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Article
Publication date: 28 February 2020

Shashank Mittal

Potential appraisal is the foremost indicator of employee's readiness to take higher responsibilities and used for multiple purposes in promotion, human resource…

Abstract

Purpose

Potential appraisal is the foremost indicator of employee's readiness to take higher responsibilities and used for multiple purposes in promotion, human resource development including training and development needs of employees. This study examines how construal level as psychological difference among employees (holistic–analytic differential in preference of thinking for various action domains among individuals) and meaningfulness of work is related to their readiness for development and responsibility. Combining meaning of work literature and cognitive psychology, the moderated mediation model is formed to examine the psychological process and social boundary conditions in the relationship between construal level and potential appraisal of employees.

Design/methodology/approach

Data were collected from 1,494 working executives and their 297 reporting managers across companies operating in an industrial cluster situated in India. The proposed model considered “experienced meaningfulness” as mediator and contextual factors of psychological empowerment and supervisor feedback as moderators.

Findings

Using multi-variate analysis and after controlling for industry type and experience, supervisor potential appraisal ratings of employees are found to be statistically related to construal level, and this relationship is found to be partially mediated by “experienced meaningfulness” of work. Further, contextual factors are found to be significant as moderators.

Originality/value

By bringing the subjective interpretation of different aspects of meaning of work from work design literature to examine its role in relationship between aspects of cognitive psychology and potential appraisal of employees, this study bridges the gap between cognitive psychology of development, meaning of work literature and HRD literature. Further implications for academic literature and managers are discussed.

Details

Journal of Management Development, vol. 39 no. 2
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 25 April 2018

Ioanna Anninou

The purpose of this paper is to suggest a novel framework of consumer confusion based on the appraisal theories of emotions. Extant theoretical and empirical evidence on…

1007

Abstract

Purpose

The purpose of this paper is to suggest a novel framework of consumer confusion based on the appraisal theories of emotions. Extant theoretical and empirical evidence on confusion continues to be vague on the connection between the emotional dimensions and behavioural consequences. The appraisal theories of emotions can help to expand the field of inquiry which is related to the topic of consumer confusion.

Design/methodology/approach

A concept-centric review of 112 publications on consumer confusion and research on emotions provides an integrative critical analysis of the nature of confusion and extends the literature. The review demonstrates that past research has advanced the understanding but not sufficiently explained all of the processes implicated in consumer confusion.

Findings

On the above grounds, the paper suggests that although confusion is environmentally driven, it can be seen as a dynamic process implicating two levels of consumer appraisals. Uncertainty/lack of understanding, goal inconsistency and motivational state form the basis of confusion; agency attribution and coping potential are, however, shaping the development of subsequent emotions and ultimately the expectations on consumer behaviour. Considered as a dynamic process, confusion has coping and behavioural implications. At the most central level, the importance of agency (or attribution) and coping potential is highlighted and the way these appraisals lead to different emotions and behaviours is discussed.

Originality/value

The paper advances extant consumer decision-making literature and proposes diverse emotions that are associated with the experience of confusion, behaviours that are expected, along with marketing implications and actions required for each of them.

Details

Management Decision, vol. 56 no. 8
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 27 May 2014

Richard Baskerville, Eun Hee Park and Jongwoo Kim

The purpose of this paper is to develop and evaluate an integrated computer abuse model that incorporates both organizational abuse settings and the psychological…

Abstract

Purpose

The purpose of this paper is to develop and evaluate an integrated computer abuse model that incorporates both organizational abuse settings and the psychological processes of the abuser.

Design/methodology/approach

The paper developed an emote opportunity (EO) model through a comprehensive literature review and conducted a case study to evaluate the explanatory and prescriptive usefulness of the model.

Findings

The EO model helps explain the interaction between organization-centric factors and individual-centric factors. It also helps explain how potential computer abusers elicit an emotion process component that ultimately contributes to computer abuse behaviors. The model connects both organizational external regulation processes and individual internal regulation processes to emote process components of potential abusers.

Research limitations/implications

The study considers only organizational computing resources as the target of computer abuse. The model is evaluated by historical data from a computer abuse case. Future research with contemporary empirical data would further evaluate these findings. Organizations should be aware of the opportunities they create for abuse and the emotional state-of-mind of potential abusers within organizations.

Practical implications

Organizations should take a holistic approach that incorporates personal emotions and organizational abuse opportunity settings to prevent computer abuse.

Originality/value

A multilevel, integrated EO model incorporating organizational environment and individual emotion processes provides an elaborated and holistic understanding of computer abuse. The model helps organizations consider the emotional state-of-mind of abusers as well as their organizational situation.

Details

Information Technology & People, vol. 27 no. 2
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 1 November 1995

Tom Redman and Brian P. Mathews

Examines managers′ attitudes to the use of upward and the moretraditional downward performance appraisal systems. The results aredrawn from a survey of UK managers. Finds…

1193

Abstract

Examines managers′ attitudes to the use of upward and the more traditional downward performance appraisal systems. The results are drawn from a survey of UK managers. Finds that upward appraisal is viewed as being generally less acceptable than “traditional” appraisal systems. Potential applications appear to be directed towards development and counselling areas. Concerns that are expressed in the literature, e.g. retribution by vengeful managers or orchestrated campaigns by trade unions, were not found to be particularly prominent in practice.

Details

Personnel Review, vol. 24 no. 7
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 27 August 2014

Judy Brown and Jesse Dillard

The purpose of this paper is to critically assess integrated reporting so as to “broaden out” and “open up” dialogue and debate about how accounting and reporting…

9213

Abstract

Purpose

The purpose of this paper is to critically assess integrated reporting so as to “broaden out” and “open up” dialogue and debate about how accounting and reporting standards might assist or obstruct efforts to foster sustainable business practices.

Design/methodology/approach

The authors link current debates about integrated reporting to prior research on the contested politics of social and environmental reporting, and critiques of the dominance of business case framings. The authors introduce research from science and technology studies that seeks to broaden out and open up appraisal methods and engagement processes in ways that highlight divergent framings and politically contentious issues, in an effort to develop empowering designs for sustainability. The authors demonstrate the strong resonance between this work and calls for the development of dialogic/polylogic accountings that take pluralism seriously by addressing constituencies and perspectives currently marginalized in mainstream accounting. The authors draw and build on both literatures to critically reflect on the International Integrated Reporting Council's (IIRC, 2011, 2012a, b, 2013a, b) advocacy of a business case approach to integrated reporting as an innovation that can contribute to sustainability transitions.

Findings

The authors argue that integrated reporting, as conceived by the IIRC, provides a very limited and one-sided approach to assessing and reporting on sustainability issues. While the business case framing on which it rests might assist in extending the range of phenomena accounted for in organizational reports, it remains an ideologically closed approach that is more likely to reinforce rather than encourage critical reflection on “business as usual” practices. Recognizing that the meaning and design of integrated reporting are still far from stabilized, the authors also illustrate more enabling possibilities aimed at identifying and engaging diverse socio-political perspectives.

Practical implications

Science and technology studies research on the need to broaden out and open up appraisal methods, together with proposals for dialogic/polylogic accountings, facilitates a critical, nuanced discussion of the value of integrated reporting as a change initiative that might foster transitions to more sustainable business practices.

Originality/value

The authors link ideas and findings from science and technology studies with literature on dialogic/polylogic accountings to engage current debates around the merits of integrated reporting as a change initiative that can contribute to sustainability. This paper advances understanding of the role of accounting in sustainability transitions in three main ways: first, it takes discussion of accounting change beyond the organizational level, where much professional and academic literature is currently focussed, and extends existing critiques of business case approaches to social and environmental reporting; second, it emphasizes the political and power-laden nature of appraisal processes, dimensions that are under-scrutinized in existing accounting literature; and third, it introduces a novel framework that enables evaluation of individual disclosure initiatives such as integrated reporting without losing sight of the big picture of sustainability challenges.

Details

Accounting, Auditing & Accountability Journal, vol. 27 no. 7
Type: Research Article
ISSN: 0951-3574

Keywords

Article
Publication date: 13 April 2015

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…

2897

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

Keywords

Article
Publication date: 1 November 2002

Farhad Analoui and Pauline Fell

Little has been reported in the literature on the perception and understanding of administrative staff regarding the processes involved in performance appraisal within the…

3273

Abstract

Little has been reported in the literature on the perception and understanding of administrative staff regarding the processes involved in performance appraisal within the higher educational establishments. At the University of Bradford appraisal for this cadre of employees has hitherto taken a voluntary form. In response to this vacuum, an empirical survey has been carried out in four departments in order to explore the perception, views and preferences of the administrative staff of the entire process and its related issues. The results indicated that lack of provision for formal appraisal has often resulted in inconsistencies, little or no provision for establishing formal dialogue between management and the staff concerning their performance expectations, misplacement of personal goals, and realistic opportunities for personal and career development. Therefore concludes that there is an urgent need for the university to disseminate its policies widely and maintain uniformity of practice throughout its departments. Moreover, attention ought to be paid to the effective training and the role and responsibilities of line managers.

Details

International Journal of Educational Management, vol. 16 no. 6
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 31 July 2007

Arif Hassan

Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems…

15784

Abstract

Purpose

Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship.

Design/methodology/approach

The study measured employees' rather than management perspective. A sample of 239 employees from eight organizations responded to a questionnaire which measured the effectiveness of employee development practices and cherished organizational values.

Findings

HRD practices like potential appraisal and promotion, learning/training, performance guidance and development were positively related to organizational values of collaboration, creativity, quality, delegation, and humane treatment. However, performance appraisal system, career planning, and contextual analysis variables were negatively associated with values such as trust and creativity.

Research limitations/implications

The study was exploratory in nature. Further studies are needed on a larger sample to examine why some HRD practices like performance appraisal, career planning and contextual analysis contributed negatively to organizational values such as trust and creativity.

Practical implications

The result of the study can be useful in designing effective employee development programs that promote cherished organizational values.

Originality/value

Little empirical knowledge exists on HRD and organizational values linkages in the context of transitional economies like Malaysia. The paper makes a modest attempt to fill the gap.

Details

Journal of European Industrial Training, vol. 31 no. 6
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 1 December 1982

JOHN M MA HUGHES

The assessment of job performance is one of the most vexed problems of organisational administration. It is a problem perennially avoided by managers, yet it is one which…

Abstract

The assessment of job performance is one of the most vexed problems of organisational administration. It is a problem perennially avoided by managers, yet it is one which will not go away. Without some indicators of achievement, we are told, accountability for the deployment and use of resources becomes a mockery, and organisational control is rendered impossible. Yet for one or more persons to sit in judgment on the job performance of another is, to say the least, distasteful to some, and indeed inimical and deeply offensive to not a few. PERFORMANCE APPRAISAL, as it is called, is thus a paradox. The logic of efficiency demands it, but equally strongly the logic of sentiment rejects it as unacceptable. What, then, is to be done?

Details

Industrial and Commercial Training, vol. 14 no. 12
Type: Research Article
ISSN: 0019-7858

Article
Publication date: 1 August 1969

THERE is a growing awareness in Britain of the importance of efficient management which percolates through every layer of a business to ensure that it is functioning…

Abstract

THERE is a growing awareness in Britain of the importance of efficient management which percolates through every layer of a business to ensure that it is functioning adequately in every department. The Harvard School of Business and similar organizations in the United States have made clear the great advantages to be reaped from taking management seriously in a competitive world. We may have been somewhat tardy in learning the lesson but today interest in it is widespread.

Details

Work Study, vol. 18 no. 8
Type: Research Article
ISSN: 0043-8022

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