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Article

Susana Almeida Lopes, Jorge Miguel Gonçalves Sarraguça, João Almeida Lopes and Maria Eduarda Duarte

The purpose of this paper is to propose a new approach to talent management that consists of averaging performance appraisal and assessment center ratings for in-depth…

Abstract

Purpose

The purpose of this paper is to propose a new approach to talent management that consists of averaging performance appraisal and assessment center ratings for in-depth identification of lawyers’ talents.

Design/methodology/approach

The approach’s adjustment was examined using a 61 senior-lawyer sample from a Portuguese law firm. Comparisons between assessment center and performance appraisal ratings were analyzed using paired-sample t-tests and a kernel density function, and predictive validity was assessed with Pearson correlations. Evidence of both a general performance factor and two additional factors was verified using principal component analysis. Varimax rotation was used to verify three broad factors with job profile’s three broad areas.

Findings

Results suggest support for the assessment center’s predictive validity. Its lower and more variable ratings overcome performance appraisal rating bias. Adjustment of the new approach to lawyers’ overall talent identification (the general factor) and each lawyer’s relative talents (three broad factors) was observed.

Research limitations/implications

This study contributes to the body of knowledge regarding the substantive existence of a general performance factor, and adds to empirical research concerning talent management, which is lacking. However, generalizability requires broader samples and replication.

Practical implications

The approach is a methodology that informs career management, high-flyers’ identification, talent mapping, development, succession planning, team composition, and diversity analysis. For lawyers, objective feedback allows benchmarking talent and managing one’s career.

Originality/value

This study pioneers empirical research that develops methods for identifying talent in law firms, vital for firm sustainability.

Details

International Journal of Productivity and Performance Management, vol. 64 no. 4
Type: Research Article
ISSN: 1741-0401

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Article

Anne Buckett, Jürgen Reiner Becker and Gert Roodt

The purpose of this paper is to establish the extent of general performance factors (GPF) in assessment center (AC) exercises and dimensions. The study further aims to…

Abstract

Purpose

The purpose of this paper is to establish the extent of general performance factors (GPF) in assessment center (AC) exercises and dimensions. The study further aims to determine if larger GPF contributes to larger ethnic group differences across exercises and dimensions that are more cognitively loaded in an emerging market context.

Design/methodology/approach

The authors analyzed data across three independent AC samples (Sample 1: N=172; Sample 2: N=281; Sample 3: N=428). The Schmid-Leiman solution was used to determine the extent of GPF in AC exercises and dimensions. An independent samples t-test and Cohen’s d was used to determine the size of ethnic group differences across exercises and dimensions.

Findings

The results indicate that GPF is consistently large for the in-basket exercise. Furthermore, dimensions that are more cognitively loaded, such as problem solving, strategic thinking, and business acumen, seem to produce the largest ethnic group differences. Overall, the research indicates that larger GPF is associated with larger ethnic group differences in relation to specific AC dimensions and exercises.

Originality/value

The authors add to the literature by investigating the prevalence of a GPF in AC ratings across AC exercises and dimensions. A novel contribution of the research attempts to link the prevalence of a GPF in AC ratings to group membership in South Africa. The study offers an alternative statistical analysis procedure to examine GPF in AC ratings.

Details

Journal of Managerial Psychology, vol. 32 no. 4
Type: Research Article
ISSN: 0268-3946

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Article

Peter Hosie and Alan Nankervis

The purpose of this paper it to report the findings of an empirical study into managers’ job performance. A new measure was developed from the literature to test and…

Abstract

Purpose

The purpose of this paper it to report the findings of an empirical study into managers’ job performance. A new measure was developed from the literature to test and establish the multidimensional structure of managers’ contextual and task performance.

Design/methodology/approach

Field ratings by executives explicitly and simultaneously measured both managers’ contextual and task performance. A cross-sectional questionnaire was administered to a variety of public and third sector managers from a range of private, public and third sector occupations residing in (Western) Australia. A purposive sample yielded a response rate of 32 percent. Factor analysis was used to determine the items that constitute executives’ perceptions of managers’ performance using downward appraisal (i.e. by the person to whom a manager reports).

Findings

The construct “managers’ job performance” was found to be multidimensional; consisting of four distinct contextual factors (Following, Persisting, Helping, Endorsing) and a further four distinct task factors (Delegating, Monitoring, Technical, Influencing).

Originality/value

Performance appraisals of managers represent new items and factors that more accurately reflect the nature of the broader roles undertaken by managers, including transformative and ethical leadership. Findings from this study assist in establishing the structure for the subsequent appraisal of managers’ contextual and task performance. Future researchers could test the applicability and replicability of this new instrument in more diverse industry contexts using confirmatory statistical analysis.

Details

Personnel Review, vol. 45 no. 2
Type: Research Article
ISSN: 0048-3486

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Article

Shelley D. Dionne, Francis J. Yammarino, Leanne E. Atwater and William D. Spangler

Despite transformational leadership enjoying success and attention as an exceptional leadership theory, few scholars have investigated a specific link between…

Abstract

Despite transformational leadership enjoying success and attention as an exceptional leadership theory, few scholars have investigated a specific link between transformational leadership theory and team performance. As such, we discuss how transformational leadership theory can provide a framework in which to investigate a leader's impact on team performance. We posit that idealized influence/inspirational motivation, intellectual stimulation and individualized consideration could produce intermediate outcomes such as shared vision, team commitment, an empowered team environment and functional team conflict. In turn, these intermediate outcomes may positively affect team communication, cohesion and conflict management. Implications for team development, team training and team structure are presented. Limitations and future directions are also discussed.

Details

Journal of Organizational Change Management, vol. 17 no. 2
Type: Research Article
ISSN: 0953-4814

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Article

Gary J. Greguras, Chet Robie and Marise Ph. Born

Peer evaluations of performance increasingly are being used to make organizational decisions and to provide individuals with performance related feedback. Using Kenny’s…

Abstract

Peer evaluations of performance increasingly are being used to make organizational decisions and to provide individuals with performance related feedback. Using Kenny’s social relations model (SRM), data from 14 teams of undergraduate students who completed performance ratings of themselves and other team members were analyzed. Results indicated a significant target variance effect for the majority of performance dimensions and a significant perceiver variance effect for all performance dimensions. Results further indicated that, in general, how individuals see themselves is not congruent with how others see them, how individuals see themselves is congruent with how they see others, how individuals are seen on a particular dimension is related to how they are seen on other performance dimensions, and, how a person is seen by others does not relate to how that individual sees others. Implications, limitations, and suggestions for future research using the SRM are discussed.

Details

Journal of Management Development, vol. 20 no. 6
Type: Research Article
ISSN: 0262-1711

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Article

Audhesh K. Paswan and Joyce A. Young

Empirically examines the validity of three of Macneil’s relational norms within the context of Indian buyer‐seller relationships. Finds initial evidence to suggest that…

Abstract

Empirically examines the validity of three of Macneil’s relational norms within the context of Indian buyer‐seller relationships. Finds initial evidence to suggest that the underlying structure of relationalism between buyers and sellers in India possesses both an immediate and a long‐term perspective, tangible and intangible monitoring, and general versus specific performance expectations. Indicates that both the current degree of trust and long‐term relational perspective are positively associated with more strategic and marketing‐related support mechanisms offered to channel members. Conversely, only long‐term orientation and tangible monitoring concerns manifest themselves through tactical support to channel members. The remaining three sub‐dimensions which are more related to performance aspects of relational norms are not directly associated with channel member support.

Details

Journal of Business & Industrial Marketing, vol. 14 no. 5/6
Type: Research Article
ISSN: 0885-8624

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Article

Robert J. Vokurka, Joobin Choobineh and Lakshmi Vadi

Suggests that the evaluation and selection of potential suppliers is becoming a more important and critical decision in today’s competitive operating environment. Reveals…

Abstract

Suggests that the evaluation and selection of potential suppliers is becoming a more important and critical decision in today’s competitive operating environment. Reveals that many firms are reducing their number of suppliers and the supplier base may provide a company with a strategic competitive advantage. Explains that the supplier selection decision now involves many judgemental factors in addition to the historical selection criteria. Offers a prototype expert system which enables users to evaluate and select a potential supplier based on the strategic importance of the product involved, quantitative data and qualitative factors. The system’s early validation results show its potential as an effective decision‐making aid.

Details

International Journal of Operations & Production Management, vol. 16 no. 12
Type: Research Article
ISSN: 0144-3577

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Article

Brian G. Whitaker

The potential for differential functioning of performance assessments across ratings sources has gained recent research interest. This study used multiple-group…

Abstract

The potential for differential functioning of performance assessments across ratings sources has gained recent research interest. This study used multiple-group confirmatory factor analysis (MGCFA) to examine whether measures of task and contextual performance are invariant across both supervisors and subordinates. As an extension, multiple indicators multiple causes modeling (MIMIC) was used to examine potential covariates of task and contextual performance ratings on latent task and contextual performance variability. Consistent with previous research, I found measurement invariance across subordinate- and supervisor ratings. Moreover, MIMIC results showed supervisor and subordinate demographic variables systematically influenced latent task and contextual performance variability despite measurement invariance over these rating sources. Implications for multi-source performance systems are discussed.

Details

International Journal of Organization Theory & Behavior, vol. 15 no. 2
Type: Research Article
ISSN: 1093-4537

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Article

Johannes Lorey

The purpose of this study is to introduce several metrics that enable universal and fine-grained characterization of arbitrary Linked Data repositories. Publicly…

Abstract

Purpose

The purpose of this study is to introduce several metrics that enable universal and fine-grained characterization of arbitrary Linked Data repositories. Publicly accessible SPARQL endpoints contain vast amounts of knowledge from a large variety of domains. However, oftentimes these endpoints are not configured to process specific workloads as efficiently as possible. Assisting users in leveraging SPARQL endpoints requires insight into functional and non-functional properties of these knowledge bases.

Design/methodology/approach

This study presents comprehensive approaches for deriving these metrics. More specifically, the study utilizes concrete SPARQL queries to determine corresponding values. Furthermore, it validates and discusses the introduced metrics through extensive evaluation on real-world SPARQL endpoints.

Findings

The evaluation determined that endpoints exhibit different characteristics. While it comes as no surprise that latency and throughput are influenced by the network infrastructure, the costs for join operations depend on a number of factors that are not obvious to a data consumer. Moreover, as the author discusses mean, median and upper quartile values, it was found both endpoints behaving consistently as well as repositories offering varying levels of performance.

Originality/value

On the one hand, the contribution of the authors work lies in assisting data consumers in evaluation of the quality of service of publicly available SPARQL endpoints. On the other hand, the performance metrics introduced in this study can also be considered as additional input features for distributed query processing frameworks. Moreover, the author provides a universal means for discerning characteristics of different SPARQL endpoints without the need of (synthetic or real-world) query workloads.

Details

International Journal of Web Information Systems, vol. 10 no. 3
Type: Research Article
ISSN: 1744-0084

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Article

E.E. Nkereuwem

Examines the role of employee gender in the performance attribution process. Seeks to determine whether library managers attribute a job performance by a woman to…

Abstract

Examines the role of employee gender in the performance attribution process. Seeks to determine whether library managers attribute a job performance by a woman to different causes then the job performance of a man; whether differences in attributions are attenuated as managers gain more extensive work experience with their supervisors; whether library supervisors performance attributions are related to judgements regarding subordinates career advancement prospects.

Details

Librarian Career Development, vol. 4 no. 1
Type: Research Article
ISSN: 0968-0810

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