal purpose and rating format on performance appraisal accuracy

    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...

  14. Employee commitment and performance of manufacturing firms ...

    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 ...

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

    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.

  16. Job Attitudes and Organizational Performance When Employees Own the Company.

    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…

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

    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...

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

    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...

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

    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

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

    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.

  1. Employee organizational commitment and hospital performance.

    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.

  2. 5 CFR 1330.405 - Procedures for certifying agency appraisal systems.

    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...

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

    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.

  4. HRM, company performance and employee well-being

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

    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.

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

    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

  7. Investigating The Effect Of Job Stress On Performance Of Employees

    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.

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

    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.

  9. High Job Performance Through Co-Developing Performance Measures With Employees

    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

  10. THE EFFECT TRANSFORMATIONAL LEADERSHIP, PERSONALITY AND JOB PERFORMANCE ADMINISTRATION EMPLOYEE

    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...

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

    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...

  12. Inside the VA: How Workplace Training Evaluation Impacts Employee Performance

    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…

  13. Two-country study of engagement, supervisors and performance appraisal

    Farndale, Elaine

    2017-01-01

    Purpose Multinational enterprises are increasingly interested in improving employee engagement across diverse geographies, signifying the importance of understanding antecedents of engagement across different national business systems. This study aims to explore the relationship between an important

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

    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...

  15. Subjective performance evaluations and employee careers

    Frederiksen, Anders; Lange, Fabian; Kriechel, Ben

    such data are for evaluating theories in personnel economics and whether findings from such data generalize to the labor force at large. In this paper, we examine personnel data from six large companies and establish how subjective ratings, interpreted as ordinal rankings of employees within narrowly...

  16. Managing reward strategy to enhance employee performance ...

    In a globalized economy with millions of businesses vying for talented workforce, an organization must be able to motivate and properly compensate ... that should be embedded in the organization's culture; management should identify employees' needs/preferences in developing organizations' compensation structure.

  17. Managing Reward Strategy to Enhance Employee Performance

    Prof

    strategy in organizations with a view to ascertaining its efficacy on ... (contingent or variable pay), or for their services in the job (service-related pay). ... The concepts of rewards and incentives are interchangeably used by .... employee's base salary or in most cases organization use a combination of ... to the market values.

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

    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

  19. Covariance of engineering management characteristics with engineering employee performance

    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.

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

    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.

  1. The appraisal and performance management of academics in Romanian public universities

    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.

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

    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...

  3. Employees Technology Usage Adaptation Impact on Companies’ Logistics Service Performance

    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.

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

    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.

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

    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.

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

    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.

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

    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.

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

    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...

  9. Employee Motivation, Recruitment Practices and Banks Performance in Nigeria

    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

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

    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…

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

    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...

  12. Evaluation of Activity Recognition Algorithms for Employee Performance Monitoring

    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...

  13. Investigating The Effect Of Job Stress On Performance Of Employees

    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 ...

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

    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)

  15. High-Performance Management Practices and Employee Outcomes in 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...

  16. appraisal of key performance indicators on road infrastructure

    HOD

    , service ... the performance management system that construction ... milestones or components of performance measures ... relation to transportation values in using performance ... success of delivery of services and other endeavours in.

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

    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…

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

    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…

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

    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…

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

    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…

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

    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.

  2. Improving Employee Satisfaction Priority through Performance Control Matrix

    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.

  3. Prosocial bonuses increase employee satisfaction and team performance.

    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.

  4. Prosocial Bonuses Increase Employee Satisfaction and Team Performance

    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

  5. Job control and coworker support improve employee job performance.

    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.

  6. Performance appraisal of multibeam system - Hydrosweep at different seabed provinces

    Kodagali, V.N.; Chakraborty, B.

    The performance of the multibeam sounding system (hydrosweep system) has been assessed at three varying zones of the seabed-continental shelf, continental slope, and deepsea seamount areas. Statistical studies were performed on the beamwise time...

  7. The Performance of the Female Employees in Public Service

    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.

  8. Appraisal of key performance indicators on road infrastructure ...

    As Public-Private Partnerships (PPPs) are being practiced in most parts of the world, the need to adopt a system mechanism to evaluate the performance is imperative. The paper evaluates sustainable key performance indicators (KPIs) with a view to appreciating times of improved performance or otherwise. Eleven ...

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

    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

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

    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

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

    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.

  12. Understanding adolescents' sleep patterns and school performance: a critical appraisal.

    Wolfson, Amy R; Carskadon, Mary A

    2003-12-01

    The present paper reviews and critiques studies assessing the relation between sleep patterns, sleep quality, and school performance of adolescents attending middle school, high school, and/or college. The majority of studies relied on self-report, yet the researchers approached the question with different designs and measures. Specifically, studies looked at (1) sleep/wake patterns and usual grades, (2) school start time and phase preference in relation to sleep habits and quality and academic performance, and (3) sleep patterns and classroom performance (e.g., examination grades). The findings strongly indicate that self-reported shortened total sleep time, erratic sleep/wake schedules, late bed and rise times, and poor sleep quality are negatively associated with academic performance for adolescents from middle school through the college years. Limitations of the current published studies are also discussed in detail in this review.

  13. The Effect of Managers’ Mindset on their Employees’ Performance Appraisal

    Likoum, Steven William Bayighomog

    2015-01-01

    ABSTRACT: The world of business is constantly changing and experiencing a continuous expansion path due to globalization. This urges business people to look for and get new opportunities, but also confronts them to a serious challenge from competitors. The assessment of their efficiency goes through some various performances checks like market shares from outputs sold or provided, net profit earned or return on investments. Among those criteria of performance, there is also the non-negligible...

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

    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

  15. Analysis of the Effect of Employee Costs on Company Performance

    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

  16. An Appraisal of the Performance of the Nigeria's National Rolling ...

    . Despite the instability of the oil revenue on which most of the plan relied on, the rolling plan could be said to have made some impact in Nigeria's economic scene. The paper examines the performance of the financial sector and real sector in ...

  17. Communicating Truthfully and Positively in Appraising Work Performance.

    Pearce, C. Glenn; And Others

    1989-01-01

    Explores the issue of acceptable behavior for managers when giving feedback to their subordinates. Notes that feedback can be either truthful or untruthful, and can be communicated either positively or negatively. Describes the advantages and disadvantages for each feedback approach to work performance. (MM)

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

    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 ...

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

    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 ...

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

    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.

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

    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...

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

    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.

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

    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

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

    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 ...

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

    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 ...

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

    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.

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

    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

  8. High-performance HR practices, positive affect and employee outcomes

    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...

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

    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

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

    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.

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

    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

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

    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

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

    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...

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

    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).

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

    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…

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

    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).

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

    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...

  18. The merits of measuring challenge and hindrance appraisals.

    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.

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

    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....

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

    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

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

    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.

  2. 75 FR 16188 - Work Reserved for Performance by Federal Government Employees

    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...

  3. Examining individual factors according to health risk appraisal data as determinants of absenteeism among US utility employees.

    Marzec, Mary L; Scibelli, Andrew F; Edington, Dee W

    2013-07-01

    To investigate predictors of absenteeism and discuss potential implications for policy/program design. Health Risk Appraisal (HRA) data and self-reported and objective absenteeism (personnel records) were used to develop a structural equation model, controlling for age, sex, and job classification. A Medical Condition Burden Index (MCBI) was created by summing the number of self-reported medical conditions. Higher MCBI and stress were direct predictors of absenteeism. Physical activity was not associated with absenteeism but mediated both stress and MCBI. Because stress impacted both absenteeism and MCBI, organizations may benefit by placing stress management as a priority for wellness program and policy focus. Physical activity was not directly associated with absenteeism but was a mediating variable for stress and MCBI. Measures of stress and physical health may be more meaningful as outcome measures for physical activity programs than absenteeism.

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

    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

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

    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

  6. The Dispersion of Employees' Wage Increase and Firm Performance

    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...

  7. 5 CFR 293.402 - Establishment of separate employee performance record system.

    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...

  8. The Dispersion of Employees' Wage Increases and Firm Performance

    Grund, Christian; Westergård-Nielsen, Niels Chr.

    does not induce any monetary incentives. Evidence from unique Danish linked employer employee data shows that large dispersion of wage growth within firms is generally connected with low firm performance. The results are mainly driven by white collar rather than blue collar workers.......In this contribution, we examine the interrelation between intra-firm wage increases and firm performance. Previous studies have focused on the dispersion of wages in order to examine for the empirical dominance of positive monetary incentives effects compared to adverse effects due to fairness...... considerations. We argue that the dispersion of wage increases rather than wage levels is a crucial measure for monetary incentives in firms. The larger the dispersion of wage increases the higher the amount of monetary incentives in firms. In contrast, huge wage inequality without any promotion possibilities...

  9. Performance evaluation, the justice perception and the employees reaction

    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.

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

    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...

  11. Managing patient safety through NPSGs and employee performance.

    Adair, Liberty

    2010-01-01

    Patient safety can only exist in a culture of patient safety, which implies it is a value perceived by all. Culture predicts safety outcomes and leadership predicts the culture. Leaders are obligated to continually mitigate hazard and take action consciously. Healthcare workers should focus on preventing and reporting mistakes with the National Patient Safety Goals (NPSGs) in mind. These include: accuracy of patient identification, effectiveness of communication among caregivers, improving safety of medications, reducing infections, reducing risk of falls, and encouraging patients to be involved in care. Poor performers and reckless behavior need to be mitigated. If employees recognize their roles in the process, feel empowered,and have appropriate tools, resources,and data to implement solutions, errors can be avoided and patient safety becomes paramount.

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

    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…

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

    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

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

    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.

  15. The impact of hotel employee satisfaction on hospitability performance

    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...

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

    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.

  17. High-Performance Management Practices and Employee Outcomes in Denmark

    Cristini, Annalisa; Eriksson, Tor; Pozzoli, Dario

    2013-01-01

    affect workers in terms of wages, wage inequality and workforce composition. The analysis is based on a survey directed at Danish firms matched with linked employer–employee data and also examines whether the relationship between high-involvement work practices and employee outcomes is affected...

  18. 26 CFR 801.3 - Measuring employee performance.

    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...

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

    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…

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

    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%.

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

    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…

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

    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 ...

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

    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

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

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

    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 (...

  6. Supervisory Coaching Behavior, Employee Satisfaction, and Warehouse Employee Performance: A Dyadic Perspective in the Distribution Industry

    Ellinger, Andrea D.; Ellinger, Alexander E.; Keller, Scott B.

    2003-01-01

    Coaching has received considerable attention in recent years as the responsibility for employees' learning and development has been increasingly devolved to line managers. Yet there exists little published empirical research that measures specific coaching behaviors of line managers or examines the linkages between line managers' coaching behavior…

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

    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.

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

    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

  9. Performance evaluation of knowledge management among hospital employees.

    Chang, Ying-Ying; Hsu, Pi-Fang; Li, Min-Hua; Chang, Ching-Ching

    2011-01-01

    The purpose of this study is to investigate the cognition of knowledge management (KM) among hospital employees and the relationship between KM and the KM enabler activities (financial, customer, internal business processes, learning and growth) in a regional hospital in Taiwan. Both qualitative and quantitative research were used in this study. The instrument was conducted using in-depth interviews of three policy-makers as participants. The quantitative data were collected from a regional hospital in the Northern part of Taiwan with a 77 percent effective response rate (n=154). The findings in this paper indicate that the cognition and demand for KM in subordinates is close to the expectations of policy-makers. The policy-makers expect subordinates working in the hospital to be brave in taking on new responsibilities and complying with hospital operation norms. KM is emphasized as a powerful and positive asset. Moreover, understanding KM predicts good performance in an organization. The findings in this paper can be generalized to other regional hospitals. The findings may be applied to a wider population. This study can provide insights into the perceptions and cognitions of workers in a hospital about KM and the activities of KM enablers. The responses and perceptions observed in the interviews in this study, as well as the quantitative research results could be useful to other hospitals and individuals who engage KM as a new management trend. This study suggested KM guidelines for policy-makers who are experienced managers.

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

    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

  11. Employee motivation and its effects on job performance

    Siira, Heidi Johanna

    2012-01-01

    Individuals’ motivation is influenced by biological, intellectual, social and emotional factors. People have different kinds of activities, events, people, and goals in their lives that they find motivating enough to work for. Therefore motivation will show in each person´s consciousness and actions. There are four approaches to motivation: physiological, behavioral, cognitive and social. When we look at employee motivation we see that it’s a driver that keeps employees working towards a r...

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

    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...

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

    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

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

    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.

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

    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.

  16. 75 FR 20397 - Work Reserved for Performance by Federal Government Employees; Correction

    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...

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

    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.

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

    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.

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

    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, ...

  20. Seawater feed reverse osmosis preheating appraisal, Part I: leading element performance

    Karameldin, A.; Saadawy, M.S.

    2006-01-01

    This paper is concerned with the seawater reverse osmosis preheating process, and presents a parametric study of the process. The basic transport equations describing the leading element are exhibited and appraised. The leading element, which governs the whole system performance, is studied and analysed. The incorporated and investigated operating parameters are the feed pressure and the temperature for different feed salt concentrations. In addition, different feed flow rates, effects on permeate flux and permeator salt rejection, together with the permeator recovery, are studied. A seawater membrane of a well-known data, for instance FT30SW380HR, is used to perform the study. The membrane water permeability coefficient K w is determined and correlated. Furthermore, the membrane salt permeability coefficient K s from the manufacturer system analysis program (ROSA) is given and discussed. The transport governing equations are programmed in a way that facilitates the achievement of a realistic parametric study. The results showed that the permeate flux increases significantly as the feed pressure increases. Also, it increases significantly as the feed salt concentration decreases, and also as the feed temperature and pressure increase. Meanwhile, the permeator salt rejection increases significantly as the feed pressure increases, and decreases significantly as the feed temperature increases. The study of the leading element of the array showed that there are constraints that must be considered, such as maximum membrane flux, maximum applied feed pressure, maximum feed flow rate and maximum feed temperature. Therefore, to attain the maximum membrane flux, the applied feed pressure must be lowered when the feed temperature is increased. In the case where the feed temperature is increased from 18 deg.. C to 45 deg.. C, a pressure saving of between 7% and 26% is achieved, according to the feed salt concentration and feed flow rate. (author)

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

    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.

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

    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.

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

    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.

  4. Don't fix it, make it better! : using frontline service employees to improve recovery performance

    Heijden, van der G.A.H.; Schepers, J.J.L.; Nijssen, E.J.; Ordanini, A.

    2013-01-01

    This study examines how frontline service employees (FSEs) can learn from recovery services and improve their performance accordingly. While research recognizes that FSEs can fulfill an innovation role by sourcing customer knowledge and developing ideas for performance improvement, it remains

  5. 9 CFR 52.3 - Appraisal of swine.

    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...

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

    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.

  7. The Effects of Human Resources Training on Employee Performance in Business

    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.

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

    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…

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

    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…

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

    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…

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

    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

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

    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

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

    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

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

    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

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

    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

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

    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

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

    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.

  18. Human ResourceManagement Practices and Employee Performance in Banking Sector of Bangladesh

    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.

  19. Addressing employee turnover and retention: keeping your valued performers.

    McConnell, Charles R

    2011-01-01

    Employee turnover and employee retention are inextricably linked; to control turnover is to enhance retention. Turnover is a relatively simple concept; however, considerable confusion often results when addressing turnover because of differences in how it is defined; that is, what is counted, how it is counted, and how the turnover rates are expressed. Turnover is also costly, although not enough attention is paid to its cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some that can be corrected and some that cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role; every improvement in turnover is a direct improvement in retention, with eventual positive effects on the bottom line.

  20. The Watson-Glaser Critical Thinking Appraisal and the Performance of Business Management Students.

    Hicks, R. E.; Southey, G. N.

    1990-01-01

    The 80-item Watson-Glaser Critical Thinking Appraisal-Form A was administered to 415 business management students in Australia as a step toward adapting the test for Australian use. The results correspond reasonably closely to the U.S. data. Analysis of group results and item statistics provided information about necessary modifications. (SLD)

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

    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.

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

    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

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

    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.

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

    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...

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

    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...

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

    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

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

    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.

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

    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

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

    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.

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

    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...

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

    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.

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

    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),...

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

    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...

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

    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...

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

    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...

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

    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.

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

    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).

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

    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.

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

    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.

  20. 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

    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

  1. The Impact of Two Workplace-Based Health Risk Appraisal Interventions on Employee Lifestyle Parameters, Mental Health and Work Ability: Results of a Randomized Controlled Trial

    Addley, K.; Boyd, S.; Kerr, R.; McQuillan, P.; Houdmont, J.; McCrory, M.

    2014-01-01

    Health risk appraisals (HRA) are a common type of workplace health promotion programme offered by American employers. In the United Kingdom, evidence of their effectiveness for promoting health behaviour change remains inconclusive. This randomized controlled trial examined the effects of two HRA interventions on lifestyle parameters, mental…

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

    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.

  3. THE RELATION OF HIGH-PERFORMANCE WORK SYSTEMS WITH EMPLOYEE INVOLVEMENT

    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.

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

    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…

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

    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.

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

    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..

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

    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…

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

    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.

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

    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.

  10. Employee assistance programmes as mechanism for enhancing performance at Emfuleni Local Municipality / Stilalla Paulus Mosia

    Mosia, Stilalla Paulus

    2007-01-01

    The role of local government is to ensure that all citizens have access to the basic services. Thus, the Emfuleni Local Municipality has the Constitutional obligation to provide an effective and efficient people-centered administration that will ensure quality and sustainable service delivery. The Emfuleni Local Municipality (ELM) tends to have a culture of non-performance or low service delivery which is prevalent amongst employees or personnel. Employee Assistance Programme (EAP) is the ...

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

    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...

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

    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.

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

    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)

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

    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.

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

    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)

  16. The Impact of IT Capability on Employee Capability, Customer Value, Customer Satisfaction, and Business Performance

    Chae, Ho-Chang

    2009-01-01

    This study empirically examines the impact of IT capability on firms' performance and evaluates whether firms' IT capabilities play a role in improving employee capability, customer value, customer satisfaction, and ultimately business performance. The results were based on comparing the business performance of the IT leader companies with that of…

  17. Appraisal Report

    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....

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

    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.

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

    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.

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

    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.

  1. Data Envelopment Analysis as a Tool for Evaluation of Employees Performance

    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.

  2. Employee Education and Job Performance: Does Education Matter?

    Ariss, Sonny S.; Timmins, Sherman A.

    1989-01-01

    This study examines the relationship between the type of college degree, level of college degree, and superiors' perceptions of managers' attributes and their work performance in some management areas. No significant relationship has been found between managers' college education and their performance at work. Implications of these findings for…

  3. Motivation factors affecting employees job performance in selected ...

    Motivation can be intrinsic, such as satisfaction and feelings of achievement; or extrinsic, such as rewards, punishment, and goal obtainment. The study assessed the motivating factors affecting the job performance of two oil palm companies' ...

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

    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.

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

    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,

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

    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…

  7. The Effect of Soft Skills and Training Methodology on Employee Performance

    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…

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

    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.

  9. THE RELATIONSHIP BETWEEN THE DIVERSITY OF EMPLOYEES AND ORGANIZATIONAL PERFORMANCE

    Latif Abdul Ridha ATIYAH

    2016-12-01

    Full Text Available The current research aims to analyze the diversity of workers and its influence on the organizational performance. The success of an organization is achieved by bringing new creative ideas. Thus, adopting diversity management and diverse workforce inside organization, will create a behavior to add several traits that will enhance the organizational performance by adapting the current work environment to the future work plan. The goal of the research is to identify the impact of diversity in being an independent variant resembled by: (Type, sex, age, religion, ethnicity and the other one the organizational performance in being a dependent (Related variant resembled by (market share, sales growth, customer satisfaction, the release cycle of a new product. The present research reached a number of conclusions, their highlights resembled by the importance of diversity relying on diversity strategy on improving the current products while offering continuous and effective support to the projects of development and research, considering it as the main tool to support the success of effective organizational performance. The results generally confirmed the relation and the expected impact between the effective organization performance and diversity in the researched organization.

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

    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

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

    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.

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

    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.

  13. Clustering of risk factors for non-communicable disease and healthcare expenditure in employees with private health insurance presenting for health risk appraisal: a cross-sectional study.

    Kolbe-Alexander, Tracy L; Conradie, Jaco; Lambert, Estelle V

    2013-12-21

    The global increase in the prevalence of NCD's is accompanied by an increase in risk factors for these diseases such as insufficient physical activity and poor nutritional habits. The main aims of this research study were to determine the extent to which insufficient physical activity (PA) clustered with other risk factors for non-communicable disease (NCD) in employed persons undergoing health risk assessment, and whether these risk factors were associated with higher healthcare costs. Employees from 68 companies voluntarily participated in worksite wellness days, that included an assessment of self-reported health behaviors and clinical measures, such as: blood pressure (BP), Body Mass Index (BMI), as well as total cholesterol concentrations from capillary blood samples. A risk-related age, 'Vitality Risk Age' was calculated for each participant using an algorithm that incorporated multiplicative pooled relative risks for all cause mortality associated with smoking, PA, fruit and vegetable intake, BMI, BP and cholesterol concentration. Healthcare cost data were obtained for employees (n = 2 789). Participants were 36±10 years old and the most prevalent risk factors were insufficient PA (67%) and BMI ≥ 25 (62%). Employees who were insufficiently active also had a greater number of other NCD risk factors, compared to those meeting PA recommendations (chi2 = 43.55; p employees meeting PA guidelines had significantly fewer visits to their family doctor (GP) (2.5 versus 3.11; p Physical inactivity was associated with clustering of risk factors for NCD in SA employees. Employees with lower BMI, better self-reported health status and readiness to change were more likely to meet the PA guidelines. These employees might therefore benefit from physical activity intervention programs that could result in improved risk profile and reduced healthcare expenditure.

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

    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

  15. Physician Appraisals: Key Challenges

    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.

  16. Employee workplace representation in Belgium : effects on firm performance

    van den Berg, Annette; van Witteloostuijn, Arjen; Van der Brempt, Olivier

    2017-01-01

    Purpose: The purpose of this paper is to examine whether works councils (WCs) in Belgium have a positive effect on firm performance, notably productivity and profitability, while taking the role of trade unions into account. Design/methodology/approach: The authors first introduce the typical

  17. Does Knowledge Always Benefit the Innovative Performance of Employees?

    Bysted, Rune

    2014-01-01

    to be important for innovative job performance. The result in addition confirms the synergies of possessing different knowledge bases and demonstrates the positive effects of the expertise based intuitions theoretically developed in Salas et al. (2010). The synergy of education and the competence development...

  18. Productive criticism, Part 2: A new environment for criticism. Performance appraisals and other real-life situations.

    Weisinger, H D

    1996-01-01

    Criticism affects almost all aspects of your job: the quality of work you do, how you feel about it, and your relationships with your boss, coworkers, and subordinates. Used productively, criticism is a powerful tool that helps you improve your work, enhance your working relationships, increase your job satisfaction, and achieve better overall results. Improperly used, it impedes performance, demoralizes you, discourages you from wanting to try again, and creates friction in the workplace. In short, the ability to give and take criticism significantly determines how well you do on the job. In Part 1, we explained how to use productive criticism as an opportunity for the growth and education of subordinates. In Part 2, we will examine how you can productively criticize superiors and peers. We will also offer new performance appraisal technics and examine real-life criticism situations.

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

    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...

  20. Employee Job Satisfaction and Job Performance: A Case Study in a Franchised Retail-Chain Organization

    Wong Yvonne; Rabeatul Husna Abdull Rahman; Choi Sang Long

    2014-01-01

    This study examines the relationship between job satisfaction and job performance among the employees. Job satisfaction is being discussed in term of its nine facets: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of works and communication. On the other hand, job performance is being viewed in the aspects of contextual performance and task performance. The result of the study found that the two variables (job satisfaction and job pe...

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

    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.

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

    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.

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

    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.

  4. Placing perceptions of politics in the context of the feedback environment, employee attitudes, and job performance.

    Rosen, Christopher C; Levy, Paul E; Hall, Rosalie J

    2006-01-01

    The authors proposed a model suggesting that organizational environments supporting high levels of informal supervisor and coworker feedback are associated with lower employee perceptions of organizational politics. Furthermore, these lowered perceptions of politics were proposed to result in higher employee morale (as reflected in job satisfaction and affective commitment) and, through morale, to higher levels of task performance and organizational citizenship. The proposed mediational model was supported with empirical results from 150 subordinate-supervisor dyads sampled across a variety of organizations. Higher quality feedback environments were associated with lower perceptions of organizational politics, and morale mediated the relationships between organizational politics and various aspects of work performance. These findings suggest that when employees have greater access to information regarding behaviors that are acceptable and desired at work, perceptions of politics are reduced and work outcomes are enhanced. (c) 2006 APA, all rights reserved.

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

    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.

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

    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.

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

    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.

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

    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.

  9. Performance Management Systems: IRS's Systems for Frontline Employees and Managers Align with Strategic Goals but Improvements Can Be Made

    2002-01-01

    .... Performance management systems should help employees understand their responsibilities and how their day-to-day work contributes toward meeting their agency's strategic goals as well as providing...

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

    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.

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

    Lokman, S.; Volker, D.; Zijlstra-Vlasveld, M.C.; Brouwers, E.P.M.; Boon, B.; Beekman, A.T.; Smit, F.; van der Feltz-Cornelis, C.M.

    2017-01-01

    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. A two-armed cluster randomised trial with occupational physicians (OPs) (n=62),

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

    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).

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

    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, bringing the two together to suggest that engagement may constitute the mechanism through which HRM practices impact individual and organisational performance. However, engagement has emerged as a ...

  14. Economic appraisal of the angioplasty procedures performed in 2004 in a high-volume diagnostic and interventional cardiology unit.

    Manari, Antonio; Costa, Elena; Scivales, Alessandro; Ponzi, Patrizia; Di Stasi, Francesca; Guiducci, Vincenzo; Pignatelli, Gianluca; Giacometti, Paola

    2007-10-01

    Growing interest in the use of drug-eluting stents (DESs) in coronary angioplasty has prompted the Healthcare Agency of the Emilia Romagna Region to draw up recommendations for their appropriate clinical use in high-risk patients. Since the adoption of any new technology necessitates economic appraisal, we analysed the resource consumption of the various types of angioplasty procedures and the impact on the budget of a cardiology department. A retrospective economic appraisal was carried out on the coronary angioplasty procedures performed in 2004 in the Department of Interventional Cardiology of Reggio Emilia. On the basis of the principles of activity-based costing, detailed hospital costs were estimated for each procedure and compared with the relevant diagnosis-related group (DRG) reimbursement. In 2004, the Reggio Emilia hospital performed 806 angioplasty procedures for a total expenditure of euro 5,176,268. These were 93 plain old balloon angioplasty procedures (euro 487,329), 401 procedures with bare-metal stents (euro 2,380,071), 249 procedures with DESs (euro 1,827,386) and 63 mixed procedures (euro 481,480). Reimbursements amounted to euro 5,816,748 (11% from plain old balloon angioplasty, 50% from bare-metal stent, 31% from DES and 8% from mixed procedures) with a positive margin of about euro 680,480 between costs incurred and reimbursements obtained, even if the reimbursement for DES and mixed procedures was not covering all the incurred costs. Analysis of the case-mix of procedures revealed that an overall positive margin between costs and DRG reimbursements was achieved. It therefore emerges that adherence to the indications of the Healthcare Agency of the Emilia Romagna Region for the appropriate clinical use of DESs is economically sustainable from the hospital enterprise point of view, although the DRG reimbursements are not able to differentiate among resource consumptions owing to the adoption of innovative technologies.

  15. Psychological ownership and financial firm performance: The interplay of employee stock ownership and participative leadership

    Torp, Simon; Nielsen, Bo Bernhard

    2018-01-01

    Based on a survey among 295 of the top 500 Danish companies, we develop and test an integrated model of the simultaneous effects of employee stock ownership (ESO) and a participative leadership style (PLS) on the creation of psychological ownership (PO) and link this to financial firm performance...

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

    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?

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

    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.

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

    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

  19. 76 FR 17762 - Regulations Governing the Performance of Actuarial Services Under the Employee Retirement Income...

    2011-03-31

    ... receipt of a bachelor's or higher degree in either actuarial mathematics or another area which include at..., actuarial mathematics, and other areas determined by the Joint Board. These regulations provide that an... Governing the Performance of Actuarial Services Under the Employee Retirement Income Security Act of 1974...

  20. THE STUDY OF ORGANIZATIONAL BEHAVIOR ON FISHERY MANUFACTURE INDUSTRIES EMPLOYEES PERFORMANCES

    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.

  1. Workplace Innovation and Consequences for Employees and Organisational Performance in the 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

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

    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…

  3. Capturing the Policy that Air Force Raters Use When Writing Performance Appraisals on Junior Officers

    Stephens, Owen

    2001-01-01

    This study examined the relationship between four dimensions of performance leadership, task performance, interpersonal facilitation, and job dedication and overall performance by junior officers in the Air Force...

  4. Analysis of the Impact of Emotional Intelligence Employees on Organizational Performance

    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.

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

    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....

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

    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

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

    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...

  8. Employees development

    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...

  9. Performance ratings and personality factors in radar controllers.

    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...

  10. Human resource practices and organisational performance: Can the HRM-performance linkage be explained by the cooperative behaviours of employees?

    Lambooij, Mattijs; Sanders, Karin; Koster, Ferry; Zwiers, Marieke

    2006-01-01

    This paper addresses the question as to whether the linkage between HRM and organisational performance can be explained by the effect of the internal and strategic fit of HRM on the cooperative behaviours of employees. We expect that the more HRM practices are aligned within themselves (internal

  11. The Impact of Working Motivation and Working Environment on Employees Performance in Indonesia Stock Exchange

    Riyanto, Setyo; Sutrisno, Ady; Ali, Hapzi

    2017-01-01

    In the face of the Asean economic community role of capital market demanded to be pro-active. The capital market expected to have contribution to the Indonesian economy by preparing regulations in accordance with the actual of economic conditions which would require of human resources who has a good performance at Indonesia stock exchange (IDX) as the regulator of capital market in Indonesia. This research aims to know the influence of working motivation toward employee performance at IDX, to...

  12. 41 CFR 102-42.40 - When is an appraisal necessary?

    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...

  13. 49 CFR 1242.78 - Employees performing clerical and accounting functions, and loss and damage claims processing...

    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...

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

    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

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

    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.

  16. A study on relationship between quality of life and employee performance

    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.

  17. Motivating Peak Performance: Leadership Behaviors That Stimulate Employee Motivation and Performance

    Webb, Kerry

    2007-01-01

    The impact of leader behaviors on motivation levels of employees was examined in this study. Two hundred twenty-three vice presidents and chief officers from 104 member colleges and universities in the Council for Christian Colleges and Universities were sampled. Leaders were administered the Multifactor Leadership Questionnaire (MLQ-rater…

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

    Pietro Bonifaci

    2015-12-01

    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.

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

    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.

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

    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.

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

    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.

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

    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.

  3. An appraisal of the 1992 preliminary performance assessment for the Waste Isolation Pilot Plant

    Lee, W.W.L.; Chaturvedi, L.; Silva, M.K.; Weiner, R.; Neill, R.H.

    1994-09-01

    The purpose of the New Mexico Environmental Evaluation Group is to conduct an independent technical evaluation of the Waste Isolation Pilot Plant (WIPP) Project to ensure the protection of the public health and safety and the environment. The WIPP Project, located in southeastern New Mexico, is being constructed as a repository for the disposal of transuranic (TRU) radioactive wastes generated by the national defense programs. The Environmental Evaluation Group (EEG) has reviewed the WIPP 1992 Performance Assessment (Sandia WIPP Performance Assessment Department, 1992). Although this performance assessment was released after the October 1992 passage of the WIPP Land Withdrawal Act (PL 102-579), the work preceded the Act. For individual and ground-water protection, calculations have been done for 1000 years post closure, whereas the US Environmental Protection Agency's Standards (40 CFR 191) issued in 1993 require calculations for 10,000 years. The 1992 Performance Assessment continues to assimilate improved understanding of the geology and hydrogeology of the site, and evolving conceptual models of natural barriers. Progress has been made towards assessing WIPP's compliance with the US Environmental Protection Agency's Standards (40 CFR 191). The 1992 Performance Assessment has addressed several items of major concern to EEG, outlined in the July 1992 review of the 1991 performance assessment (Neill et al., 1992). In particular, the authors are pleased that some key results in this performance assessment deal with sensitivity of the calculated complementary cumulative distribution functions (CCDF) to alterative conceptual models proposed by EEG -- that flow in the Culebra be treated as single-porosity fracture-flow; with no sorption retardation unless substantiated by experimental data

  4. Critical appraisal of the Vienna consensus: performance indicators for assisted reproductive technology laboratories.

    Lopez-Regalado, María Luisa; Martínez-Granados, Luis; González-Utor, Antonio; Ortiz, Nereyda; Iglesias, Miriam; Ardoy, Manuel; Castilla, Jose A

    2018-05-24

    The Vienna consensus, based on the recommendations of an expert panel, has identified 19 performance indicators for assisted reproductive technology (ART) laboratories. Two levels of reference values are established for these performance indicators: competence and benchmark. For over 10 years, the Spanish embryology association (ASEBIR) has participated in the definition and design of ART performance indicators, seeking to establish specific guidelines for ART laboratories to enhance quality, safety and patient welfare. Four years ago, ASEBIR took part in an initiative by AENOR, the Spanish Association for Standardization and Certification, to develop a national standard in this field (UNE 17900:2013 System of quality management for assisted reproduction laboratories), extending the former requirements, based on ISO 9001, to include performance indicators. Considering the experience acquired, we discuss various aspects of the Vienna consensus and consider certain discrepancies in performance indicators between the consensus and UNE 179007:2013, and analyse the definitions, methodology and reference values used. Copyright © 2018. Published by Elsevier Ltd.

  5. Do new production concepts and a new management of employment relations, yield higher employee performance and low job strain?

    Kraan, K.; Oeij, P.

    2006-01-01

    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

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

    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.

  7. Clusters of Tasks Performed by Merchandising Employees Working in Three Standard Industrial Classifications of Retail Establishments. Final Report, No. 20.

    Ertel, Kenneth Arthur

    The study assembled up-to-date facts by questionnaire about major types of tasks actually performed by merchandising employees working in department, variety, and general merchandise stores in King and Pierce Counties, Washington. This population closely matched the national percentages, and responses of 609 employees provided data for the study.…

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

    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

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

    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

  10. Delighting the Customer: Creativity-Oriented High-Performance Work Systems, Frontline Employee Creative Performance, and Customer Satisfaction

    Martinaityte, Ieva; Sacramento, Claudia; Aryee, Samuel

    2016-01-01

    Drawing on self-determination theory, we proposed and tested a cross-level model of how perceived creativity-oriented high-performance work systems (HPWS) influence customer satisfaction. Data were obtained from frontline employees (FLEs), their managers, and branch records of two organizations (retail bank and cosmetics) in Lithuania. Results of multilevel structural equation modeling analyses revealed partial support for our model. Although perceived creativity-oriented HPWS related to crea...

  11. Performance Effects of Measurement and Analysis: Perspectives from CMMI High Maturity Organizations and Appraisers

    2010-06-01

    process performance. Prediction intervals. The unchecked techniques may be used, but I don’t have personal knowledge of it. SWOT SMART VI-1...not the result of the work of one or two bad apples . In nine of the 15 cases we had to completely rework their measurement 118 | CMU/SEI-2010-TR

  12. An Analysis of Training and Employee Performance: A Case Study in a Telecommunication Company in Erbil

    Karwan Hushyar Sherwani

    2015-12-01

    Full Text Available The purpose of the research is to analyze the training program offered by a telecommunication company in Erbil city. This study applied quantitative study. 100 questionnaires had been distributed among the employees and managers and 93 of them were received. The questionnaire consisted of three parts, demographic, training questionnaire, and employee selection for training. The data collected was analyzed with SPSS V. 20, using descriptive, frequencies, and reliability test analysis. The reliability test is .757, the findings were analyzed and discussed based on the respondents perception. The results indicated the success of the training program to improve the employee‘s abilities to solve work obstacles, productivity, efficiency and specifically their performance. The results showed that respondents agree with the relevance of the training program with their tasks and duties.

  13. A study on impact of Job role stressors on Frontline employee role performance towards the customers

    Kasturi Naik

    2016-03-01

    Full Text Available Rapid developments in the Indian Economy post-liberalization in 1991 have prompted institutions like the World Bank to forecast that India would be the fourth largest economy in the world by 2020 (Budhwar and Bhatnagar, 2009. Following globalization this has attracted a large numbers of foreign investors and companies to India. HRM in India has evolved as a specialised function (Budhwar and Bhatnagar, 2009. According to Budhwar and Bhatnagar, 2009 India had a long history of labour legislation and industrial relations and there are many challenges to the HRM systems in India, due to the diverse nature of India’s society which is marked by regional, sectoral, socio-cultural and political variation. In such a climate it is extremely difficult to have a uniform HR system. According to Wheatherly and Tansik (1993 employees have to deal with the demands from superiors as well as the needs and wishes of customers. Because of such a boundary spanning role, the retail frontline employees are in dilemma whether to customize the retail services as per customers needs or to obey the organizational guidelines and procedures (Bitner, 1990. This dilemma often leads to job role stress. There are different types of job role stress (Pareek, 1993 of these the research under study deals with the two job role stressors prominent in retail industry job role conflict and job role ambiguity ( Kahn et.al, 1964. According to Heskett et al. (2003 front line employee’s behavior and perception affects the customer satisfaction and intent of buying behavior which in turn have impact on service productivity. There have been many studies conducted on job role stress and its impact on employee job performance but hardly any with respect to organized Indian retail sector.In the prior research studies it can be noted that employee point of view is hardly taken into consideration. Hence as an attempt to fill in this gap the research focuses on understanding how job role

  14. Stimulating Informal Learning Activities Through Perceptions of Performance Appraisal Quality and Human Resource Management System Strength: A Two-Wave Study

    Bednall, T.; Sanders, K.; Runhaar, P.R.

    2014-01-01

    Employees' participation in informal learning activities benefits their workplace performance, and ultimately their long-term career development. While research has identified several individual- and organizational-level factors that promote participation, to date, the role of human resource

  15. 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”

    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.

  16. Designing Appraisal Pattern for Performance of Superior League Football Teams by Emphasizing on Stakeholders’ Benefits

    Seyed Mehdi TAYEBI

    2016-03-01

    Full Text Available Performance assessment by stakeholders is a strategic process that this research formed based on Freeman Stakeholders’ theory (1986 and Lee Stakeholders’ model and its goal is replying to following questions in order to present proper model for performance assessment: Who are most important stakeholders of superior football teams? What are their most important purposes? What are most important actions for fulfilling their needs? The research information collected from ministry of sport and youth, federation, club universalities, library and f iled experts and in first stage based on Freeman theory and past studies and experts’ opinions, a questionnaire was developed with Cronbach alpha coefficient of 0.891 and by using Shannon entropy model and TOPSIS method extracted 9 priorities out of 21. In second stage, a second questionnaire was developed with Cronbach alpha coefficient of 0.928 and 20 most important requests out of 71extracted by TOPSIS method. In 3rd stage, a third questionnaire was developed through interview with managers of 3 sup erior leagues and took measures to examine most implorations actions for providing stakeholders requests that 49 executive actions was recognized and performed by QFD model and quality house model indicated relation among requests of stakeholders, actions, weighting and ranked ultimately 24 important actions was recognized and by using results and normalization, performance assessment model extracted from above three processes that indicated victory result and monetary benefits included their most important requests and teams shall take action to establish clear financial and planning unit and shall be assessed periodically.

  17. Analisis Market Performance Dengan Pendekatan Capm Dan Appraisal Ratio Serta Pengaruhnya Terhadap Variasi Harga Saham Syariah

    Nur Aisyah, Esy

    2015-01-01

    The success of Jakarta Islamic Index as an index that has the largest market capitalization that is visible from the aggregate value of shares JII significantly compared to the capitalization of all shares diperdagangkan.Namun active in a market, there are always investors who do not agree with the market consensus due to stock market performance is not always walk in the same direction with high market capitalization. For companies that go public stock prices is an indicator of the value Per...

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

    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.

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

    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.

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

    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).

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

    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.

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

    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.

  3. An appraisal of the performance of the economic and financial crimes commission in Nigeria.

    Sowunmi, Fatai Abiola; Adesola, Muniru Adekunle; Salako, Mudashiru Abiodun

    2010-12-01

    This article examines how an anti-graft body, the Economic and Financial Crime Commission (EFCC), has fared in reducing the incidence of corruption in Nigeria, in particular, bank fraud, Internet scam, and bad governance. It first discusses the corruption situation in Nigeria by highlighting public office holders who have been associated with corruption charges. A Likert-type scale is used in designing the questionnaire for data collection. Descriptive and chi-square analyses are used, and results reveal that the performance of the EFCC has been affected by government interference (p .05), bad governance and advance fee fraud have recorded appreciable reduction (p < .05). Areas of success as well as challenges that need to be addressed are identified. Specifically, it is recommended that the bill that established EFCC should be amended to reduce government interference and improve its manpower development, especially in the areas of fraud and Internet scam detection.

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

    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.

  5. Characteristics of shift work and their impact on employee performance and wellbeing: A literature review.

    Dall'Ora, Chiara; Ball, Jane; Recio-Saucedo, Alejandra; Griffiths, Peter

    2016-05-01

    To identify the characteristics of shift work that have an effect on employee's performance (including job performance, productivity, safety, quality of care delivered, errors, adverse events and client satisfaction) and wellbeing (including burnout, job satisfaction, absenteeism, intention to leave the job) in all sectors including healthcare. A scoping review of the literature was undertaken. We searched electronic databases (CINAHL, MEDLINE, PsychINFO, SCOPUS) to identify primary quantitative studies. The search was conducted between January and March 2015. Studies were drawn from all occupational sectors (i.e. health and non health), meeting the inclusion criteria: involved participants aged ≥18 who have been working shifts or serve as control group for others working shifts, exploring the association of characteristics of shift work with at least one of the selected outcomes. Reference lists from retrieved studies were checked to identify any further studies. 35 studies were included in the review; 25 studies were performed in the health sector. A variety of shift work characteristics are associated with compromised employee's performance and wellbeing. Findings from large multicentre studies highlight that shifts of 12h or longer are associated with jeopardised outcomes. Working more than 40h per week is associated with adverse events, while no conclusive evidence was found regarding working a 'Compressed Working Week'; working overtime was associated with decreased job performance. Working rotating shifts was associated with worse job performance outcomes, whilst fixed night shifts appeared to enable resynchronisation. However, job satisfaction of employees working fixed nights was reduced. Timely breaks had a positive impact on employee fatigue and alertness, whilst quick returns between shifts appeared to increase pathologic fatigue. The effect of shift work characteristics on outcomes in the studies reviewed is consistent across occupational sectors

  6. THE IMPACT OF EMPLOYEE-ORGANIZATION RELATIONSHIP ON INDIVIDUALS’ BEHAVIORAL OUTCOMES OF TASK-RELATED PERFORMANCE, CONTEXTUAL PERFORMANCE AND INTENTION TO TURNOVER: AN EVALUATION WITH SOCIAL EXCHANGE THEORY

    Seçil BAL TAŞTAN

    2014-01-01

    Full Text Available THE IMPACT OF EMPLOYEE-ORGANIZATION RELATIONSHIP ON INDIVIDUALS’ BEHAVIORAL OUTCOMES OF TASK-RELATED PERFORMANCE, CONTEXTUAL PERFORMANCE AND INTENTION TO TURNOVER: AN EVALUATION WITH SOCIAL EXCHANGE THEORY

  7. AN EXPLORATORY STUDY OF THE RELATIONSHIP BETWEEN NON-MONETARY WELFARE PROGRAMS AND EMPLOYEE PERFORMANCE AMONG NON-TEACHING STAFF IN INSTITUTIONS OF HIGHER LEARNING IN KENYA

    Linda Njeru; Abel M. Moguche; Fredrick M. Mutea

    2017-01-01

    Welfare programs are concerned with the total wellbeing of employees both at work and at home. Non-monetary welfare programs in the workplace are offered by employers in the hope of winning the satisfaction index of an employee and hence increasing employee engagement and commitment, which equally translate to increased productivity, reduced turnover and enhanced employee loyalty. Several experts assert that non-monetary welfare programmes have long lasting effects on employee performance sin...

  8. Leadership Styles of Russian Enterprise Managers: The Effect of Transactional and Transformational Behaviors on Employees' Evaluation of Managerial Performance.

    Ardichvili, Alexander

    2001-01-01

    Identifies leadership styles of Russian enterprise managers and determines how theses styles are related to employees' subjective evaluation of managerial performance. Highlights include laissez-faire leadership, transactional leadership, and transformational leadership; international leadership research; and implications for Russian leadership…

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

    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.

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

    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.

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

    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...

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

    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.

  13. Is it better to be average? High and low performance as predictors of employee victimization.

    Jensen, Jaclyn M; Patel, Pankaj C; Raver, Jana L

    2014-03-01

    Given increased interest in whether targets' behaviors at work are related to their victimization, we investigated employees' job performance level as a precipitating factor for being victimized by peers in one's work group. Drawing on rational choice theory and the victim precipitation model, we argue that perpetrators take into consideration the risks of aggressing against particular targets, such that high performers tend to experience covert forms of victimization from peers, whereas low performers tend to experience overt forms of victimization. We further contend that the motivation to punish performance deviants will be higher when performance differentials are salient, such that the effects of job performance on covert and overt victimization will be exacerbated by group performance polarization, yet mitigated when the target has high equity sensitivity (benevolence). Finally, we investigate whether victimization is associated with future performance impairments. Results from data collected at 3 time points from 576 individuals in 62 work groups largely support the proposed model. The findings suggest that job performance is a precipitating factor to covert victimization for high performers and overt victimization for low performers in the workplace with implications for subsequent performance.

  14. Factors impacting on employee performance: A case study of the royal Swaziland police service

    Nirmala Dorasamy

    2015-08-01

    Full Text Available The principal challenge for most organisations is to ensure that the performance of employees will result in the effectiveness and success of any organisation. The Royal Swaziland Police Service (RSPS, in order to differentiate itself from other organisations and ensure survival effectiveness and competitiveness, must render services of high quality. The key findings of the RSPS study suggest that the most positive factors of job satisfaction are receiving respect from the community and relations with colleagues, while the negative aspects are that salaries are not equal to effort put into the job and fear of victimization after voicing a personal opinion.

  15. Performance appraisal of expectations

    Russkikh G.A.

    2016-11-01

    Full Text Available this article provides basic concepts for teachers to estimate and reach planned students’ expectations, describes functions and elements of expectations; nature of external and internal estimate, technology to estimate the results, gives recommendations how to create diagnostic assignments.

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

    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).

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

    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.

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

    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.

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

    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.

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

    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.

  1. Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.

    Greguras, Gary J; Diefendorff, James M

    2009-03-01

    Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. (c) 2009 APA, all rights reserved.

  2. Analyzing the Effect of Stress and Task Conflicts Toward Employee Performance at PT. Bank Negara Indonesia (Persero) Tbk. Manado

    Agustian, Desberini Enestha

    2015-01-01

    Nowadays, employee often face Stress and Task Conflicts, because there will always be people or things that make them uncomfortable; and it includes people with different opinion whether it as at home or workplace. The researcher did this research in PT. Bank Negara Indonesia (BNI Bank) Persero Tbk. Manado. The purpose of this study is to analyze the effect of Stress and Task Conflicts on Employee Performance. In this research the researcher uses Associative method with Multiple Regression An...

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

    Lei Qi; Bing Liu

    2017-01-01

    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. ...

  4. International HRM in the IJVs: the impacts of interpersonal relationships between employees from different cultural backgrounds on the work performance

    Jiang, Cheng

    2013-01-01

    Purpose: Human resource issues are one of the most significant problems in the management of international joint ventures (IJVs). This study aims to investigate the possible impacts of interpersonal relationships between Chinese employees and foreign employees in China’s Sino-foreign joint ventures on employees’ work performance. At first, this study examines the possible influences of interpersonal relationships between people from different cultural backgrounds on group processes. Then, the...

  5. An analysis of the direct and mediated effects of employee commitment and supply chain integration on organisational performance

    Alfalla-Luque, Rafaela; Marín García, Juan Antonio; Medina-Lopez, Carmen

    2015-01-01

    This paper focuses on the interrelationships among the different dimensions of supply chain integration. Specifically, it examines the relationship between employee commitment and supply chain integration dimensions to explain several performance measures, such as flexibility, delivery, quality, inventory and customer satisfaction. Very little research has been conducted onto this topic, since employee commitment is rarely included as an antecedent of the effect of supply chain integration on...

  6. The Effect of Job Characteristic, Welfare and Work Environment to Employee Performance at PT. Federal International Finance Manado

    Walangitan, Mac Donald; Mandey, S. L.; Tulandi, Christy

    2015-01-01

    Job characteristic is the determinant of the fit between person with a particular line of work that explored. Welfare is the remuneration provided by the company based on the company rules. Work environment is physical and non-physical workplaces that have direct effect on employee. The purpose of this study is to determine the influence of job characteristic, welfare and work environment on employee performance at PT. Federal International Finance Manado. The population in the study is 65 e...

  7. Speak up! Enhancing risk performance with enterprise risk management, leadership style and employee voice

    Sax, Johanna; Torp, Simon

    2015-01-01

    Purpose: – The purpose of this paper is to test the effect of psychological safety and participative leadership style on risk performance as well as its interaction with enterprise risk management (ERM) processes to evaluate if a decentralisation in the form of a safe environment and participative......: – The paper finds that not only do both ERM and participative leadership style enhance risk performance but a positive interaction effect is also found. In addition, the findings suggest that a safe environment precede participative leadership style indicating this as a prerequisite for management...... to introduce participative leadership style. These findings underpin that an effective risk management system should include both a holistic, formalised ERM system and organisational initiatives that enhance a strategic responsiveness through employee involvement. Originality/value: – The current study...

  8. Experimental appraisal of personal beliefs in science: constraints on performance in the 9 to 14 age group.

    Howe, C; Tolmie, A; Sofroniou, N

    1999-06-01

    Recent curricula initiatives have promoted experimentation as a means by which relatively young children can appraise their personal beliefs and thereby modify these beliefs towards received scientific ideas. However, key psychological theories signal problems, and the enterprise is not in any event securely grounded in empirical research. As a consequence, the study reported here aimed to provide comprehensive information about children's abilities to use experimentation to appraise their beliefs, while allowing full exploration of theorized constraints. The study involved 24 children at each of three age levels within the 9 to 14 range. The children were first interviewed to establish their beliefs about influences on outcome in four educationally significant topic areas: flotation, pressure, motion and shadows. Subsequently, they were asked to conduct investigations to determine whether selected beliefs were correct. The results showed that, regardless of age or topic, very few children appreciated that to explore whether some variable is influencing outcome it is necessary to manipulate that variable experimentally and that variable only. There was a strong tendency to manipulate other variables, a tendency attributed to the intrusion of everyday reasoning practices into the experimental context. Once extraneous variables had been introduced, the children experienced great difficulties with subsequent stages in the experimental process, e.g., predicting, observing and drawing conclusions. It is concluded that experimentation as a means of appraising beliefs is not straightforward in the 9 to 14 age group, and that the pattern of difficulties has psychological significance given the background theories. Nevertheless, while not straightforward, experimental appraisal remains possible given appropriate teacher support, and proposals are made as to the form which the support should take.

  9. Trouble Sleeping Associated With Lower Work Performance and Greater Health Care Costs: Longitudinal Data From Kansas State Employee Wellness Program.

    Hui, Siu-kuen Azor; Grandner, Michael A

    2015-10-01

    To examine the relationships between employees' trouble sleeping and absenteeism, work performance, and health care expenditures over a 2-year period. Utilizing the Kansas State employee wellness program (EWP) data set from 2008 to 2009, multinomial logistic regression analyses were conducted with trouble sleeping as the predictor and absenteeism, work performance, and health care costs as the outcomes. EWP participants (N = 11,698 in 2008; 5636 followed up in 2009) who had higher levels of sleep disturbance were more likely to be absent from work (all P work performance ratings (all P health care costs (P work attendance, work performance, and health care costs.

  10. Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction

    Janssen, O.; Van Yperen, N.W.

    As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance

  11. Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction

    Janssen, O.; Yperen, N.W. van

    2004-01-01

    As hypothesized, data form 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contract, a performance

  12. Engaging Employees: The Importance of High-Performance Work Systems for Patient Safety.

    Etchegaray, Jason M; Thomas, Eric J

    2015-12-01

    To develop and test survey items that measure high-performance work systems (HPWSs), report psychometric characteristics of the survey, and examine associations between HPWSs and teamwork culture, safety culture, and overall patient safety grade. We reviewed literature to determine dimensions of HPWSs and then asked executives to tell us which dimensions they viewed as most important for safety and quality. We then created a HPWSs survey to measure the most important HPWSs dimensions. We administered an anonymous, electronic survey to employees with direct patient care working at a large hospital system in the Southern United States and looked for linkages between HPWSs, culture, and outcomes. Similarities existed for the HPWS practices viewed as most important by previous researchers and health-care executives. The HPWSs survey was found to be reliable, distinct from safety culture and teamwork culture based on a confirmatory factor analysis, and was the strongest predictor of the extent to which employees felt comfortable speaking up about patient safety problems as well as patient safety grade. We used information from a literature review and executive input to create a reliable and valid HPWSs survey. Future research needs to examine whether HPWSs is associated with additional safety and quality outcomes.

  13. The effect of high correlated colour temperature office lighting on employee wellbeing and work performance.

    Mills, Peter R; Tomkins, Susannah C; Schlangen, Luc J M

    2007-01-11

    The effects of lighting on the human circadian system are well-established. The recent discovery of 'non-visual' retinal receptors has confirmed an anatomical basis for the non-image forming, biological effects of light and has stimulated interest in the use of light to enhance wellbeing in the corporate setting. A prospective controlled intervention study was conducted within a shift-working call centre to investigate the effect of newly developed fluorescent light sources with a high correlated colour temperature (17000 K) upon the wellbeing, functioning and work performance of employees. Five items of the SF-36 questionnaire and a modification of the Columbia Jet Lag scale, were used to evaluate employees on two different floors of the call centre between February and May 2005. Questionnaire completion occurred at baseline and after a three month intervention period, during which time one floor was exposed to new high correlated colour temperature lighting and the other remained exposed to usual office lighting. Two sided t-tests with Bonferroni correction for type I errors were used to compare the characteristics of the two groups at baseline and to evaluate changes in the intervention and control groups over the period of the study. Individuals in the intervention arm of the study showed a significant improvement in self-reported ability to concentrate at study end as compared to those within the control arm (p wellbeing and productivity in the corporate setting, although further work is necessary in quantifying the magnitude of likely benefits.

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

    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.

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

    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

  16. Do workaholism and work engagement predict employee well-being and performance in opposite directions?

    Shimazu, Akihito; Schaufeli, Wilmar B; Kubota, Kazumi; Kawakami, Norito

    2012-01-01

    This study investigated the distinctiveness between workaholism and work engagement by examining their longitudinal relationships (measurement interval=7 months) with well-being and performance in a sample of 1,967 Japanese employees from various occupations. Based on a previous cross-sectional study (Shimazu & Schaufeli, 2009), we expected that workaholism predicts future unwell-being (i.e., high ill-health and low life satisfaction) and poor job performance, whereas work engagement predicts future well-being (i.e., low ill-health and high life satisfaction) and superior job performance. T1-T2 changes in ill-health, life satisfaction and job performance were measured as residual scores that were then included in the structural equation model. Results showed that workaholism and work engagement were weakly and positively related to each other. In addition, workaholism was related to an increase in ill-health and to a decrease in life satisfaction. In contrast, work engagement was related to a decrease in ill-health and to increases in both life satisfaction and job performance. These findings suggest that workaholism and work engagement are two different kinds of concepts that are oppositely related to well-being and performance.

  17. Identifying Contextual Factors of Employee Satisfaction of Performance Management at a Thai State Enterprise

    Molraudee Saratun

    2013-11-01

    Full Text Available Normal 0 false false false IN X-NONE X-NONE MicrosoftInternetExplorer4 Although there has been an increase in Performance Management (PM literature over the years arguing that PM perceptions are likely to be a function of PM process components and contextual factors, the actual relationship between the contextual factors and employee satisfaction of PM remains little explored.  Extending previous research, this study examines relationships between contextual factors and employees’ PM satisfaction.  Derived from the literature, these contextual factors are motivation and empowerment of employees, role conflict, role ambiguity, perceived organisational support, procedural justice and distributive justice.  Seven directional hypotheses are tested accordingly through a series of regression analyses.  This article finds that these contextual factors, with the exception of role conflict, are directly predictive of enhanced employees’ PM satisfaction at the Thai state enterprise. Keywords: Performance management, contextual factors, performance management satisfaction, public organisations, Thailand. /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;}

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

    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.

  19. Employees' Perceived Opportunities to Craft and In-Role Performance: The Mediating Role of Job Crafting and Work Engagement.

    van Wingerden, Jessica; Poell, Rob F

    2017-01-01

    The present study was designed to gain knowledge of the relationship between employees' perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees' perceived opportunities to craft their job may predict their actual job crafting behavior, which may have consequences for their well-being and performance, no study has examined the relationships between these variables. We collected data among a heterogeneous group of Dutch employees ( N = 2090). Participants of the study reported their perceived opportunities to craft, job crafting behavior, work engagement and performance. Results indicated that individuals who experience a high level of opportunities to craft reported higher levels of job crafting behavior. In turn, perceived opportunities to craft and job crafting behavior related to higher levels of work engagement and subsequently performance. We discuss the implications of these findings for theory and practice.

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

    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.

  1. EFFECT OF STRESS AND PSYCHOLOGICAL OVERLOAD AT WORK ON PERFORMANCE OF EMPLOYEES

    MAREK ŠOLC

    2009-12-01

    Full Text Available The workload represents a factor which acts burdensome on human organism and, depending on its level affects well-being, or leads to disease or injury. As a result, there is a distortion in optimal working relationship in the system man – machine – environment, which may be reflected in the reduction of productivity and efficiency throughout the system. The contribution deals with the issue of the effects of stress and psychological overload at work, which affects significantly the performance of employees. The article describes the basic legislation regarding the workload in conditions of the Slovak Republic, it describes the types of loads, different causes, manifestations and consequences of load. According to theoretical knowledge about stress and loads, the questionnaire method was applied for assessment of mental workload in terms of working conditions level in the unnamed service organization.

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

    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…

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

    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.

  4. Data on impact of technological change on employees' cognitive attitude and organizational performance

    Chinyerem Adeniji

    2018-06-01

    Full Text Available Change is unavoidable for organizations just as it is in every sphere of life. Whatever the reasons are, organizations need to change, keeping in mind the end goal to survive and to be successful. Organizations operate in an environment where globalisation is the common expression of the phenomenon that is driving a great dynamism in the business environment across the world and no business is immune from the effects of this “globalisation”. Competition, policymaking and advancement in technology exist on a day-to-day basis (Hatch, 2009 as well as opportunities are no longer localised within a nation, region or continent, every business is now competing with competitors all over the world. These forces are in constant change and affect a large number of organizations, which involves creating new strategies and policies in order for the organizations to survive and compete within the global business world and also to improve organizational performance but, there are also many challenges as well as the intensification of competition. The usage of technology decides the quality and number of products and services to be delivered. Organizational and national restrictive execution and improvement are controlled by the state and types of technology. Technology likewise impacts the living states of individual and groups in organizations and countries and the relationship between them. Technology is inclined to change, and the condition of technology have direct connection to the relationship between the business and worker. Technology, labour and capital are interconnected. The data presented in this article is very salient in this regard Keywords: Technological change, Employee cognitive attitude, Employee performance, Manufacturing companies, Nigeria

  5. The Measurement, Evaluation, and Performance of Managers and Employees in Kosovo’s Enterprises

    Dr.Sc. Berim Ramosaj

    2015-02-01

    Full Text Available In the market economy and in terms of an increasing competition, enterprises try to use as effectively as possible all of their sources. Therefore, in such competitive environment, in order to develop the organization, it is necessary to manage human resources with various methods and techniques. Human resources that are motivated and well selected are considered as a competitive advantage for the enterprise. Training the managerial staff and employees helps in increasing business’s performance. A strategic and integrated approach to provide stable success for the enterprise is the improvement of performance for the people that work there by developing the practical and individual skills of the team. One of the elements that has been tried to be treated in this paper is the management of performance, the management of performance systems, the methods of evaluating the performance and the importance of measuring workers performance for the enterprise. This paper contains empirical data, collected through questionnaires and interviews, and also secondary data based on the existing literature about issues that have to do with the management of performance. Therefore, through this research we intend to analyze the measurement and evaluation of managers and workers’ performance in Kosovo enterprises by using comparative reviews. In order to be clear, we have first compiled a questionnaire which will help us in developing the contact. The implementation of the questionnaire, the methodology and the formation of the sample is realized by analyzing the determining factors that affect the measurement and evaluation of managers and workers performance. The research was realized with owners, managers and workers of enterprises in Kosovo. The sample is intentional (not probable. Having very little literature in this field, we hope to have helped at least a bit for everyone interested in this field.

  6. The effect of high performance work systems utilization on firm performance: does human resource attribution of employees matter?

    Shibiru Ayalew Melesse

    2016-12-01

    Full Text Available A large body of research suggests that high performance work systems (HPWSs that enhance employees’ competencies, and motivate them, leads to competitive advantage. HPWPs are radically not ‘new practices’; they have been around for many years and have already been adopted by various organizations. However, the link between HPWS adoption & firm performance is yet blurred. The aim of this paper was to examine the moderating role of employees’ HR attributions on the relationship between adoption of HPWSs and firm performance. The current paper argues that human resource (HR attribution of employees moderates the relationship between HPWS and firm performance such that the effective adoption of high performance work systems in an organization partly depends on the type of employees’ attributions (commitment versus control of HR practices in the company. More specifically, it is proposed that adoption of HPWS can be more effective in organizations where employees’ attributions of HR practices is commitment focus than in firms where employees’ attributions of HR practice is control focus. The study contributes to understanding the ‘black box’ of HRM-performance link. Theoretical and practical implications and future research directions are discussed.

  7. Varying influences of motivation factors on employees' likelihood to perform safe food handling practices because of demographic differences.

    Ellis, Jason D; Arendt, Susan W; Strohbehn, Catherine H; Meyer, Janell; Paez, Paola

    2010-11-01

    Food safety training has been the primary avenue for ensuring food workers are performing proper food handling practices and thus, serving safe food. Yet, knowledge of safe food handling practices does not necessarily result in actual performance of these practices. This research identified participating food service employees' level of agreement with four factors of motivation (internal motivations, communication, reward-punishment, and resources) and determined if respondents with different demographic characteristics reported different motivating factors. Data were collected from 311 food service employees who did not have any supervisory responsibilities. Intrinsic motivation agreement scores were consistently the highest of all four motivational factors evaluated and did not differ across any of the demographic characteristics considered. In contrast, motivation agreement scores for communication, reward-punishment, and resources did differ based on respondents' gender, age, place of employment, job status, food service experience, completion of food handler course, or possession of a food safety certification. In general, respondents agreed that these motivation factors influenced their likelihood to perform various safe food handling procedures. This research begins to illustrate how employees' demographic characteristics influence their responses to various motivators, helping to clarify the complex situation of ensuring safe food in retail establishments. Future research into why employee willingness to perform varies more for extrinsic motivation than for intrinsic motivation could assist food service managers in structuring employee development programs and the work environment, in a manner that aids in improving external motivation (communication, reward-punishment, and resources) and capitalizing on internal motivation.

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

    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.

  9. 78 FR 31924 - Appraisal Subcommittee; Policy Statements

    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...

  10. Proposing a Research Methodology to Evaluate the Relation Between Training Needs Assessment and Employee Performance

    2016-06-01

    FRAMEWORK The theoretical framework of the proposed study is rooted in employee motivation , perception on training effectiveness and the cause of positive...which can be explained as the motivating factors that do not encourage development or growth. For instance, many factors can motivate the employee ...of them offer any opportunities or chances for progress or development. The employee looking for development and growth will look for motivational

  11. A study of non-monetary rewards as a motivation tool for employee performance in Tesco

    Alegbejo, Titilayo B.

    2013-01-01

    2013 dissertation for MSc in Human Resource Management. Selected by academic staff as a good example of a masters level dissertation. \\ud \\ud \\ud The aim of this study was to critically evaluate the impact of non-monetary rewards on employee motivation, to determine which non-monetary reward motivates employees in Tesco and to investigate the value of non-monetary rewards to employees. The survey design was adopted in this study and data was collected through the distribution of questionnaire...

  12. Change in organizational justice and job performance in Japanese employees: A prospective cohort study.

    Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

    2015-01-01

    The aim of the present study was to investigate the association of one-year change in organizational justice (i.e., procedural justice and interactional justice) with job performance in Japanese employees. This study surveyed 425 men and 683 women from a manufacturing company in Japan. Self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the World Health Organization Health and Work Performance Questionnaire (WHO-HPQ) and the scales on demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the OJQ and WHO-HPQ were used again to assess organizational justice and job performance. The change in organizational justice was measured by dichotomizing each OJQ subscale score by median at baseline and follow-up, and the participants were classified into four groups (i.e., stable low, adverse change, favorable change and stable high). Analysis of covariance (ANCOVA) was employed. After adjusting for demographic and occupational characteristics and job performance at baseline, the groups classified based on the change in procedural justice differed significantly in job performance at follow-up (ANCOVA: F [3, 1097]=4.35, pperformance at follow-up compared with the stable low procedural justice group. The groups classified based on change in interactional justice did not differ significantly in job performance at follow-up (p>0.05). The present findings suggest that keeping the level of procedural justice high predicts higher levels of job performance, whereas the psychosocial factor of interactional justice is not so important for predicting job performance.

  13. How to control self-promotion among performance-oriented employees : The roles of task clarity and personalized responsibility

    Molleman, Eric; Emans, Ben; Turusbekova, Nonna

    2012-01-01

    Purpose - The purpose of this study is to analyze the relationship between the performance orientation of employees and self-promotion in the form of overstating one's performance. It is hypothesized that this relationship depends on task clarity and personalized responsibility.

  14. Pengaruh Job Satisfaction terhadap Financial Performance melalui Employee Engagement dan Competitive Advantage sebagai Intervening Variable pada Perusahaan Manufaktur di Surabaya

    Gunawan, Pricilia Sandra

    2014-01-01

    Penelitian ini bertujuan untuk mengetahui pengaruh langsung dari job satisfaction terhadap financial performance melalui employee engagement dan competitive advantage sebagai intervening variabel pada Perusahaan manufaktur di Surabaya. Penelitian ini menggunakan data primer yang diperoleh dari hasil penyebaran kuesioner pada 30 Perusahaan manufaktur publik di Surabaya dan juga menggunakan data sekunder yaitu laporan keuangan Perusahaan yang digunakan untuk mengukur financial performance Perus...

  15. The effect of high correlated colour temperature office lighting on employee wellbeing and work performance

    Tomkins Susannah C

    2007-01-01

    Full Text Available Abstract Background The effects of lighting on the human circadian system are well-established. The recent discovery of 'non-visual' retinal receptors has confirmed an anatomical basis for the non-image forming, biological effects of light and has stimulated interest in the use of light to enhance wellbeing in the corporate setting. Methods A prospective controlled intervention study was conducted within a shift-working call centre to investigate the effect of newly developed fluorescent light sources with a high correlated colour temperature (17000 K upon the wellbeing, functioning and work performance of employees. Five items of the SF-36 questionnaire and a modification of the Columbia Jet Lag scale, were used to evaluate employees on two different floors of the call centre between February and May 2005. Questionnaire completion occurred at baseline and after a three month intervention period, during which time one floor was exposed to new high correlated colour temperature lighting and the other remained exposed to usual office lighting. Two sided t-tests with Bonferroni correction for type I errors were used to compare the characteristics of the two groups at baseline and to evaluate changes in the intervention and control groups over the period of the study. Results Individuals in the intervention arm of the study showed a significant improvement in self-reported ability to concentrate at study end as compared to those within the control arm (p Conclusion High correlated colour temperature fluorescent lights could provide a useful intervention to improve wellbeing and productivity in the corporate setting, although further work is necessary in quantifying the magnitude of likely benefits.

  16. The moderating role of employee positive well being on the relation between job satisfaction and job performance.

    Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

    2007-04-01

    This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, pjob satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. Copyright (c) 2007 APA, all rights reserved.

  17. An Evaluation of the Performance Diagnostic Checklist-Human Services to Assess an Employee Performance Problem in a Center-Based Autism Treatment Facility

    Ditzian, Kyle; Wilder, David A.; King, Allison; Tanz, Jeanine

    2015-01-01

    The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool designed to assess the environmental variables that contribute to poor employee performance in human services settings. We administered the PDC-HS to 3 supervisors to assess the variables that contributed to poor performance by 4 staff members when securing…

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

    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...

  19. 5 CFR 430.207 - Monitoring performance.

    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...

  20. 5 CFR 430.206 - Planning performance.

    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...

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

    Jeffrey R. Bentley

    2017-05-01

    Full Text Available 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.

  2. Management commitment to service quality, job embeddedness, and performance outcomes: A study of hotel employees in Romania

    Cojocaru, Georgiana

    2011-01-01

    ABSTRACT: The purpose of this thesis is to develop and test a conceptual model that examines the relationships among management commitment to service quality, job embeddedness, and performance outcomes. Training, empowerment, and rewards are the indicators of management commitment to service quality. Service recovery performance and extra-role customer service are the performance variables. The aforementioned relationships were tested via data obtained from employees in the four- and f...

  3. Integrated and isolated impact of high-performance work practices on employee health and well-being : A comparative studie

    Ogbonnaya, C.; Daniels, K.; Connolly, S.; van Veldhoven, M.J.P.M.

    2017-01-01

    We investigate the positive relationships between high-performance work practices (HPWP) and employee health and well-being and examine the conflicting assumption that high work intensification arising from HPWP might offset these positive relationships. We present new insights on whether the

  4. IDENTIFICATION OF MAJOR TASKS PERFORMED BY MERCHANDISING EMPLOYEES WORKING IN THREE STANDARD INDUSTRIAL CLASSIFICATIONS OF RETAIL ESTABLISHMENTS.

    ERTEL, KENNETH A.

    BY QUESTIONNAIRE, FACTS WERE OBTAINED REGARDING 12 CATEGORIES OF MERCHANDISING PERFORMED BY 609 SUPERVISORY AND NONSUPERVISORY PERSONNEL OF 33 DEPARTMENT, LIMITED-PRICE VARIETY, AND GENERAL MERCHANDISING STORES. THIS SAMPLE WAS SELECTED FROM A POPULATION OF 13,643 MERCHANDISING EMPLOYEES, WORKING IN A TOTAL OF 234 FIRMS, IN KING AND PIERCE…

  5. Internet Usage, User Satisfaction, Task-Technology Fit, and Performance Impact among Public Sector Employees in Yemen

    Isaac, Osama; Abdullah, Zaini; Ramayah, T.; Mutahar, Ahmed M.

    2017-01-01

    Purpose: The internet technology becomes an essential tool for individuals, organizations, and nations for growth and prosperity. The purpose of this paper is to integrate the DeLone and McLean IS success model with task-technology fit (TTF) to explain the performance impact of Yemeni Government employees. Design/methodology/approach:…

  6. Practice of performance appraisal for directors of Shanghai public hospitals%上海市级公立医院院长绩效考核实践

    岑珏; 赵军; 汤磊; 厉传琳; 陈建平; 郭永瑾; 许岩; 高解春; 王锦福; 尹远芳; 赵明; 徐文静; 宋国明; 张琳琼

    2015-01-01

    Objective To explore methods for performance appraisal of directors of municipal hospitals in Shanghai.Methods To assess the management performance of directors of 24 tertiary hospitals each year,measured by five dimensions of social satisfaction,management efficiency,capital operation,development sustainability and staff satisfaction,and 23 indexes.Results Implementation of the performance appraisal has witnessed constant improvement of patient satisfaction and quality of medical care,as well as rational control of medical expenses and cost.In 2014 for example,the cost of emergency/outpatients per visit at such hospitals were 312 yuan and 1 5 600 yuan per hospitalization respectively,with 7.6 days of stay in average.Also improved were service efficiency,clinical research output and hospital business performance in general.Conclusion Performance appraisal of directors of public hospitals proves an important means for guiding the hospitals to adhere to public welfare, consistent with the government medical institution operation target, and to strengthen internal management of such hospitals.%目的:探索上海市级医院院长绩效考核方法。方法围绕社会满意、管理有效、资产运营、发展持续、职工满意5方面23项指标,每年考核24家三级医院院长的管理业绩。结果实施绩效考核后,市级医院患者满意度和医疗护理质量不断得到提升,医疗费用和成本得到合理控制。2014年,市级医院门急诊和住院均次费用分别为312元和1.56万元,平均住院日为7.6天。医疗服务效率得到提高,临床科研实力得以增强,医院整体绩效得到改善。结论公立医院院长绩效考核是引导医院坚持公益性、紧贴政府办医方向、促进公立医院加强内部绩效管理的重要手段。

  7. 12 CFR 722.5 - Appraiser independence.

    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...

  8. The Quality of Management Information Systems and Its Effect on the Employees Performance at the Yemeni Public Telecommunication Corporation

    عبد اللطيف مصلح محمد عايض

    2017-10-01

    Full Text Available In spite of the interest of many organizations in the development of information systems, some organizations did not give enough attention to this issue, including the Yemeni organizations. This is what the researchers noted in their dealings with some of these organizations. The Yemeni Public Telecommunications Corporation is one of them. It was noted that some of the administrative units concerned with the application of management information systems in the organization have certain weaknesses in some dimensions of the employees performance in the organization, and this may be due to the quality of their management information systems. This study aimed at demonstrating the effect of the quality of management information systems on the employees performance that was applied on the Public Telecommunication Corporation (PTC. The population of the study included all users of management information systems in PTC totaling (117 employees. Their number was, to some extent, small, so they were selected to be the study sample. To achieve the objectives of the study, the descriptive and analytical method was used. To collect the data of the study, a questionnaire was developed and validated to measure the study objectives and to test its hypotheses.  To analyze the data, (SPSS program was used. The study found a set of conclusions the most important of which was that the level of both the quality of management information systems and the performance of employees in the Yemeni Public Telecommunications Corporation was high. Moreover, there was a positive effect for the quality of management information systems on the employees’ performance in PTC. Keywords: Quality of management information systems, Employees performance, Yemeni Public Telecommunications Corporation.

  9. Analysis of Workplace Ergonomics on Employee Performance in PT. Bni (Persero) Tbk. Main Branch Office Manado

    Manggo, Isra

    2014-01-01

    As the worldwide business competition gets tougher every year, companies have to compound their strategies in keeping their best talents within the organization. One of the essential keys in keeping their best employees is through the consideration of ergonomic aspects for the office design. One of the advantages of following ergonomic workplace is that it aids to minimize the harmful effects of carelessness, damage to equipment, or even injury to death to employees. The main objectives of th...

  10. The relationship between employees' perceptions of human resource systems and organizational performance: examining mediating mechanisms and temporal dynamics.

    Piening, Erk P; Baluch, Alina M; Salge, Torsten Oliver

    2013-11-01

    Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outcomes over time. The dynamic panel data analyses provide support for changes in employees' experience of an HR system being related to subsequent changes in customer satisfaction, as mediated by changes in job satisfaction, albeit these effects decrease over time. Moreover, our longitudinal analyses highlight the importance of feedback effects in the HRM-performance chain, which otherwise appears to evolve in a cyclical manner. (c) 2013 APA, all rights reserved.

  11. Emotional Intelligence Effect and Side of Gender Spritual Intelligence against Performance of Employees in the West Sumatra Staffing Parliament

    Yusnaena Yusnaena

    2015-05-01

    Full Text Available Human resources play an important role in the organization of the company. Although supported by the infrastructure and sufficient financial resources, without the support of human resources who are competent in their respective fields of activities in the organization, the company will not run properly. It is proved that human resources are the key issue and have to be managed as well as possible, because as the key, human resources will determine the success of an organization's operational activities. Provincial Parliament stressed the need for employees who have emotional and spiritual balance accumulated in the form of morality working and able to work together in solid team work. It is necessary for emotional intelligence and spiritual intelligence. But the phenomenon in the field indicates the employee's performance is far from the desired expectation as there are many employees who are less concerned about jobs, less concerned about the peer delay - temporize absence of a sense of community work, is selfishness and want to win yourself all this illustrates the field of emotional intelligence oversight and intelligence spiritual so disturbing to the achievement of actual performance. This study is a descriptive study that compares the explanatory theories with circumstances that occur in the field. The sampling method selected is a total sampling technique. Data was processed using a multiple linear regression analysis formula. The results of this study conclude that the variables Emotional Intelligence have significant positive effect on employee performance in the Secretariat of the West Sumatra Provincial Parliament. The variable Spiritual Intelligence does not significantly influence the performance of employees of the West Sumatra Provincial Parliament Secretariat.

  12. The impact of high performance work systems in Irish companies: an examination of company and employee outcomes

    Mkamwa, Thadeus F.

    2010-01-01

    This study examines the impact of High Performance Work Systems (HPWS) on company and employee-level performance outcomes. At the company level, the study examines the outcomes of HPWS usage on innovation, productivity and turnover. The study uses data collected from 132 companies in Ireland who participated in a general manager (GM) and human resource (HR) manager survey conducted in 2006. This study shows that an extensive application ...

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

    Sajid Haider; Shaista Jabeen; Jamil Ahmad

    2018-01-01

    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 enha...

  14. EFFECT OF TRANSACTIONAL AND TRANSFORMATIONAL LEADERSHIP STYLE, MOTIVATION AND COMPETENCE TO PERFORMANCE OF EMPLOYEES PT. SANJAYATAMA LESTARI

    Jublina Oktora

    2016-09-01

    Full Text Available In this study, the objective is to conduct a systematic examination Effect of Transactional and Transformational Leadership Style, Motivation and Competence to Employee Performance PT. Sanjayatama Lestari. The samples used were employees of PT. Sanjayatama Lestari the number of respondents as many as 95 people. The analysis used is multiple linear regression. This study examined five variables: Transactional Leadership Style (X1, Transformational Leadership Style (X2, motivation (X3 and Competence (X4 as the independent variable and the performance (Y as the dependent variable. Partial test shows that the transactional leadership style influenced by 3.876 (positive and significant on the performance. Transformational leadership style also influenced significantly by 3.128. Furthermore, the motivation also has a significant influence amounted to 4.210 and the latter is the competence of significant influence amounted to 6.283.

  15. Does Multiple Leadership Styles Mediated by Job Satisfaction Influence Better Business Performance? Perception of MNC Employees in Malaysia

    Kader Ali Noor Nasir

    2016-01-01

    Full Text Available One of the biggest challenges facing leaders today is the need to develop new business models that stress on effective leadership styles, employee job satisfaction and sustainability without sacrificing the financial and non-financial performance. The objective of this study is to examine the relationship between leadership styles and business performance of multinational companies operating in Malaysia mediated by job satisfaction. A quantitative study, using self-administered structured questionnaire, are issued using purposive sampling via direct distribution to 150 employees working in MNC. Analysis using Statistical Package for the Social Sciences (SPSS and Partial Least Square (PLS indicated that spiritual leadership style has the highest significant influence on job satisfaction, followed by authentic leadership style, transformational leadership style, and transactional leadership style. In addition, job satisfaction has a mediating effect on the relationship between each of the leadership styles, namely, transactional, transformational, authentic, and spiritual on business performance.

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

    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...

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

    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.

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

    Serkan Bayraktaroglu; Emir Cickusic

    2014-01-01

    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 e...

  19. Trouble Sleeping Associated with Lower Work Performance and Greater Healthcare Costs: Longitudinal Data from Kansas State Employee Wellness Program

    Hui, Siu-kuen Azor; Grandner, Michael A.

    2015-01-01

    Objective To examine the relationships between employees’ trouble sleeping and absenteeism, work performance, and healthcare expenditures over a two year period. Methods Utilizing the Kansas State employee wellness program (EWP) dataset from 2008–2009, multinomial logistic regression analyses were conducted with trouble sleeping as the predictor and absenteeism, work performance, and healthcare costs as the outcomes. Results EWP participants (N=11,698 in 2008; 5,636 followed up in 2009) who had higher levels of sleep disturbance were more likely to be absent from work (all p performance ratings (all p performance, and healthcare costs. PMID:26461857

  20. Documenting Employee Conduct

    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…

  1. Integrated and isolated impact of high-performance work practices on employee health and well-being: A comparative study.

    Ogbonnaya, Chidiebere; Daniels, Kevin; Connolly, Sara; van Veldhoven, Marc

    2017-01-01

    We investigate the positive relationships between high-performance work practices (HPWP) and employee health and well-being and examine the conflicting assumption that high work intensification arising from HPWP might offset these positive relationships. We present new insights on whether the combined use (or integrated effects) of HPWP has greater explanatory power on employee health, well-being, and work intensification compared to their isolated or independent effects. We use data from the 2004 British Workplace Employment Relations Survey (22,451 employees nested within 1,733 workplaces) and the 2010 British National Health Service Staff survey (164,916 employees nested within 386 workplaces). The results show that HPWP have positive combined effects in both contexts, and work intensification has a mediating role in some of the linkages investigated. The results also indicate that the combined use of HPWP may be sensitive to particular organizational settings, and may operate in some sectors but not in others. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  2. Employee wellness program evaluation.

    2008-12-01

    Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

  3. Penentuan Sistem Kompensasi Berdasarkan Risk Assessment dan Performance Appraisal Karyawan (Studi Kasus: Petugas Operasional Pemadam Kebakaran Kota Padang

    Difana Meilani

    2016-12-01

    Full Text Available Risk is a possibility of the occurrence that may affect the achievement of objectives. Risk can give positive or negative effect. One of the jobs that have a high risk is firefighter job. Furthermore, a firefighter who are disciplined, responsible, and good in team work, they must be given a reward for their motivation. Therefore, the compensation that they get is equal with the potential risk and working achievement. The compensation of the risk and achievement is included in the extra payment of dangerous work (hazard pay and bonus based on working achievement of an employee (merit pay. Comparing to the old system, the compensation system will increase the firefighters' income from Rp 900.000 to Rp 1.297.280 every month. The addition will also increase the budget of Damkar from Rp 550.800.000 to Rp 793.935.156 every year.

  4. 20 CFR 439.640 - Employee.

    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...

  5. The Rating System for Assessing the Performance of Employees in Terms of the Quality Assurance of Activity of Educational Organization

    Stankevych Iryna V.

    2017-09-01

    Full Text Available The article is aimed at improving and developing a rating system for assessment of employees, in particular scientific and pedagogical workers, as an instrument to ensure the quality of activity of educational organization. The author has substantiated that a rating system both encourages the activities of higher education workers to provide quality training to higher education applicants and coordinates their efforts to raise the level of loyalty to the educational organization of consumers together with other parties interested, as well as to enhance its image in the market for educational services. The development of a rating system for an employee’s performance, as proposed by the author, should be accomplished not only at the expense of the assessment indicators, but also of the incentive methods, both direct and indirect. The publication provides an example of the practical application of the provisions of the rating system for assessing the performance of employees of educational organization, as proposed by the author.

  6. Computational reproducibility of "Goal relevance and goal conduciveness appraisals lead to differential autonomic reactivity in emotional responding to performance feedback" (Kreibig, Gendolla, & Scherer, 2012): A guide and new evidence.

    Kreibig, Sylvia D

    2017-09-01

    The emerging field of the psychophysiology of motivation bears many new findings, but little replication. Using my own data (Kreibig, Gendolla, & Scherer, 2012), I test the reproducibility of this specific study, provide the necessary materials to make the study reproducible, and instantiate proper reproducibility practices that other researchers can use as a road map toward the same goal. In addition, based on re-analyses of the original data, I report new evidence for the motivational effects of emotional responding to performance feedback. Specifically, greater appraisal of goal relevance amplifies the emotional response to events appraised as conducive (i.e., effort mobilization), but not to those appraised as obstructive to a person's goals (i.e., effort withdrawal). I conclude by providing a ten-step road map of best practices to facilitate computational reproducibility for future studies. Copyright © 2017 Elsevier B.V. All rights reserved.

  7. Quality Circles: How Effective Are They in Improving Employee Performance and Attitudes?

    Buch, Kimberly; Raban, Amiram

    1990-01-01

    Used a quasi-experimental design to assess the effect of a quality circle intervention on behavior and attitudes of 88 employees at a large Midwestern organization. Results provide mixed support for the purported ability of circles to improve work behavior with no change for absenteeism and productivity but positive change for quality of work.…

  8. Role stress in call centers: Its effects on employee performance and satisfaction

    Ruyter, de J.C.; Wetzels, M.G.M.; Feinberg, R.A.

    2001-01-01

    Call centers have become an important customer access channel as well as an important source of customer-related information. Frequently, call center employees experience role stress as a result of the conflicting demands of the company, supervisors, and customers. In this article, antecedents and

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

    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.

  10. Attachment and Interpersonal Specifics if Well-Being in Relation to Employee Job Performance of Contact Centres

    Ivana Tomanová Čergeťová; Lucia Bošiaková

    2015-01-01

    The research is focused on exploring of multiple relations between interpersonal and attachment characteristics, job performance, job satisfaction and well-being of employees in contact centres. Global assessment of well-being represents cognitive and emotional approach of one ́s life as a whole. However, global view can be deformed by distorted perception of reality, so therefore it is necessary to evaluate well-being not only in general, ...

  11. High performance work systems and employee well-being: a two stage study of a rural Australian hospital.

    Young, Suzanne; Bartram, Timothy; Stanton, Pauline; Leggat, Sandra G

    2010-01-01

    This paper aims to explore the attitudes of managers and employees to high performance work practices (HPWS) in a medium sized rural Australian hospital. The study consists of two stages. Stage one involved a qualitative investigation consisting of interviews and focus group sessions with senior, middle and line management at the hospital. Bowen and Ostroffs framework was used to examine how strategic HRM was understood, interpreted and operationalised across the management hierarchy. Stage one investigates the views of managers concerning the implementation of strategic HRM/HPWS. Stage two consisted of a questionnaire administered to all hospital employees. The mediation effects of social identification on the relationship between high performance work systems and affective commitment and job satisfaction are examined. The purpose of stage two was to investigate the views and effects of SHRM/HPWS on employees. It should be noted that HPWS and strategic HRM are used inter-changeably in this paper. At the management level the importance of distinctiveness, consistency and consensus in the interpretation of strategic HRM/HPWS practices across the organization was discovered. Findings indicate that social identification mediates the relationship between HPWS and affective commitment and also mediates the relationship between HPWS and job satisfaction. High performance work systems may play a crucial role facilitating social identification at the unit level. Such practices and management support is likely to provide benefits in terms of high performing committed employees. The paper argues that team leaders and managers play a key role in building social identification within the team and that organizations need to understand this role and provide recognition, reward, education and support to their middle and lower managers.

  12. Employee Housing: A Time for Reassessment.

    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)

  13. The role of leader behaviors in hospital-based emergency departments' unit performance and employee work satisfaction.

    Lin, Blossom Yen-Ju; Hsu, Chung-Ping C; Juan, Chi-Wen; Lin, Cheng-Chieh; Lin, Hung-Jung; Chen, Jih-Chang

    2011-01-01

    The role of the leader of a medical unit has evolved over time to expand from simply a medical role to a more managerial one. This study aimed to explore how the behavior of a hospital-based emergency department's (ED's) leader might be related to ED unit performance and ED employees' work satisfaction. One hundred and twelve hospital-based EDs in Taiwan were studied: 10 in medical centers, 32 in regional hospitals, and 70 in district hospitals. Three instruments were designed to assess leader behaviors, unit performance and employee satisfaction in these hospital-based EDs. A mail survey revealed that task-oriented leader behavior was positively related to ED unit performance. Both task- and employee-oriented leader behaviors were found to be positively related to ED nurses' work satisfaction. However, leader behaviors were not shown to be related to ED physicians' work satisfaction at a statistically significant level. Some ED organizational characteristics, however, namely departmentalization and hospital accreditation level, were found to be related to ED physicians' work satisfaction. Copyright © 2010 Elsevier Ltd. All rights reserved.

  14. Pengaruh Job Satisfaction terhadap Financial Performance melalui Employee Engagement dan Competitive Advantage sebagai Intervening Variable pada Perusahaan Retail Publik di Surabaya

    Widjaja, Johan

    2014-01-01

    Penelitian ini bertujuan untuk mengetahui pengaruh langsung yang signifikan dan positif dari job satisfaction terhadap employee engagement, employee engagement terhadap competitive advantage, dan competitive advantage terhadap financial performance, pada Perusahaan retail publik di Surabaya. Penelitian ini berbentuk penelitian kuantitatif, dimana data diperoleh melalui penyebaran kuisioner dan menggunakan rasio analisa laporan keuangan kepada Perusahaan retail publik di Surabaya. Data yang di...

  15. Distribucijske greške u procesu procjene performansi zaposlenih/Distribution errors in the employee performance evaluation process

    Vesko M. Lukovac

    2014-10-01

    Full Text Available Racionalno angažovanje, usmjeravanje i razvoj, motivisanje i nagrađivanje, unapređenje organizacijske efikasnosti i poslovanja teško se može ostvariti ukoliko se ne vrši ocjenjivanje kvaliteta rada zaposlenih. U literaturi o manadžmentu ova tehnika je poznata pod nazivom 'procjena performansi zaposlenih'. Performansa ili učinak može biti bilo neki mjerljiv rezultat koji je ostvaren, bilo ponašanje ili lične karakteristike neophodne za obavljanje određene aktivnosti u definisanom periodu. U poslednje vrijeme razvija se poseban menadžerski pristup - 'upravljanje uspješnošću' (Performance Management sa ciljem da se procjena performansi i upotreba rezultata procjene u rukovođenju, čiji je cilj unapređenje performansi - uspješnosti zaposlenih, integrišu. S obzirom na to da je procjena performansi zaposlenog najčešće rezultat subjektivnog suda procjenjivača o kvalitetu njegovog rada, mora se voditi računa o mogućim greškama koje karakterišu takav način prosuđivanja. Postoji više tipova grešaka koje procjenjivači mogu počiniti prilikom procesa procjene performansi zaposlenih, a u ovom radu prikazan je pristup identifikaciji i umanjenju distribucijskih grešaka procjenjivača, kao najrasprostranjenijih u organizacijama sa većim brojem zaposlenih. / It is difficult to achieve rational engagement, directing and developing, motivating, rewarding, and improving organizational efficiency, without the evaluation of the quality of job performance of employees. In management literature, this technique is known as 'employee performance evaluation'. Performance or productivity may be either a measurable result that has been achieved, or behaviour or personal characteristics necessary for performing certain activities in a defined period of time. Recently, a special management approach 'performance management' has been developed, in order to integrate the performance evaluation and the use of assessment results in management

  16. The Relationship between Attributional Style and Spiritual Intelligence and Job Performance of Employees of Tabriz University of Medical Sciences

    Mina Jasour

    2016-12-01

    Results: Based on Pearson correlation coefficient, SI was significantly correlated with job performance among the employees. In addition, there was a significant correlation between internal locus of control and job performance; however, external locus of control did not exhibit any correlation with job performance. Furthermore, the results showed a significant relationship between SI components and job performance (P = 0.000. The results of the regression analysis revealed that all the components of SI were predictors of variables for job performance (R2 = 0.26. Conclusion: Considering the tests, it was revealed that there is a positive and meaningful relation between the internal control of attributional style and the elements of the SI with personnel job performance. However, based on the result of the regression with the fixed amount of 26 percent, it seems necessary to pay attention to other effective elements on the performance of personnel, except internal control and elements of SI.

  17. PERFORMANCE ANALYSIS OF MAJOR AIRLINE COMPANIES IN UAE WITH REFERENCE TO PROFITABILITY, LIQUIDITY, EFFICIENCY, EMPLOYEE STRENGTH AND PRODUCTIVITY

    Indrani Hazarika

    2016-11-01

    Full Text Available The demand for air transport has been consistently increasing in UAE and has made significant growth in the aviation sector in terms of expansion and modernization. Within Dubai’s services sector, transport ranks first accounting for 14.8% of Dubai’s GDP in 2014.As per the Economics Report commissioned by Emirates and Dubai Airports, aviation sector is expected to contribute $53.1 billion to Dubai’s economy, 37.5 per cent to its GDP and will support over 750,000 jobs by 2020. The present study makes a comparative analysis of the top airline companies in UAE – Emirate Airlines and Air Arabia in terms of profitability, liquidity, efficiency and also Etihad Airways on employee strength and productivity from 2010 to 2014.Dubai’s aviation sector is projected to support over 1,194,700 jobs by 2030 and the total economic impact on UAE is expected to increase to $88.1 billion. The financial performance indicators of Emirates Airlines and Air Arabia has been compared and further analyzed to see if there is any significant impact of the macroeconomic indicators on the financial performance of the airline companies. Companies can create wealth either by increasing profit per employee or by increasing the number of employees earning such profits, or both.

  18. Effects of VIrtualIty on Employee Performance and CommItment: A Research

    Baysal, Zeynep; Baraz, Barış

    2017-01-01

    In the modern business world, due to the impact of technological advancements and globalisation,organisations are obliged to keep up with the change in order to seize new opportunities they encounterand overcome the obstacles in their way. Concepts of virtuality and virtual organisations are amongthese concepts which surfaced as a result of these changes. All white-collar employees have a certaindegree of virtuality and the fact that organisations are taking rapid steps towards virtualisation...

  19. Business Performance of Health Spa Tourism Providers in Relation to the Structure of Employees in the Republic of Croatia.

    Vrkljan, Sanela; Grazio, Simeon

    2017-12-01

    Health spa tourism services are provided in special hospitals for medical rehabilitation and health resorts, and include controlled use of natural healing factors and physical therapy under medical supervision in order to improve and preserve health. Health tourism is a service industry and therefore labor-intensive industry in which human resources are one of the key factors of business success. The aim of this study was to analyze business performance of special hospitals for medical rehabilitation and health resorts in Croatia in relation to the structure of employees, specifically the number of physicians and total medical personnel, as well as the share of physicians and medical personnel in the total number of employees. The assumption was that those who employ more physicians and medical employees are more successful. The empirical research was conducted and the assumption was tested firstly by correlation analysis and afterwards by regression analysis. The total number of employees in the researched health resorts and special hospitals amounted to 2,863, of which the share of physicians specialists accounted for almost 7%, while the share of total medical staff was almost 53%. From the results of our research, it can be concluded that special hospitals for medical rehabilitation and health resorts, which employ more physicians and medical personnel, are achieving better financial business performance. Based on the results obtained, it is possible to provide guidance for further growth and development in the direction of basing the primary offer on medical-health offer, rather than on wellness offer, which is a strong trend in the world. These findings are important for planning the health and tourism policies in Croatia and similar countries.

  20. Attachment and Interpersonal Specifics if Well-Being in Relation to Employee Job Performance of Contact Centres

    Ivana Tomanová Čergeťová

    2015-01-01

    Full Text Available The research is focused on exploring of multiple relations between interpersonal and attachment characteristics, job performance, job satisfaction and well-being of employees in contact centres. Global assessment of well-being represents cognitive and emotional approach of one ́s life as a whole. However, global view can be deformed by distorted perception of reality, so therefore it is necessary to evaluate well-being not only in general, but also as many different aspects of human life. This study is focused on working environment as one of thesignificant parts of life. Our sample consisted of 176 employees of contact centres, 116 of them were women (65,91% and 60 men (34,09%. The age range was from 21 to 56 years (average –29,78 years. The average length of employment of a telephone operator was 14 months. The major part of workforce were workers in permanent employment – 54,55% (N = 96, performance contract employees – 40,91% (N = 72, students employed based on agreement on temporary job of student – 3,41% (N = 6 and freelancers / self-employed – 1,14% (N = 2. The quantitative and qualitative data were obtained using standardised questionnaires. A short form of Egna Minnen Beträffande Uppfostran (s-E.M.B.U.; Willem et al., 1999, which is bas ed on Bowlby attachment theory, was used to measure attachment style. The interpersonal characteristics were measured by Interpersonal Check List (ICL; Kožený & Ganický, 1976. The job performance was measured by means of a call centre software system called Aheeva CCS Manager. Other questionnaires were focused on job satisfaction and well-being. The evaluation of job satisfaction was realised by means of Minnesota Satisfaction Questionnaire (MSQ; Weiss et al., 1967 and well-being was measured by means of two questionnaires - Satisfaction with Life Scale (SWLS; Diener, Emmons, Larsen, & Griffin, 1985 and Scales of Psychological Well-Being (SPWB; Ryff, 1989. The results of this study

  1. Employee Care

    Zavadilová, Eva

    2014-01-01

    The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

  2. The effect of Organizational Commitment and Job Pressure to Job Performance through the Job Satisfaction in Employees Directorate transformation Technology Communication and Information Indonesia

    Winarja, Waluya; Sodikin, Akhmad; Widodo, Djoko Setyo

    2018-01-01

    This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involvin...

  3. A study on effects of the best human resource management methods on employee performance based on Guest model: A case study of Charmahal-Bakhtiari Gas distribution firm

    Mashallah Valikhani Dehaghani

    2013-03-01

    Full Text Available Human resource management plays an essential role on the success of any business units such as utility firms. In this paper, we present a study to investigate the effects of different human resource management on employee performance. The proposed study is applied on one of gas distribution units in province of Charmahal-Bakhtiari, which is located west part of Iran. There were 161 people working for this firm where 75 employees were working in center of province and 86 employees were working in other sides of province. Cronbach alpha is calculated as 0.83, which is well above the minimum desirable limit. The study uses Pearson correlation test to investigate the effects of Hiring system, Training system, Job design, Organizational relationship and Share ownership programs on employee performance. The results of our survey indicate that job design is the most important technique for employee management followed by training system, organizational relationship and share ownership programs.

  4. Learning from Top-Performing Managers.

    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…

  5. Impact of Culture on the Employee Performance. A Comparison of Private and Public Sector Universities

    Muhammad Arif Khattak; Nadeem Iqbal; Ansir Ali Rajut

    2013-01-01

    In any organization it is the desire for employees to be given favorable working conditions in order to deliver their best in order to ensure rapid growth and development of the organization. The challenge however faces the junior personnel who need to put in extra effort in order to impress their bosses and at the same time be able to go up the Maslow hierarchy of needs which are; physiological needs, safety needs, belongingness and love needs, esteem needs and lastly self actualization need...

  6. Effectiveness of a combined social and physical environmental intervention on presenteeism, absenteeism, work performance, and work engagement in office employees.

    Coffeng, Jennifer K; Hendriksen, Ingrid J M; Duijts, Saskia F A; Twisk, Jos W R; van Mechelen, Willem; Boot, Cécile R L

    2014-03-01

    To investigate the effectiveness of a combined social and physical environmental intervention as well as the effectiveness of both separate interventions. In a 2 × 2 factorial design, 412 office employees were allocated to the combined social and physical environmental intervention, to the social environmental intervention only, to the physical environmental intervention only, or were part of the control group. Data on presenteeism, absenteeism, work performance, and work engagement were obtained with questionnaires at baseline, 6, and 12 months. Multilevel analyses were performed. The combined intervention showed a decrease in contextual performance and dedication. The social environmental intervention showed an improvement in task performance. The physical environmental intervention revealed an improvement in absorption. Although the study showed some promising results, it is not recommended to implement the current interventions.

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

    Abdo-Alaziz H. E Mihrez; Armanu Thoyib

    2015-01-01

    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...

  8. Performance appraisal studies of laser-enhanced ionization in flames - the determination of nickel in petroleum products

    Turk, G.C.; Harvilla, G.J.; Webb, J.D.; Forster, A.R.; Shell Development Co., Houston, TX; The Standard Oil Co., Cleveland, OH)

    1984-01-01

    Laser-enhanced ionization (LEI) in flames is an ultrasensitive atomic flame spectrometric technique based on the efficient thermal ionization of atomic species which have been selectively excited by tunable laser radiation. The performance of LEI for real sample analysis is presently being evaluated. A successful determination of trace Ni concentrations in heavy oil flash distillate and Standard Reference Material Fuel Oil has been performed. One gram samples were diluted into 100 to 700 mL volumes of a xylene/n-butanol solvent mixture and aspirated directly into an air-acetylene flame. Stepwise laser excitation of Ni was performed using a Nd:YAG pumped dual-dye laser system. Accurate and reproducible results were obtained. 17 refs., 1 fig., 1 tab

  9. Designing a performance appraisal system based on balanced scorecard for improving productivity: Case study in Semnan technology and science park

    Mohammad Hemati

    2012-08-01

    Full Text Available Today, organizations for holding and improving their competing merit use performance measurement for evaluation, control, supervision and improvement of their trading processes. Medium and small companies in technology and science parks are very useful in economic revivification and technology development. Technology and science parks have provided necessary consultations, information, suitable equipments, and services for developing technology unites and prepare them for independent presence in industry. One of the necessary elements for the success and improvement of performance in these companies is to establish and implement balanced scorecard, which can be used to reach desired goals, strategies and to improve performance. In this article, we use a structured method for calculating efficiency of four perspectives of balanced scorecard. Statistical society of this research was Semnan technology and Science Park and seven experts are selected for answering questions of the survey. We also complete questionnaire and determine index and relative importance of all indices. For developing strategic goals of Semnan technology and science park according to four perspectives of balanced score card (finance, growth and learning, internal process, six meetings were hold and finally all crisis macro goals index were identified and they were analyzed for evaluating performance.

  10. Performance measurement of employee using an integrated 360° feedback system and AHP method: A case study of municipality

    Younos Vakil Alroaia

    2012-08-01

    Full Text Available Performance measurement plays an essential role on accelerating the efficiency of any organization. There are literally different methods for measuring the relative performance of a particular unit and many of them are involved considering various criteria. In this paper, we propose 360° feedback system for performance measurement of all employees who work for municipality of the city of Tabas located in east part of Iran. The proposed model of this paper also uses hierarchical method to cluster different attributes based on various characteristics and implements analytical hierarchy process to find the relative importance of all items. The survey uses five personal characteristics including cognitive, technical, personal and human skills and for each major item, the proposed model considers various sub-criteria. The results indicate that technical and cognitive skills are the most important personal characteristics followed by human and personal characteristics. The results of this survey show that responsibility and quality of work are the most important employee characteristics.

  11. Job security and work performance in Chinese employees: The mediating role of organisational identification.

    Ma, Bing; Liu, Shanshi; Liu, Donglai; Wang, Hongchun

    2016-04-01

    This research focuses on investigating whether organisational identification mediates the effects of job security on in-role behaviour and extra-role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor-subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in-role behaviour and fully mediated the effect of job security on extra-role behaviour. A multi-group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in-role behaviour and extra-role behaviour through organisational identification. Limitations and implications of these findings are discussed. © 2015 International Union of Psychological Science.

  12. 43 CFR 43.640 - Employee.

    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...

  13. 7 CFR 3021.640 - Employee.

    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. 14 CFR 1267.640 - Employee.

    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...

  15. 15 CFR 29.640 - Employee.

    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...

  16. 26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

    2010-04-01

    ... their general committees and their insurance departments and their local lodges and divisions...” shall include an employee of a local lodge or division defined as an employer in section 1 (a) only if..., That an individual shall be deemed to be in the service of an employer, other than a local lodge or...

  17. Impact of organizational socialization towards employees' social adaptation

    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.

  18. Employee recruitment.

    Breaugh, James A

    2013-01-01

    The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

  19. ANTESEDEN EMPLOYEE TURNOVER

    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.

  20. 基于KPI在医院行政后勤部门的绩效考核管理体系构建%The Construction of Performance Appraisal Management System in the Hospital based on the KPI Administrative Departments

    范艺馨; 续小霞; 张茹雪; 白靖平

    2015-01-01

    Performance appraisal has become a hot issue. How to carry out the performance appraisal,improve the work efficiency, promote the innovation in health service management,standard administrative behavior in the health functions of the administrative organs and institutions has become a major problem in the development of the hospital. A 3 armour hospital in xinjiang sets up logistics department performance appraisal to the administration management system from the BSC′s financial,customer,internal business and learning growth four aspects based on the KPI,so as to provide reference for other hospitals performance reform.%绩效考核已经成为热点问题。如何在卫生行政机关及事业单位职能部门开展绩效考核,提高工作效率,推进卫生事业管理创新,规范行政行为,已经成为医院发展中的重大难题。新疆某三甲医院主要从BSC的财务、客户、内部运营和学习成长4个方面出发,基于KPI建立针对行政后勤部门绩效考核管理体系,以期为其他医院绩效改革提供参考。

  1. Use of performance shaping factors and quantified expert judgment in the evaluation of human reliability: an initial appraisal

    Embrey, D.E.

    1983-05-01

    The first part of the report considers the nature of human reliability assessment, and the techniques currently employed. It is concluded that most approaches are limited by the availability of data. Approaches to the subjective assessment of error are surveyed. A particular technique which has been developed, the Success Likelihood Index Methodology (SLIM), is described in detail, together with the practical steps for its implementation. The results from a trial application of a questionnaire designed to elicit judges' perceptions of the relative importance of performance shaping factors in determining human reliability are analyzed. A revised form of the questionnaire is presented for future use. A pilot experiment to investigate the relationship between subjectively derived indices of success for six tasks and their objective probability of success is described. The results indicate that the SLIM has potential value as a predictive technique. Some requirements for a program of research to produce a generally applicable methodology are set out

  2. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    Shayesteh Khaleghi; Rezvan Homaei

    2017-01-01

    The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control).  The...

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

    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 .

  4. Appraising the performance of genotyping tools in the prediction of coreceptor tropism in HIV-1 subtype C viruses

    Crous Saleema

    2012-09-01

    Full Text Available Abstract Background In human immunodeficiency virus type 1 (HIV-1 infection, transmitted viruses generally use the CCR5 chemokine receptor as a coreceptor for host cell entry. In more than 50% of subtype B infections, a switch in coreceptor tropism from CCR5- to CXCR4-use occurs during disease progression. Phenotypic or genotypic approaches can be used to test for the presence of CXCR4-using viral variants in an individual’s viral population that would result in resistance to treatment with CCR5-antagonists. While genotyping approaches for coreceptor-tropism prediction in subtype B are well established and verified, they are less so for subtype C. Methods Here, using a dataset comprising V3 loop sequences from 349 CCR5-using and 56 CXCR4-using HIV-1 subtype C viruses we perform a comparative analysis of the predictive ability of 11 genotypic algorithms in their prediction of coreceptor tropism in subtype C. We calculate the sensitivity and specificity of each of the approaches as well as determining their overall accuracy. By separating the CXCR4-using viruses into CXCR4-exclusive (25 sequences and dual-tropic (31 sequences we evaluate the effect of the possible conflicting signal from dual-tropic viruses on the ability of a of the approaches to correctly predict coreceptor phenotype. Results We determined that geno2pheno with a false positive rate of 5% is the best approach for predicting CXCR4-usage in subtype C sequences with an accuracy of 94% (89% sensitivity and 99% specificity. Contrary to what has been reported for subtype B, the optimal approaches for prediction of CXCR4-usage in sequence from viruses that use CXCR4 exclusively, also perform best at predicting CXCR4-use in dual-tropic viral variants. Conclusions The accuracy of genotyping approaches at correctly predicting the coreceptor usage of V3 sequences from subtype C viruses is very high. We suggest that genotyping approaches can be used to test for coreceptor tropism in HIV-1

  5. Appraisal of artificial screening techniques of tomato to accurately reflect field performance of the late blight resistance.

    Marzena Nowakowska

    Full Text Available Late blight (LB caused by the oomycete Phytophthora infestans continues to thwart global tomato production, while only few resistant cultivars have been introduced locally. In order to gain from the released tomato germplasm with LB resistance, we compared the 5-year field performance of LB resistance in several tomato cultigens, with the results of controlled conditions testing (i.e., detached leaflet/leaf, whole plant. In case of these artificial screening techniques, the effects of plant age and inoculum concentration were additionally considered. In the field trials, LA 1033, L 3707, L 3708 displayed the highest LB resistance, and could be used for cultivar development under Polish conditions. Of the three methods using controlled conditions, the detached leaf and the whole plant tests had the highest correlation with the field experiments. The plant age effect on LB resistance in tomato reported here, irrespective of the cultigen tested or inoculum concentration used, makes it important to standardize the test parameters when screening for resistance. Our results help show why other reports disagree on LB resistance in tomato.

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

    Hafiz Pradana

    2015-09-01

    Full Text Available The purpose of this study are: 1 To find a description of the organizational culture, leadership style, and performance of employees at PT Bank Syariah Mandiri, Tbk. 2 To test empirically the influence of organizational culture on employee performance at PT Bank Syariah Mandiri, Tbk. 3 To test empirically the influence of leadership style on the performance of employees at PT Bank Syariah Mandiri, Tbk. 4 To test empirically the influence of organizational culture and leadership style simultaneously on the performance of employees at PT Bank Syariah Mandiri, Tbk. The analysis of this study is descriptive and explanatory analysis. Research conducted on 63 employees of PT Bank Syariah Mandiri, Tbk., while the data collection techniques is used an observation, interview, and questionnaire, which are processed using by SPSS 16.0. The result of the hypothesis shows that there is a positive and significant influence between organizational culture on performance as well as a positive and significant influence of leadership style on performance. Organizational culture and leadership style also have an influence simultaneously positive and significant effect on performance.

  7. 12 CFR 564.5 - Appraiser independence.

    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...

  8. The employee motivation and benefits

    Fuhrmannová, Petra

    2013-01-01

    The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

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

    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.

  10. Leading public service organizations: How to obtain high employee self-efficacy and organizational performance

    Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh

    2017-01-01

    Concerns are sometimes raised that transactional leadership harms public organisations’ performance, because demands thwart employees’ self-efficacy. However, the opposite may be argued – conditional rewards strengthen feelings of competence because they provide positive feedback on performance. ......, the teachers’ self-efficacy can be linked positively to organisational performance. This suggests that rewards can be an important tool for managers in the public sector....

  11. IMPACT OF SOCIAL NETWORK STRUCTURE ON EMPLOYEE PERFORMANCE: A COMPARATIVE STUDY

    Claudio Lira Meirelles

    2013-12-01

    Full Text Available This research sought to understand the relationship between the position of the central actor and the performance of a network, checking the influence of the central actor's performance over other actors. Among the specific objectives, we sought to describe the transactional content, the nature of the connections and the structural characteristics of the network. Data were collected through a questionnaire and analyzed with the help of software UCINET 6.0 and Excel. The results suggest that the performance of the actors with the highest levels of centrality is related to the performance of the actors of the 1st step of sub-networks of these central actors.

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

    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.

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

    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

  14. Firing without fear. Heading off litigation in employee terminations.

    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.

  15. Characteristics of shift work and their impact on employee performance and wellbeing: a literature review

    Dall'ora, Chiara; Griffiths, P.; Ball, J.; Recio Saucedo, A.

    2016-01-01

    BACKGROUND: Shift work is recognised as a component of work organisation that may affect the balance between employee’s efficiency, effectiveness and wellbeing. Shift work is frequent in healthcare and for nurses in particular, as they typically comprise a large proportion of the workforce in healthcare AIM: To identify the characteristics of shift work that have an effect on employee’s performance (including job performance, productivity, safety, quality of care delivered, errors, adverse ev...

  16. IMPACT OF SOCIAL NETWORK STRUCTURE ON EMPLOYEE PERFORMANCE: A COMPARATIVE STUDY

    Claudio Lira Meirelles; Thais Cereda Ravasi; Fabio Teixeira Arten; João Paulo Lara Siqueira

    2013-01-01

    This research sought to understand the relationship between the position of the central actor and the performance of a network, checking the influence of the central actor's performance over other actors. Among the specific objectives, we sought to describe the transactional content, the nature of the connections and the structural characteristics of the network. Data were collected through a questionnaire and analyzed with the help of software UCINET 6.0 and Excel. The results suggest tha...

  17. Appraisal of Transport Projects

    Jensen, Anders Vestergaard

    and robustness measures have been elaborated, which examine the subjective part of the MCDA (in form of criteria weights) and its role in decision support making. For this purpose both deterministic and stochastic sensitivity analyses have been developed. In addition, the focus has been formulating a framework...... into account the interests and preferences of different stakeholders. These various interests and preferences have been revealed by the use of decision conferencing, which engage the stakeholders and provide a common platform for understanding the decision problem. Leading up to this framework, this thesis has......, as robustness of a recommended solution is major concern in the final steps of decision making. As mentioned, the appraisal of transport projects is a complex issues involving conflict of various interests and this calls for new approaches to the practice of appraisal. The presented appraisal framework...

  18. There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees.

    Hu, Jia; Erdogan, Berrin; Bauer, Talya N; Jiang, Kaifeng; Liu, Songbo; Li, Yuhui

    2015-07-01

    Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory (Crosby, 1976) as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualification and provide insights to the questions regarding whether, when, and how overqualification relates to employee performance. We tested the theoretical model with data gathered across three phases over 6 months from 351 individuals and their supervisors in 72 groups. Results showed that when working with peers whose average overqualification level was high, as opposed to low, employees who felt overqualified for their jobs perceived greater task significance and person-group fit, and demonstrated higher levels of in-role and extra-role performance. We discuss theoretical and managerial implications for overqualification at the individual level and within the larger group context. (c) 2015 APA, all rights reserved).

  19. The performance effects of attitudes of management vis-à-vis employee representatives in Belgium

    van den Berg, Annette; van Witteloostuijn, Arjen; Boone, Christophe; Van der Brempt, Olivier

    2018-01-01

    The purpose of this paper is to move beyond the usual analysis of the effects of worker representation. Instead of estimating the impact of the mere presence of works councils on business achievements, the focus is on the performance effects of managerial attitudes vis-à-vis worker representation.

  20. Employee Post-Training Behaviour and Performance: Evaluating the Results of the Training Process

    Diamantidis, Anastasios D.; Chatzoglou, Prodromos D.

    2014-01-01

    Despite the fact that firms invest in training, there is considerable evidence to show that training programmes often fail to achieve the intended result of improving worker and organization performance. The purpose of this paper is to examine the medium- to long-term effects of training programmes on firms by means of an integrated research model…