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Article
Publication date: 1 April 1999

Nelda Spinks, Barron Wells and Melanie Meche

Examines the role of appraisals as a way of improving productivity and effectiveness within successful organizations. Identifies ways in which appraisals help both…

9034

Abstract

Examines the role of appraisals as a way of improving productivity and effectiveness within successful organizations. Identifies ways in which appraisals help both employers and employees. Suggests that there is room for improvement in most performance appraisals and discusses various ideas. Computer software is one of the ways in which performance appraisals can be dealt with more proficiently. This article evaluates the three leading software programs available currently and provides a comparison of the features. Concludes that the products do not solve all the problems encountered in performance appraisals, but do give structure to the process and make this sort of appraisal easier to conduct.

Details

Career Development International, vol. 4 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 April 1997

Barron Wells and Nelda Spinks

Managers spend much time in counselling employees. Examines this process, which demands careful use of a manager’s performance counselling, namely, disciplinary…

3599

Abstract

Managers spend much time in counselling employees. Examines this process, which demands careful use of a manager’s performance counselling, namely, disciplinary counselling, grievance counselling and performance appraisal counselling.

Details

Career Development International, vol. 2 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 June 2005

Jui‐Chen Chen and Colin Silverthorne

This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership…

40962

Abstract

Purpose

This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership style and employee readiness level on a variety of measures of leadership outcomes.

Design/methodology/approach

The measures used were employee job satisfaction, job performance, job stress, and turnover intention. SLT argues that an effective leader adopts a leadership style according to the ability and willingness of subordinates for a given task.

Findings

The results did not support SLT predictions that an appropriate match between leadership style and subordinate readiness results in higher levels of subordinate job satisfaction and performance and lower levels of job stress and intention to leave. However, the results did partially support SLT in that, the higher the leader's leadership score, the more effective is the leader's influence. However, the leadership score did not predict job performance. There was a positive correlation between ability and willingness, employee job satisfaction, and job performance. Employee willingness positively correlated with job satisfaction and job performance and was negatively correlated with turnover intention.

Research limitations/implications

The findings from this study apply to the Taiwan culture and may or may not apply to other “Chinese” and non‐Chinese cultures.

Practical implications

The use of the SLT in Taiwan is very widespread, so this study provides empirical evidence of its value when used in Taiwan as a tool to develop and use effective and appropriate leadership abilities.

Originality/value

Few studies have attempted to explore the value of SLT in general and in non‐Western cultures in particular. This study expands our knowledge of leadership issues to an Eastern culture and explores the theory's effectiveness related to several organizational factors.

Details

Leadership & Organization Development Journal, vol. 26 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 2 March 2015

Tahir Ahmad, Faiza Farrukh and Sana Nazir

The purpose of this paper is to conduct to investigate the factors that enhance employee's performance at workplace. To observe intrinsic feature capacity building and…

5583

Abstract

Purpose

The purpose of this paper is to conduct to investigate the factors that enhance employee's performance at workplace. To observe intrinsic feature capacity building and extrinsic features such as supervisory support and organizational support for career development (OSCD) role in employee's productivity.

Design/methodology/approach

Quantitative research approach was used; middle level employees of banking industry were selected for analyzing this concept. Reliability and validly of 45 items were ensured and SPSS version 20 was used for model testing by multiple regression analysis technique.

Findings

Research outcomes depict that supervisory support and OSCD development does not impact significantly on employees performance of banking sector, whereas capacity building of an individual employee leads to enhance his/her performance.

Research limitations/implications

Capacity building of employee's leads to enhance performance as justified by this research, however, cannot be achieved without providing support for career development to their employees. Therefore, impact of organizational support on capacity building of employee's may be interest corner for researchers.

Originality/value

Observed capacity building positive has impact on employee's performance along with the external factors with statistically significant measures.

Details

Industrial and Commercial Training, vol. 47 no. 2
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 1 February 1990

Luis R. Gomez‐Mejia

The role of performance appraisal and rewardsystems in enhancing employee performance isdiscussed. A model is presented which arguesthat feedback is a powerful instrument…

4577

Abstract

The role of performance appraisal and reward systems in enhancing employee performance is discussed. A model is presented which argues that feedback is a powerful instrument in performance enhancement. Performance appraisal should provide a clear and realistic indication of the work that must be accomplished, performance expectations, and feedback on performance against expectations. The key dimensions that must be taken into account when designing such a system are outlined.

Details

Personnel Review, vol. 19 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 May 1993

R. Bruce McAfee and Paul J. Champagne

Examines performance management, a strategy for improving employeeperformance and productivity. This approach involves three components:performance planning, performance

5926

Abstract

Examines performance management, a strategy for improving employee performance and productivity. This approach involves three components: performance planning, performance management, and performance appraisal. Describes how several different firms have implemented this approach. Also outlines four elements for successfully implementing a performance management system.

Details

Journal of Managerial Psychology, vol. 8 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 1 November 2022

Xinying Yu and Yuwen Liu

With the spread of COVID-19, governments have initiated lockdown procedures and forced organizations to switch to remote working. Employees working remotely in isolated…

Abstract

Purpose

With the spread of COVID-19, governments have initiated lockdown procedures and forced organizations to switch to remote working. Employees working remotely in isolated and confined situations are experiencing great stress and uncertainty. This study aims to investigate how remote workers perform during lockdowns.

Design/methodology/approach

Drawing on social information processing theory, this study developed and tested hypotheses linking professional isolation, cynicism and task performance. This study was comprised of 497 remote workers in the financial industry in China.

Findings

The findings revealed that professional isolation is positively related to cynicism, and cynicism is negatively related to task performance. Cynicism mediates the relationship between professional isolation and task performance. The results indicated that psychological hardiness moderated the mediation effect of professional isolation on task performance through cynicism.

Practical implications

This research offers implications for managers and practitioners on reducing employees' feeling of isolation through effective communication, collaboration and support via online platforms and preventing and reducing cynicism by introducing clear organizational policy and practice to balance job demands and job resources. Meanwhile, managers can develop commitment, control and challenge components of employees' psychological hardiness to enhance job performance.

Originality/value

This study extends the remote working literature in a crisis situation and fills the gap in the cynicism literature by understanding the role played by cynicism for remote workers. The current study also adds to the literature by highlighting the importance of psychological hardiness for remote workers during the pandemic.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 10 November 2022

Yan Xu, Han Qian, Min Zhang, Feng Tian, Lulu Zhou and Shuming Zhao

This paper aims to explore the impact of flexible human resource management system (FHRMS) on employee innovation performance in Chinese context. The boundary conditions…

Abstract

Purpose

This paper aims to explore the impact of flexible human resource management system (FHRMS) on employee innovation performance in Chinese context. The boundary conditions of employability and organizational identity are also discussed.

Design/methodology/approach

This study is based on 322 questionnaire survey from employees in China. The questionnaires were collected at two time points. This study used the method of multi-level linear model analysis for empirical test.

Findings

This study has three conclusions. First, FHRMS have a significant positive impact on employee innovation performance, with employability playing a mediating role. Second, organizational identity plays a moderating role between employability and employee innovation performance. Third, organizational identity moderates the mediating effect of a human source management systems on employee innovation performance through employability.

Originality/value

The results are helpful to open the “black box” of the influence of FHRMS on employees’ individual innovation performance. This study provides a reference for enterprises to establish flexible human source management system to improve employee innovation performance.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Open Access
Article
Publication date: 5 October 2022

Dariusz Turek

Drawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived…

Abstract

Purpose

Drawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived organisational support (POS) in the relationship between perception of organisational politics (POP) and employee job performance. This study hypothesised that employees with high POS and low abusive supervision can function effectively even in organisations with a high level of organisational politics.

Design/methodology/approach

The study was conducted anonymously on 408 employees, from companies operating in Poland which were completed using the computer-assisted telephone interview method. Statistical verifications of the moderation and mediation analyses were conducted with PROCESS macro.

Findings

The results showed that a high level of POP does not diminish employee performance when employees perceive low levels of abusive supervision and a high level of POS. Furthermore, the results revealed that job satisfaction mediates between POP and employee performance.

Originality/value

This study integrated research on politics, abusive supervision and POS to examine the collective impact of these variables on employee performance. The findings have important implications in terms of the potential buffering that can be applied to reduce the negative impacts resulting from POP.

Details

Baltic Journal of Management, vol. 17 no. 6
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 3 October 2022

Mohamed Mohiya

Performance-driven culture has received extensive attention from both academics and practitioners because of its impact on organisations’ performance. Employees’ tacit…

Abstract

Purpose

Performance-driven culture has received extensive attention from both academics and practitioners because of its impact on organisations’ performance. Employees’ tacit knowledge about performance-driven culture is pivotal to identify, as it contributes to increasing the organisation’s performance. With the aim of enriching ongoing debate in human resources and knowledge management research, this paper proposes a conceptual model for emancipating and investigating the main factors of employees’ tacit knowledge that shape and affect performance-driven culture of a Saudi Arabian organisation.

Design/methodology/approach

The validity of the conceptual model is examined through a qualitative study developed using a thematic analysis of 134 employees’ unbridged computerised typewritten comments about organisation’s performance-driven culture.

Findings

Findings confirm the utility of conceptual models in explaining and categorising employees’ emancipated tacit knowledge, providing a potential contribution to academics and practitioners interested in developing managerial processes for improving organisation’s performance-driven culture.

Originality/value

Both the conceptual reflections and empirical-based evidence herein enrich ongoing debate in the area of human resources and knowledge management about employees’ tacit knowledge and performance-driven culture.

Details

Journal of Knowledge Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1367-3270

Keywords

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