Judgment Of Employees Research Articles

Kontekstualisasi Ilmu Jarh wa Ta'dil dalam Penilaian Kinerja Karyawan di PT Dwisar Multivesta Niagatama

Employee assessment is an important aspect of human resource management that requires a comprehensive approach to measuring their performance and contribution to the company. This article aims to explain the concept of jarh wa ta'dil in the science of hadith and how this concept can be applied in the context of employee assessment in modern management. By integrating the ethical values and justice of jarh wa ta'dil, companies can develop a more holistic and value-based approach to judgment. This research uses qualitative methods with a literature study approach by applying descriptive-analytical methods. The results of the research show that there is a correlation between the principles of jahr wa ta'dil with those of the ideal employee judgment. Principles such as justice, equity, and accuracy jhr wa'dil aligned with the ideals of the employee’s judgement such as objectivity, transparency, and accountability.

Exploring the impact of Workplace Ostracism on Work Engagement: Examining the intervening role of Psychological Empowerment

We all want to belong, fit in, and be accepted. Workplace Ostracism (WPO) is a personal recognition and judgment of employees who are banished, ignored by coworkers, or feeling ignored within the organization. The dismissive effect of workplace ostracism on employees can be witnessed in reducing employees' work performance, creativity and stimulation of negative emotional state. In order to explore the cause and effect between workplace ostracism and work engagement, this research intends to take psychological empowerment (PE) as a mediating variable to investigate management-level employees of the top 3 banks of Pakistan, namely Habib Bank Limited (HBL), National Bank of Pakistan (NBP), and United Bank Limited (UBL), and construct a research model on the association between employees' work engagement (WE) and work ostracism under the intervening effect of psychological empowerment. The study design was quantitative and carried out with a simple random sampling technique. A total of 598 responses were obtained from the management-level staff of the banks. The demographic profiles of the respondents were carried out in SPSS version 26. The correlation analysis and Structural equation model technique were used with the help of AMOS version 23. The results suggest that Workplace Ostracism is negatively linked with Work engagement and Psychological empowerment. Further, work engagement is positively correlated with Psychological empowerment. The Confirmatory Factor Analysis (CFA) results show that workplace ostracism negatively and significantly impacts work engagement. This negative impact was reduced after introducing Psychological empowerment as a mediator. The results of this study will be helpful to the HR department and policymakers of HBL, NBP, and UBL to understand workplace ostracism and its negativity and how to assist ostracized employees by empowering them psychologically.

Discrimination and chemical composition quantitative model of Raw Moutan Cortex and Moutan Cortex Carbon based on electronic nose and machine learning.

Raw Moutan Cortex (RMC) is a traditional medicinal material commonly used in China. Moutan Cortex Carbon (MCC) is a processed product of RMC by stir-frying. As raw and processed products of the same Chinese herb pieces, they have different effects. RMC has the effects of clearing heat and cooling blood, promoting blood circulation and removing blood stasis, but MCC has the contrary effect of cooling blood and hemostasis. Therefore, it is necessary to distinguish them effectively. The traditional quality evaluation method of RMC and MCC still adopts character identification, and mainly relies on the working experience and sensory judgment of employees with experience. This will lead to strong subjectivity and poor repeatability. And the final evaluation result may cause inevitable errors and the processed products with different processing degrees in actual production, which affects the clinical efficacy. In this study, the electronic nose technology was introduced to objectively digitize the odor of RMC and MCC. And the discrimination model of RMC and MCC was constructed in order to establish a rapid, objective and stable quality evaluation method of RMC and MCC. According to the correlation analysis, the experiment found the content of gallic acid, 5-hydroxymethylfurfural (5-HMF), paeoniflorin and paeonol determined by high performance liquid chromatography (HPLC) had a certain correlation with their odor characteristics. Thus, partial least squares regression (PLSR) and support vector machine regression (SVR) were compared and established the chemical composition quantitative model. Results showed that the quantitative data of RMC and MCC odor could be used to predict the contents of the chemical components. It can be used for quality control of RCM and MCC.

Peer Effects in the Efficacy of Disclosure of Conflicts of Interest

The judgment of employees is a critical component of human capital for all firms, but particularly in markets for expertise such as health care. Thus the potential for conflicts of interest to cloud workers’ judgment is of significant concern, and has led to increasing popularity of disclosure policies. The Physician Payment Sunshine Act of 2010 mandated that pharmaceutical manufacturers disclose the payments and gifts given to physicians with the intention of containing rising drug prices. The belief that undergirded this legislation, as with disclosure policies generally, is that physicians would be shamed by disclosure into cost consciousness (namely, prescribing generic rather than branded drugs). Research since then has shown that disclosure has not had the desired effect of reducing the use of branded drugs. I use data on all hospital admissions in New Jersey from 2008 to 2010 to examine how “monitoring” by peers can offset this. I find that physicians disclosed for receiving payments from pharmaceutical manufacturers have a significantly lower likelihood of prescribing branded drugs when working on cases with another physician, relative to their own behavior on cases where they are working alone; the effect varies with the relative status of the other physician (e.g., surgeon vs. resident). Thus while disclosure of these payments was meant to modify behavior by revealing information to the general public, these results suggest that this is not the relevant audience. I discuss the implications of this for the health care industry specifically, as well as implications in the market for expertise more generally.

Service with improper requests: How fellow customers interpret Employee's judgment call

In this paper, we examined the impact of different judgment calls by service personnel on service satisfaction, in response to inappropriate requests from customers. Based on the stereotype content model, we propose that employees servicing with these requests are often evaluated on two fundamental dimensions, warmth and competence, and the accessibility of one dimension over the other determines overall service satisfaction of fellow customers. Through three experiments, the current research shows that fellow customers perceive service employees who consent to an improper request as higher in warmth but lower in competence than those who reject the request. However, when the compliance has serious consequences for a fellow customer, this negatively affects the competence evaluation but not the warmth evaluation, which in turn reduce customer satisfaction. When the focal customer suffers from the serious consequences, this positively affect both competence and warmth perception, which in turn enhance fellow customer satisfaction. This research could be used to identify ways to handle improper requests made by customers.

Observers' reactions to workplace incivility in the masculine domain: How does role congruency explain gender bias in future workers?

Based on Role Congruity Theory, we tested the hypothesis of gender bias by examining gender differences in observers' evaluations of the awareness and acceptability of workplace incivility gender-dyad interaction. Three hundred and ninety-six Spanish high school students (55.3% female) read one scenario of overt incivility (publicly humiliates and openly doubts the employee's judgment) or covert (omits and pays little attention) from a leader (female vs. male) toward a subordinate (female vs. male) in engineering. Results indicated gender differences among observers. From the leader actor of incivility, males were more aware and accepted less the incivility when performed by a female leader in a male domain; whereas females were more aware and accepted less incivility than males in all cases. Regarding the subordinate target of incivility, only females were more aware and accepted less incivility, and both males and females were more aware and accepted less covert incivility. Our results reveal practical implications for interventions from a gender perspective.

Organizational justice, employee job satisfaction and employee engagement: A case of telecom industry

Employees of an organization are the real asset to it as they are the key behind its success or failure in an industry. It therefore becomes vital for organizations to satisfy and engage their employees. Furthermore, employee judgment about distributive and procedural justice influences their satisfaction level. So the present study aims to investigate the influence of organizational justice on employee job satisfaction and impact of employee job satisfaction on employee engagement. Data was collected from employees of private telecom players in the state of J&K through self-administered questionnaire. Further, regression analysis is done to check the impact of the organizational justice on employee job satisfaction and employee job satisfaction on employee engagement. Finding support, the hypothesis that organizational justice has positive influence on job satisfaction and employee job satisfaction positively influences employee engagement. This paper contributes to existing knowledge by studying three different constructs in context of telecom sector within the state of J&K.

Naudinga, vadinasi – teisinga? Žmogiškųjų išteklių valdymo sprendimų suvokiamo teisingumo prielaidų empirinė analizė

Kelis dešimtmečius trunkantys teisingumo organizacijoje tyrimai nuosekliai rodo, kad darbuotojai sutinka su tais organizacijos ir vadovų sprendimais ir yra labiau jais patenkinti, kuriuos vertina kaip teisingus (Colquitt, Le Pine, Piccolo, Zapata, & Rich, 2012). Teigiama, kad suvoktas sprendimo, jam priimti taikomų procedūrų ir tarpasmeninio elgesio priimant sprendimus teisingumas priklauso nuo jų atitikties tam tikroms teisingumo taisyklėms (Cropanzano, Rupp, Mohler, & Schminke, 2001). Tačiau net jei vadovai laikosi teisingumo taisyklių, darbuotojai ne visada jų sprendimus vertina kaip teisingus (Cropanzano & Ambrose, 2015). Maža to, kai kurie tyrimai (Brockner & Wiesenfeld, 2005) rodo, kad darbuotojai jiems palankius sprendimus vertina kaip teisingesnius, o pirmenybę teikia toms teisingumo taisyklėms, remiantis kuriomis priimami jiems palankūs sprendimai (Gilliland & Paddock, 2005). Visgi nei toks selektyvus teisingumo taisyklių taikymas praktikoje, nei nagrinėjimas tyrimuose nėra pagrįstas nuoseklia teisingumo taisyklių ir sprendimo palankumo analize. Nėra tyrimų, kurie leistų atsakyti į tiek moksliniu, tiek taikomuoju požiūriais aktualų klausimą, kokiais principais turėtų būti grįsti atskiri žmogiškųjų išteklių vertinimo sprendimai, kad darbuotojai juos vertintų kaip teisingus, ir kaip tai priklauso nuo sprendimo palankumo darbuotojui. Todėl buvo atliktas tyrimas, kuriuo siekiama nustatyti sprendimo palankumo ir teisingumo taisyklių vaidmenį formuojant darbuotojų suvokiamą veiklos vertinimo, darbo užmokesčio ir papildomo atlygio bei galimybės tobulėti sprendimų teisingumą.Tyrimu apklausus 440 įvairių organizacijų darbuotojų nustatyta, kad jei yra priimamas darbuotojui palankus veiklos vertinimo, darbo užmokesčio, papildomo atlygio ir galimybės tobulėti sprendimas, tiek pats sprendimo rezultatas, tiek jam priimti taikytos procedūros ir tarpasmeninis sprendimą priimančio asmens elgesys darbuotojo yra vertinami kaip teisingesni. Be to, nuo sprendimo palankumo darbuotojui priklauso ir teisingumo taisyklių vaidmuo formuojant skirstymo, procedūros ir sąveikos teisingumą visuose žmogiškųjų išteklių valdymo sprendimuose.

Employee judgments of and behaviors toward corporate social responsibility: A multi‐study investigation of direct, cascading, and moderating effects

SummaryDo employee judgments of their organization's corporate social responsibility (CSR) programs relate to CSR‐specific performance and in‐role job performance? Can middle managers influence the formation of such judgments and what factors might moderate such cascading influences? To answer these yet unaddressed questions, we conduct three studies. Study 1 takes an organizational justice perspective and tests our baseline model. Results show that employees' CSR judgments trigger their affective commitment and performance on extra‐role CSR‐specific behaviors; however, extra‐role CSR‐specific performance is unrelated to in‐role job performance. Study 2 replicates Study 1's findings while, in addition, applies a social information processing approach and offers novel insights by demonstrating the cascading effects of managers' CSR judgments on employee CSR judgments. Investments made in CSR programs in order to improve employee judgments and behaviors may be unsuccessful if employees' CSR judgments are based on social information that remains unchanged. In addition to replicating the findings from studies 1 and 2, study 3 draws from middle management involvement and leadership theories to show that leadership styles and managers' involvement in implementing deliberate strategy can strengthen or weaken these cascading effects. This highlights the important role of middle managers as “linking pins” in the CSR strategy implementation process. Copyright © 2014 John Wiley & Sons, Ltd.

When Does Management’s Support for a Change Translate to Perceptions of Fair Treatment? The Moderating Roles of Change Attributions and Conscientiousness

Organizational change creates uncertainty and stimulates fairness judgments of employees, which are important determinants of employee attitudes and behaviors. This study investigated the antecedents of employees’ change-related fairness perceptions. Drawing on change implementation literature, attribution theory, and personality research, the authors examined how the effect of management’s change support on individuals’ change fairness perceptions is moderated by change attributions and employees’ conscientiousness level. Using multilevel data from 693 employees in 29 organizations engaged in a variety of changes, hierarchical linear modeling analysis indicated that the relationships between managements’ change support and individual employees’ change fairness perceptions were positive in most conditions. The exception was when the change was externally attributed to conditions not controllable by the management and when the affected employees had lower levels of conscientiousness.

A Longitudinal Investigation of Task and Contextual Performance Influences on Promotability Judgments

Promotions in organizations traditionally have represented the principal measure of career success, and they tend to be based on evaluations or judgments of employees' promotability made by supervisors. Yet theory and research on the antecedents of promotability judgments have presented an inconsistent and ambiguous picture of just what factors are best predictive of such evaluations. In the present investigation, longitudinal data obtained from supervisors of professional employees were used to rigorously test the relative influence of task and contextual performance on judgments of promotability. Results indicate that task and contextual performance not only explain unique variance in judgments of promotability but also interact, such that subordinates who excel in task performance and in the job dedication aspect of contextual performance are judged more suitable for promotion than subordinates who excel in one but not in the other. Implications of results are discussed and future research directions are offered.

The Significance of a Suitable Information Ethical Code

IntroductionComputers and electronic communication facilitate a detached form of interaction among people, and are media through which people are able to send and receive information in an unpremeditated way, leading to changes in interpersonal relationships. Moreover, they represent a quick, low cost communication mechanism through which the copying and printing of intellectual property is easily done, making the violation of patent rights, residuary rights, copyright, and piracy rife, and the interception of messages and invasion of privacy commonplace. Such a communication channel provides considerable freedom and space for the innovative use and diffusion of information. The concept of information sharing runs counter to that of complete confidentiality and partial accessibility. For this reason, the principle of information ethics always contravenes the important value of freely accessible information. In view of this, the electronic age requires legal authentication to render unnecessary paper authorization and legitimization. Therefore, due to the unique difficulties and challenges of the IT developments outlined above, the principle and application of ethics must be adapted to accommodate the needs of information technology (IT) (Weiss, 1990; Martin, 2001; Davison et al., 2006).A well-designed code will help to educate several communities. If a code is sufficiently detailed, it will help to educate clients and society, and reduce the developer's tendency to take short-cuts. A detailed code can be used as a foundation for a malpractice suit against developers who intentionally fail to meet the standards specified in a code. A code also serves to educate its membership and potential membership about the standards of the profession (Gotterbarn, 1998). The Center for Business Ethics (1986) found that 83 to 93 percent of companies have an ethical code (Berenbeim, 1992), the manager of those companies believing that the code is instrumental in the prevention of unethical conduct among employees (Manley, 1991). As employees recognize the ethical code as a form of law and rule, it helps clarify the definition of the range of behavior unacceptable to the company, thus helping both to prevent computer abuse and to influence the moral judgment of employees (Bequai, 1983).The ethical code of NASW (National Association of Social Workers, 1996) includes a series expectant of the normative description of workers' attitude and behavior, most of which is context dependent. Due to the inhibitions of code, to resolve the conflict between situation factors and code, rule and standard should refer to the context. The hypothesis of the code is individuals of good character will behave responsibly in good faith. For this reason, social workers should consider cultural habits and adopt a flexible interpretation of the behavior of professionals (Goldstein, 1999).Although a number of scholars have studied information ethics (Schlegelmilch, 1989; Langlois and Schlegelmilch, 1990; Swinyard et al., 1990; Berenbeim, 1992; Whitman et al., 1998; Guillen et al., 2002; Wood et al., 2004; Davison et al., 2006; Mele et al., 2006; Hui et al., 2007), studies from the cultural perspective using longitudinal and qualitative methods are still scarce (Chang, 2009). According to Mason (1 986) there are four aspects to informational ethics (PAPA): privacy, accessibility, property, and accuracy. In light of this, the present paper aims to explain the different reactive processes of MIS professionals in CHSyst (pseudonym) in Taiwan, Hong Kong, and Mainland China, and to interpret these reactions from the perspective of Chinese morality (Hwang, 1998) and Mason's PAPA (1986). It aims to provide fresh insight into the Chinese morality perspective, and to create a new direction for ethical codes in Chinese enterprises.The structure of the paper is as follows: The first part reviews the body of literature on the theory of the importance of ethical codes and the Chinese morality perspective. …

The Importance Of Accurate Performance Appraisals For Creating Ethical Organizations

Improving the day-to-day ethical judgments of employees within an organization remains a challenge. This study examined how employees’ job performance outcomes influence how others judge the employees’ ethical performance. The research found that respondents judged employees with successful job performance outcomes to have exhibited more ethical behaviors than employees with unsuccessful job performance outcomes. This pattern of results was consistent regardless of the respondent’s ethical beliefs. We discuss implications of these results for research and for practice, particularly in terms of improving judgments of ethical behavior in organizations.

The Relationship Between General Ethical Judgments and Copying Behavior at Work

Electronic technologies, in general, and computer-oriented technologies specifically have had a tremendous impact on all aspects of business. One area of increased concern is the protection of intellectual properties -- notably copyrights -- within the boundaries of the broadly defined technology industry. While the ability to share copyrighted information has always existed at the most basic levels, the advent of the information age has allowed the sharing of this information to take place in potentially greater quantities and without a loss of quality. As such, copying creates a major threat to industries dealing in the production and distribution of copyrightable creations. The focus of this paper is to better understand how the ethical judgments of employees regarding the opportunities to recreate copyrighted works via traditional and newer technologies impact assessments of copying behavior in the workplace.

Are you L.E.A.D.ing your troops?

Leadership, at its best, leverages other people’s full potential The L.E.A.D. program follows neither the old command‐and‐control style of management nor the more laissez faire approaches that have emerged. Instead, L.E.A.D. begins with a clear mandate for managers to leverage their people to their highest levels of achievement, as individuals and as a group. The first step involves leveraging employee judgment, then fully engaging them in their work by respecting the psychological contract implied in employment, aligning all employee efforts by clarifying context, and finally developing individual capacity by coaching and mentoring. The L.E.A.D. process can spell the difference between truly outstanding achievements vs. run‐of‐the‐mill practices that achieve far less.

Distributive and procedural justice as predictors of employee outcomes in Hong Kong

This study examines the extent to which employee judgments about distributive and procedural justice predict job satisfaction, intent to stay and evaluation of supervision in Hong Kong. Distributive and procedural justice each plays a role in determining work outcomes of Hong Kong employees. However, some effects of these justice variables differ from results of previous studies in the United States (U.S.). First, in previous U.S. studies, procedural justice moderates the relationship of distributive justice with evaluation of supervision, but not with job satisfaction or intent to stay. For Hong Kong employees, procedural justice moderates the effects of distributive justice on job satisfaction and intent to stay, but not on evaluation of supervision. Second, previous U.S. studies have shown that procedural justice has a larger effect on work outcomes for women, while distributive justice has larger effects on outcomes for men. For Hong Kong employees, the effects of procedural and distributive justice are about the same for men and women. Differences in the effects of distributive and procedural justice between Hong Kong and the U.S. may reflect cultural dimensions, such as collectivism/individualism and power distance, as well as the relative availability of rewards for women in the work force. Practical implications and future research directions are discussed. Copyright © 2000 John Wiley & Sons, Ltd.

From Bureaucratic Control to Building Human Capital: The Importance of Teacher Learning in Education Reform

report, Time for Results (NGA, 1986), and their 1989 education summit in Charlottesville, VA, the governors released a short agenda for change--standards, testing, and technology. In an interview on National Public Radio (June 14, 1996), Wisconsin's Governor Tommy Thompson, Co-chair of the Palisades conference, argued that the governors tried to cover much at the Charlottesville summit. Using early childhood preparation for school as an example, he observed that previous reform agendas had been too ambitious. This time, he explained, the governors sought simplicity and concentrated on the foundations of education-high-quality academics. The governors' recommendations bring into sharp focus a (Argyris & Schon, 1974) about change that has been at the core of education policy since A Nation at Risk was published (USDE, 1983). A central premise of this theory is that problems of schooling are due in large part to lack of direction, excessive discretion, and low accountability within the education system. This theory claims that these conditions can best be corrected through external regulation and bureaucratic control (Rowan, 1990). A substantial amount of evidence indicates that this theory-of-action is naive and incomplete. Organizational theory and research have long told us that formal bureaucratic controls, such as standard work rules and sanctions, are largely ineffective in professional and semiprofessional organizations, such as schools, where work is uncertain, nonroutine, and requires employee judgment and flexibility (Etzioni, 1964). Indeed, formal bureaucratic controls may actually compromise work quality when employees must solve problems and exercise discretion to meet the needs of clients (Lipsky, 1980). At best, policies that legislate and regulate behavior in schools have met with uneven success. Cross-national studies indicate that standards, assessments, and other policies, such as common curriculum frameworks, can increase the consistency with which subject matter is taught (Cohen & Spillane, 1992). They can prompt teachers to devote more time and effort to teaching tested material (Darling-Hammond & Wise, 1985; Smith, 1991). They can also influence teachers' instructional strategies. At the same time, research reveals that the effects of these policies may be limited. Frequently, teachers see them less as an imperative to change their practice than as something to be done over and above their current work (Black, 1994; Wilson & Corbett, 1990). These policies may be ignored, treated as add-ons to basic routines, or reshaped by teachers to make them more compatible with prevailing practices (Cohen & Ball, 1990). Even teachers in districts with intensive and coordinated guidance policies seem to maintain substantial discretion over their instructional strategies (Archbald & Porter, 1994). Research also indicates that standards and assessments can create new problems. These policies have been found to constrain teachers' ability to serve their students (Darling-Hammond & Wise, 1985; Smith, 1991). Their tendency toward standardization can limit teachers' ability to make pedagogical decisions that accommodate the wide range of learning needs of diverse student populations. These policies are typically implemented with little attention to developing the knowledge and skills required for teachers to implement them (Cohen & Spillane, 1992). And, while they contain mechanisms for teacher accountability, these policies generally lack incentives for teachers to improve their practice. On the contrary, they often introduce disincentives, such as work overload, value conflicts, role conflicts, and reductions in professional autonomy, that constrain creativity and innovation (Porter, 1989). The incentive value and usefulness of these policies are diminished further if, as reported by a number of studies (e.g., Wilson & Corbett, 1990), teachers gain little relevant information about students' learning needs or how to teach them more effectively. By presenting this evidence, I do not mean to argue against standards and assessments per se. Theory and research consistently point to the importance of goals, monitoring, and feedback to guide individual and organizational behavior (Miskel & Ogawa, 1988). No doubt, it is the responsibility and prerogative of states and school districts to set goals and standards for student learning and moni-

RELATIONS BETWEEN WORK TEAM CHARACTERISTICS AND EFFECTIVENESS: A REPLICATION AND EXTENSION

Previous research has demonstrated that work team characteristics can be related to effectiveness (Campion, Medsker, & Higgs, 1993). This study provides a replication with professional knowledge worker jobs, different measures of effectiveness, and work units that varied in the degree to which members identified as a team. Data were collected from 357 employees, 93 managers, and archival records for 60 teams in a financial services organization. Team characteristics were measured with questionnaires completed by employees and managers. Effectiveness measures included immediate manager judgments at two points in time, senior and peer manager judgments, employee judgments, and archival records of employee satisfaction and performance appraisals. Results were similar to previous findings in that most team characteristics were related to most effectiveness criteria. Relationships were strongest for process characteristics, followed by job design, context, interdependence, and other characteristics. Further, work units higher on single‐team identity were higher on many team characteristics and effectiveness measures.

Individual and Situational Factors That Influence Managers' Ethical Judgments

This study is an investigation of potential relationships between ethical judgments and both personal demographic and situational variables among a national sample of 602 managers. A significant positive relationship was found between education and ethical judgments of a scenario about an unethical situation. As formal education increased, managers tended to view unethical situations more favorably. Also, a significant negative relationship between size of a firm and ethical judgments of employees was confirmed in a regression analysis. Conclusions and suggestions for research are presented.

Short-Form Measures of Physician and Employee Judgments About Hospital Quality

Article-at-a-Glance Objective This article describes the development of short-form measures of physician and employee judgments about hospital quality from reliable and valid long-form measures previously published. Design The study used a cross-sectional sample of survey results from the fourth quarter of 1989 through the second quarter of 1991. Setting The measures were tested in a mix of urban and rural hospitals and of voluntary and investor-owned organizations with bed sizes ranging from 75 to 470. Respondents A sample of 3,435 physicians (from 44 hospitals) and 17,315 employees (from 36 hospitals) was used. Methods Stepwise regression analytic techniques were used to guide selection of the short-form items (31 physician items, 24 employee items). Hospital-level reliabilities and correlations between the short-form and long-form total process measures were estimated. Results Despite an estimated reduction in response time of two minutes and five minutes, respectively, for the physician and employee measures, hospital-level reliability estimates were virtually identical for corresponding short-form and long-form measures. In addition, the short-form total process measures correlated 0.99 (physician) and 0.98 (employee) with the long-form measures. Conclusions The short-form measures are an improvement over the original full-length instruments in terms of operational efficiency and, therefore, are preferable for many applications.