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Article
Publication date: 14 December 2023

Shenyang Hai and In-Jo Park

Drawing on prior research on strengths use and job performance, this study aims to investigate how employees’ strengths use for tasks and strengths use for relationships jointly…

Abstract

Purpose

Drawing on prior research on strengths use and job performance, this study aims to investigate how employees’ strengths use for tasks and strengths use for relationships jointly influence role breadth self-efficacy and subsequent job performance, specifically in- and extra-role performances.

Design/methodology/approach

To test the assumptions, the authors methodologically performed a polynomial regression with response surface analysis using data collected from multiple time points and sources (i.e. 312 employee–supervisor dyads in Chinese companies).

Findings

The results showed that the higher the congruence between strengths use for tasks and strengths use for relationships, the higher the employees’ role breadth self-efficacy. Employees’ role breadth self-efficacy was greater when both strengths use for tasks and strengths use for relationships were high. Furthermore, the congruence between strengths use for tasks and strengths use for relationships had indirect effects on in- and extra-role performances via role breadth self-efficacy.

Originality/value

This study uniquely contributes to the strengths use literature by offering a more nuanced understanding of the consequences of strengths use for tasks and strengths use for relationships in the Chinese context. It highlights the importance of both types of strengths use for improving employee performance in Chinese organizations. Furthermore, this study provides new theoretical insights into the relationship between strengths use and job performance by ascertaining the mediating effect of role breadth self-efficacy.

Details

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

Keywords

Book part
Publication date: 9 May 2014

Debbie P. S. Chia, Chong M. Lau and Sharon L. C. Tan

The widespread adoption of the Balanced Scorecard has led to a need to understand how performance measures affect employees’ attitudes and behaviors. Despite the growing trend in…

Abstract

Purpose

The widespread adoption of the Balanced Scorecard has led to a need to understand how performance measures affect employees’ attitudes and behaviors. Despite the growing trend in the implementation of the Balanced Scorecard, there is little research evidence available on the behavioral outcomes resulting from the use of nonfinancial performance measures. This study seeks to address this gap by examining several behavioral outcomes, including job satisfaction, organizational commitment and managerial performance, resulting from the use of financial and nonfinancial performance measures.

Methodology

Data were collected using a mailed questionnaire survey to manufacturing organizations in Singapore. Path analysis technique was employed in this study to investigate the relationships.

Findings

The results of the study show that behavioral outcomes are indifferent regardless of the nature and type of performance measures used. However, the relationships between performance measures and behavioral outcomes are indirect through procedural fairness and trust in supervisor.

Research limitations

Survey questionnaire method was used in this study and there are limitations associated with survey questionnaire method. As our sample was selected from large organizations, it is unclear if our results are generalizable to small organizations. Also, as our sample was selected from the manufacturing sector, generalizing our results to the nonmanufacturing sectors should be made with caution.

Practical implications

This study highlights the need for organizations to pay attention to issues pertaining to procedural fairness and interpersonal trust in the design and implementation of performance measurement systems.

Details

Performance Measurement and Management Control: Behavioral Implications and Human Actions
Type: Book
ISBN: 978-1-78350-378-0

Keywords

Book part
Publication date: 28 August 2007

Thomas A. Wright and Russell Cropanzano

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource…

Abstract

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource professionals alike. According to this “Holy Grail” of management research, workers who are happy on the job will have higher job performance, and possibly higher job retention, than those who are less happy. But what is happiness? Most typically, happiness has been measured in the management sciences as jobsatisfaction. This viewpoint is unnecessarily limiting. Building upon alittle remembered body of research from the 1920s, we suggest a twofold, expanded view of this thesis. First, we suggest the consideration of worker happiness as psychological well-being (PWB). Second, incorporating Fredrickson's (1998, 2001) broaden-and-build model ofpositive emotions as the theoretical base, we suggest that the job satisfaction to job performance and job satisfaction to employee retentionrelationships may be better explained by controlling for the moderating effect of PWB. Future research directions for human resource professionals are introduced.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-7623-1432-4

Book part
Publication date: 29 May 2023

R. Dhanalakshmi, Dwaraka Mai Cherukuri, Akash Ambashankar, Arunkumar Sivaraman and Kiran Sood

Purpose: This chapter aims to analyse and highlight the current landscape of performance management (PM) systems, and the benefits of integrating modern technology such as smart…

Abstract

Purpose: This chapter aims to analyse and highlight the current landscape of performance management (PM) systems, and the benefits of integrating modern technology such as smart analytics (SA) and artificial intelligence (AI) into PM systems. The chapter discusses the application of AI in PM tasks which successively simplify many offline PM tasks.

Methodology: To carry out this analysis, a systematic literature review was performed. The review covers literature detailing PM components as well as research concerned with the integration of SA and AI into PM systems.

Findings: This study uncovers the merits of using SA and AI in PM. SA technology provides organisations with a clear direction for improvement, rather than simply state failure in performance. AI can be used to automate redundant tasks while retaining the human element of decision-making. AI also helps reduce the time required to take action on feedback.

Significance: The findings of this research provide insights into the use of SA and AI to make PM tasks fast, scalable, and error-free.

Details

Smart Analytics, Artificial Intelligence and Sustainable Performance Management in a Global Digitalised Economy
Type: Book
ISBN: 978-1-83753-416-6

Keywords

Book part
Publication date: 30 November 2020

Edem M. Azila-Gbettor, Robert J. Blomme, Ad Kil and Ben Q. Honyenuga

The study examines organization citizenship behavior (OCB) as a mediating variable between instrumental work values (IWVs) and organizational performance; and group differences…

Abstract

The study examines organization citizenship behavior (OCB) as a mediating variable between instrumental work values (IWVs) and organizational performance; and group differences between family manager and nonfamily manager for integrated models in family hotels. Data were collected from 189 hotels (n = 921) ranging from budget to three-star family hotels in Ghana using questionnaire administered conveniently. Data were analyzed using structural equation modeling. Work value positively influences OCB and organizational performance of family hotels. OCB mediates the relationship between work values and organizational performance. The study also found significant support for group differences between family and nonfamily firms for IWVs and mediating effect of OCB on the relationship between IWVs and performance.

Book part
Publication date: 16 July 2018

Jaron Harvey, Mark C. Bolino and Thomas K. Kelemen

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept…

Abstract

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78756-322-3

Keywords

Book part
Publication date: 18 January 2023

Sophia Su and Kevin Baird

This study aims to examine the mediating role of organisational fairness on the association between the emphasis on budgets and budget difficulty with budget value and job stress…

Abstract

This study aims to examine the mediating role of organisational fairness on the association between the emphasis on budgets and budget difficulty with budget value and job stress. Data were collected using an online survey questionnaire with 515 responses from middle and lower-level managers in Australian business organisations. The results indicate that organisational fairness fully mediates the association between budget difficulty with both budget value and job stress. Organisational fairness was not found to mediate the association between the emphasis on budgets with budget value and job stress. Rather, the emphasis on budgets was significantly negatively associated with job stress, implying that a greater emphasis on budgets is desirable in alleviating job stress. The findings have important implications for practice.

Details

Advances in Management Accounting
Type: Book
ISBN: 978-1-80382-031-6

Keywords

Article
Publication date: 22 September 2023

Luminita Hurbean, Louie H.M. Wong, Carol XJ Ou, Robert M. Davison and Octavian Dospinescu

The authors investigate the relationship between instant messenger (IM) use and work performance, mediated by interruptions and two key indicators of the stress associated with…

Abstract

Purpose

The authors investigate the relationship between instant messenger (IM) use and work performance, mediated by interruptions and two key indicators of the stress associated with technology use: overload and complexity.

Design/methodology/approach

The authors validate this research model using partial least squares structural equation modelling (PLS-SEM) with data collected through a survey of 416 working professionals.

Findings

The data reveal that while IM use contributes minimally to work interruptions and to a greater extent to technological complexity, these two constructs fully mediate the direct influence of IM use at work on technology overload, and meanwhile significantly and directly contribute to work performance.

Research limitations/implications

This research provides theoretical insights into the deployment of IM and its actual impacts in the workplace. To improve the generalisation of the findings, the authors call for more IM-related research in other countries, with more native theories and various methodologies in this domain.

Practical implications

The level of stress generated through IM use is moderate, considering IM is not a significant contributor to work interruptions. Thus, despite the potential negative effects of IM communication, the positive effects of using IM at work prevail. As a result, the technology can be promoted as long as employees, their managers and the organisation as a whole are well prepared. Employees can transfer skills and behaviour from the personal setting to their work environment and thus may find an intrinsic motivation to make better use of the IM technology at work.

Originality/value

The authors argue that this research model is novel for its perspective on evaluating the actual impacts of IM use at work instead of the reasons of using it. The authors conceptualise the process to explain how IM contributes to interruptions and other technostress indicators in the working context, and the impact on performance. Contrary to some prior research, the authors find that overall IM applications do not have a negative impact on work performance, and instead may enhance it.

Details

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

Keywords

Article
Publication date: 11 April 2023

Bui Thi Thanh and Lobel Trong Thuy Tran

This article explores the complementarity between leader encouragement of creativity and knowledge-sharing among peers in enhancing employee creativity in the hotel context. The…

Abstract

Purpose

This article explores the complementarity between leader encouragement of creativity and knowledge-sharing among peers in enhancing employee creativity in the hotel context. The authors further examine the role of absorptive capability in setting a contextual condition under which creativity affects employee performance.

Design/methodology/approach

A web-based survey and face-to-face interviews were a means of two-round data collection while using a partial least squares technique for model estimation.

Findings

An analysis of 277 employees showed that leader encouragement and knowledge-sharing are important for creativity to drive performance. At high levels of absorptive capacity, employee performance increases rapidly as creativity increases.

Research limitations/implications

This article extends how the complementarity between leader encouragement and knowledge-sharing plays an important role in explaining employee creativity and performance under the boundary condition of absorptive capacity.

Practical implications

Organizational managers could embrace a future creativity–performance strategy by developing absorptive capacity with reward systems to optimize employee performance.

Originality/value

This article substantiates the role of leader encouragement and knowledge-sharing in enhancing the relationship between employee creativity and performance. The strength of this relationship is dependent on the positive moderation of absorptive capacity.

Details

Leadership & Organization Development Journal, vol. 44 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 13 July 2023

Deepanjana Varshney and Nirbhay Krishna Varshney

Organizations in today's changing environment face significant challenges, requiring continual innovation. Understanding oneself from the employee's perspective is paramount…

Abstract

Purpose

Organizations in today's changing environment face significant challenges, requiring continual innovation. Understanding oneself from the employee's perspective is paramount, especially in organizations and businesses, transforming all levels, accommodating new work paradigms and adapting to the post-pandemic business world. The authors examine the employees' critical dimensions, self-concept and resilience through self-reported studies to ascertain the impact on their performance in the organization. Self-concept, a multidimensional knowledge structure, implies the individual's description and examination, including psychological characteristics, attributes and skills. On the other hand, resilience is adapting appropriately to adversity, challenges and stressful situations and emerging unscathed. Resilience additionally leads to profound personal growth and acceptance of reality. It also endows the individual's sense of identity over time. It provides insights into work behavior and outcomes and fosters a positive psychological perspective to improve performance. Job performance is an observable individual performance that adds value and enables organizational goal achievement. To sum job performance is an achievement-related behavior. The research study examines the relationship between employee self-concept, resilience and performance elements (task, contextual and counterproductive work behavior).

Design/methodology/approach

Cross-sectional data were collected from 224 employees from the retail sector to test the hypotheses among self-concept, employee performance elements and resilience. SPSS 21.0 was used, and the authors conducted reliability, correlation and regression analysis using statistical tools to analyze the mediating effect.

Findings

Self-concept and employee performance elements have significant relationships. The mediating effect of resilience on the relationship between self-concept and counterproductive work behavior and self-concept and contextual performance is significant. In contrast, resilience does not impact the relationship between self-concept and task performance.

Originality/value

The authors examined a framework of untested variables, namely self-concept and the different factors of performance (task, contextual and counterproductive behavior). The authors investigated the mediating effect of resilience in the model, which was not previously explored.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

Keywords

21 – 30 of over 126000