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Article
Publication date: 21 August 2007

James R. Van Scotter, Karen Moustafa, Jennifer R. Burnett and Paul G. Michael

The purpose of this paper is to examine the effect of acquaintance on performance rating accuracy and halo.

Abstract

Purpose

The purpose of this paper is to examine the effect of acquaintance on performance rating accuracy and halo.

Design/methodology/approach

After expert ratings were obtained, US Air Force Officers (n=104) with an average of six years experience rated the performance of four officers who delivered 6‐7 minute briefings on their research projects; 26 raters reported being acquainted with one or more of the briefers. Raters were randomly assigned to use a rating format designed to encourage between‐ratee comparisons on each dimension or a format in which each ratee was separately rated on all dimensions.

Findings

Ratings made by acquainted raters were more accurate than ratings by unacquainted raters. Accuracy was positively correlated with halo for both sets of ratings. Rating format had no discernible effect on accuracy or halo.

Research limitations/implications

One limitation of this study is that the measure of acquaintance was not designed as a surrogate for familiarity. Development of a multi‐item, psychometrically‐valid measure of acquaintance should be the first step in pursuing this research. The use of a laboratory design where only a small percentage of the sample was acquainted with those being rated also limits the study's generalizability.

Practical implications

The results show that prior acquaintance with the ratee results in more accurate ratings. Ratings were also more positive when raters had prior contact with the person they rated.

Originality/value

The hypothesis is that the cognitive processes used to produce ratings are different for raters who have had no prior contact with a ratee and raters who are in some manner acquainted with a ratee. In the past, a positive halo effect from acquaintance between raters and ratees has been a concern. However, this limited study indicates that acquaintance may actually result in more accurate ratings.

Details

Journal of Management Development, vol. 26 no. 8
Type: Research Article
ISSN: 0262-1711

Keywords

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Book part
Publication date: 26 October 2016

Randall Young

The purpose of this study is to examine the impact of psychological climate perceptions on the employee’s intent to comply with the organization’s whistle-blower policies…

Abstract

The purpose of this study is to examine the impact of psychological climate perceptions on the employee’s intent to comply with the organization’s whistle-blower policies. This study also endeavors to add evidence to the debate concerning the effectiveness of implementing anti-retaliation measures to improve whistle-blowing behavior. Survey results show that psychological climate perceptions of fairness and commitment to the organization influence the employee’s attitude toward whistle-blower policies, perception of how important others within the organization view the act of whistle-blowing and the employee’s intent to blow the whistle. The results of this study also suggest that anti-retaliation measures used by government policy makers and organizations to improve whistle-blowing behavior may not be an effective strategy. This manuscript discusses the implications of the findings on whistle-blowing behavior and the debate concerning anti-retaliation measures.

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Book part
Publication date: 24 July 2020

Soo-Hoon Lee, Thomas W. Lee and Phillip H. Phan

Workplace voice is well-established and encompasses behaviors such as prosocial voice, informal complaints, grievance filing, and whistleblowing, and it focuses on…

Abstract

Workplace voice is well-established and encompasses behaviors such as prosocial voice, informal complaints, grievance filing, and whistleblowing, and it focuses on interactions between the employee and supervisor or the employee and the organizational collective. In contrast, our chapter focuses on employee prosocial advocacy voice (PAV), which the authors define as prosocial voice behaviors aimed at preventing harm or promoting constructive changes by advocating on behalf of others. In the context of a healthcare organization, low quality and unsafe patient care are salient and objectionable states in which voice can motivate actions on behalf of the patient to improve information exchanges, governance, and outreach activities for safer outcomes. The authors draw from the theory and research on responsibility to intersect with theories on information processing, accountability, and stakeholders that operate through voice between the employee-patient, employee-coworker, and employee-profession, respectively, to propose a model of PAV in patient-centered healthcare. The authors complete the model by suggesting intervening influences and barriers to PAV that may affect patient-centered outcomes.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80043-076-1

Keywords

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Book part
Publication date: 27 December 2016

Chyi Jaw, James Po-Hsun Hsiao, Tzung-Cheng (T. C.) Huan and Arch G. Woodside

This chapter describes and tests the principles of configural theory in the context of hospitality frontline service employees’ happiness-at-work and managers’ assessments…

Abstract

ABSTRACT

This chapter describes and tests the principles of configural theory in the context of hospitality frontline service employees’ happiness-at-work and managers’ assessments of these employees’ quality of work performances. The study proposes and tests empirically a configural asymmetric theory of the antecedents to hospitality employee happiness-at-work and managers’ assessments of employees’ quality of work performance. The findings confirm and go beyond prior statistical findings of small-to-medium effect sizes of happiness-performance relationships. The method includes matching cases of data from surveys of employees (n = 247) and surveys completed by their managers (n = 43) and uses qualitative comparative analysis via the software program fsQCA.com. The findings support the four principles of configural analysis and theory construction: recognize equifinality of different solutions for the same outcome; test for asymmetric solutions; test for causal asymmetric outcomes for very high versus very low happiness and work performance; and embrace complexity. The theory and findings confirm that configural theory and research resolves perplexing happiness–performance conundrums. The study provides algorithms involving employees’ demographic characteristics and their assessments of work facet-specifics which are useful for explaining very high happiness-at-work and high quality-of-work performance (as assessed by managers) – as well as algorithms explaining very low happiness and very low quality-of-work performance.

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Article
Publication date: 5 June 2007

Robert McClure and Christine Murphy

The main intension of this paper is to challenge the dominance of emotional labour in professional nursing.

Abstract

Purpose

The main intension of this paper is to challenge the dominance of emotional labour in professional nursing.

Design/methodology/approach

The article begins by evaluating the central conceptual and definitional aspects of emotional labour, emotion work and emotional work. The purpose of this discussion is to argue against the false public and private dichotomy that has plagued emotional labour and emotion work. Second, it is proposed that the central and helpful defining aspects of emotional labour and emotion work are Marx's concepts of exchange‐value and use‐value. These defining attributes are used in conjunction with other re‐conceptualisations, which unite these terms in order to create more encompassing constructs that are useful for focusing on the waged and unwaged aspects of professional nurses' emotional work response behaviours. Finally, the use of emotional labour in professional nursing is contested on the grounds that the construct has limited theoretical and empirical utility for researching the complex nature of professional nurses' emotional work response behaviours.

Findings

It is recommended that a more robust encompassing concept needs to be developed, which accurately reflects the nature and complexity of professional nurses' waged and unwaged emotional work response behaviours, as they are important overlooked facets of behaviour that can be theoretically related to professional nurses' contextual performance.

Originality/value

The paper provides a better understanding of professional nurses' emotional work response behaviours, which benefit nursing research and practice by drawing on other areas of theory and research.

Details

Journal of Health Organization and Management, vol. 21 no. 2
Type: Research Article
ISSN: 1477-7266

Keywords

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Article
Publication date: 12 December 2016

James Kwame Mensah, Justice Nyigmah Bawole and Nisada Wedchayanon

Combining insights from the social exchange and signalling theories, the purpose of this paper is twofold: first, to investigate the relationship between talent management…

Abstract

Purpose

Combining insights from the social exchange and signalling theories, the purpose of this paper is twofold: first, to investigate the relationship between talent management (TM) practices and four dimensions of talented employees’ performance; and, second, to examine the mediating role of job satisfaction and affective commitment on this relationship in the Ghanaian banking context.

Design/methodology/approach

Structural equation modelling was used to survey data from 232 employees who are part of a talent pool in the Ghanaian banking sector.

Findings

The findings of this paper showed that TM practices increase positive talented employee performance of task, contextual and adaptive, whereas it reduces counterproductive behaviours. Second, talented employee work attitudes of job satisfaction and affective commitment partially mediate the relationship between TM practices and four dimensions of talented employees’ performance.

Research limitations/implications

This study used cross-sectional data; hence, conclusions regarding causality cannot be made.

Practical implications

Management and organisations implementing and intending to implement TM practices should implement and invest in TM practices that will trigger employee work attitudes to achieve full employee performance.

Originality/value

This paper advances the literature by exploring the relationship between TM practices and four dimensions of talented employees’ performance.

Details

Management Research Review, vol. 39 no. 12
Type: Research Article
ISSN: 2040-8269

Keywords

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Book part
Publication date: 19 August 2021

Laura E. Marler, James M. Vardaman and David G. Allen

Human resource management is an understudied but burgeoning topic in the family business scholarly domain. This chapter provides a summary review of the existing…

Abstract

Human resource management is an understudied but burgeoning topic in the family business scholarly domain. This chapter provides a summary review of the existing literature on human resource management in family businesses and offers pathways for future research. The authors cluster the extant research into topic areas of compensation, recruitment and selection, training, employee performance, and turnover, and offer future research directions for each. In identifying gaps and tension in the literature, the chapter also highlights several broader theoretical pathways for future research. These opportunities include further inquiry into the outcomes of bifurcation bias, or the disparate treatment between family and non-family employees, the nuanced ways family firms recruit and select new employees, the role of high-performance work systems in family firms, the ways image considerations influence human resource practices in family firms, and the application of social network perspectives.

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Book part
Publication date: 2 October 2003

Walter C Borman, Jerry W Hedge, Kerri L Ferstl, Jennifer D Kaufman, William L Farmer and Ronald M Bearden

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the…

Abstract

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84950-174-3

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Article
Publication date: 13 April 2015

James Kwame Mensah

The purpose of this paper is to provide a conceptual framework that demonstrates the mechanisms through which talent management (TM) leads to the various dimensions of…

Abstract

Purpose

The purpose of this paper is to provide a conceptual framework that demonstrates the mechanisms through which talent management (TM) leads to the various dimensions of employee performance.

Design/methodology/approach

A literature-based analysis was employed by combining concepts from TM and employee performance. The syntheses of these two concepts lead to the development of the conceptual framework.

Findings

The findings show that, implementation of a TM system leads to employee performance, but a TM output mediates the relationship between TM and employee performance.

Originality/value

This paper has contributed to the conceptualisation of TM and employee performance which will help to improve theory, research and practice in all fields concerned with individual work performance.

Details

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

Keywords

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Article
Publication date: 1 June 2004

Adelle J. Bish, Lisa M. Bradley and Leisa D. Sargent

The present study examined the effects of rewarding contextual performance with career development activities on perceptions of justice. Participants (264) read vignettes…

Abstract

The present study examined the effects of rewarding contextual performance with career development activities on perceptions of justice. Participants (264) read vignettes which gave information regarding two colleagues in a large retail store who applied for a career development activity. Type of career development activity, level of contextual performance, and the development activity recipient was varied across the vignettes. Results indicated that participants believed there was greater justice when they themselves received the development activity, irrespective of whose performance was higher. Participants were also more satisfied and had greater interest in pursuing a career in the organization when they themselves received the development opportunity, especially for organizationally‐oriented activities. Happiness completely mediated the relationship between who received the career development activity and both procedural and distributive justice. Implications of these findings for organizational justice and careers research, as well as for managers, are discussed.

Details

Career Development International, vol. 9 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

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