Job Performance Ratings Research Articles

Status of human resource management in public university libraries in Bangladesh

The study conducted a survey in five prominent public university libraries in Bangladesh to explore the extent of Human Resource Management (HRM) usually practiced by them. The survey used a combination of structured questionnaire, unstructured interview, and observation methods to examine the nature and type of library human resources, their professional categories, management issues including staff selection and recruitment, salaries and wages, job analysis methods, performance evaluation, audit, and promotion, supporting Human Resource Development (HRD) programmes, etc. The study used a five point Likert scale to rank major problems of HRM in libraries, and also to record staff's opinion on twelve (12) indicators measuring their levels of job satisfaction. Finally, the paper provided future directions for better HRM practices in the common interest of public university libraries in Bangladesh.

Using Multilevel Random Coefficient Modeling to Investigate Rater Effects in Performance Ratings

There has been recent interest in how rater attributes lead to systematic variance in ratings of job performance. Although numerous rater characteristics have been proposed to affect performance ratings, there has been little empirical research studying them. We suggest this has been because of methodological problems with levels of analysis and propose multilevel random coefficient (MRC) modeling as a solution. We present a multilevel model of rater effects in which ratees are nested within raters. We also present two examples of applying MRC modeling to criterion-related validity data to study how rater-level variables influence performance ratings and the relationships selection assessments have with those ratings.

Reputation as a moderator of political behavior-work outcomes relationships: A two-study investigation with convergent results.

Personal reputation has been acknowledged to have an important influence on work outcomes. However, substantive research has been relatively scarce to date. The 2-study research plan reported here supports reputation's role as a moderator of the relationships between political behavior and the work outcomes of uncertainty, emotional exhaustion, and job performance ratings (i.e., self- and supervisor report). The 1st investigation contained both a pilot study, which was undertaken to demonstrate the consistency of self- and others' perceptions of reputation, and a test of the substantive relationships. The 2nd study served as a constructive replication of the hypothesized relationships. Supporting prior research, Study 1 demonstrated that self-reports of personal reputation were significantly related to peer report. In each study, political behavior was associated with decreased uncertainty and emotional exhaustion and increased job performance ratings for individuals with a favorable reputation. Conversely, political behavior predicted increased uncertainty and emotional exhaustion and decreased job performance ratings for individuals with an unfavorable reputation. Implications of these results, strengths and limitations, and directions for future research are discussed.

Does Prevalence Mitigate Relevance? The Moderating Effect of Group-Level OCB on Employee Performance

This article explores multilevel relationships between group-level OCB, individual-level OCB, and work performance. We also discuss conceptualizing OCB with regard to context and multiple levels of analysis. We hypothesize that group-level OCB moderates the relationship between individual-level OCB and job performance. Results based on 100 work groups in a manufacturing firm indicate that group-level OCB significantly moderated the relationship between individual-level OCB and job performance. Comparing contexts in which group-level OCB was rare with those in which it was prevalent, we found that high individual-level OCB yielded greater significant increases in job performance ratings when group-level OCB was rare.

Type‐A behavior in a multinational organization: a study of two countries

AbstractThis study examined the relationship of global Type A and its components (time pressure and hard driving/competitiveness) with job performance, job satisfaction and health problems among employees working in a multinational company in Malaysia (N = 305) and Pakistan (N = 325).Data were collected by means of a structured questionnaire from employees concerning Type‐A behavior, job satisfactions and health problems. Job performance data were obtained from the company's personnel files. The immediate supervisor provided the job performance rating annually for all employees. Bivariate multiple regressions were used to analyze the data. Global Type A and its two components were not related to job performance in either countries. Global Type A and the components time pressure and hard driving/competitiveness were significantly related to job satisfaction and health problems in both countries. Some support for the differential effects of Type‐A behavior components on health problems was noted in both samples. Implications of findings are discussed for international and cross‐cultural research. Copyright © 2006 John Wiley & Sons, Ltd.

Political skill as neutralizer of felt accountability—job tension effects on job performance ratings: A longitudinal investigation

This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data were gathered at multiple times over a one-year period (i.e., baseline performance, attitudinal variables one month later, supervisor reports of subordinate performance six months and one year after baseline performance was measured). Strong support was shown for the total effects model, whereby political skill moderated felt accountability—job performance ratings, felt accountability—job tension, and job tension—job performance ratings relationships. However, more focused analyses demonstrated that political skill most strongly moderated the job tension—job performance ratings linkage. Implications, strengths and limitations, and directions for future research are provided.

Comparing the validity of structured interviews for managerial‐level employees: Should we look to the past or focus on the future?

The current research investigated questions that persist regarding the criterion‐related and construct validity of situational (SI) versus past‐behaviour (PBI) structured interview formats in predicting the job performance of managers. Analyses of data collected from 157 applicants to managerial positions showed that the PBI format significantly predicted job performance ratings (r = .32, p <.01), whereas the SI format did not (r = .09, ns). Investigation of potential construct differences between the SI and PBI formats showed that the PBI was more highly related to manager‐relevant cognitive ability measures, assessment centre exercises and personality traits, as compared with the SI. Such differences help to explain the predictive validity differences between the SI and PBI observed in current and previous research.

Job Performance Evaluation for Construction Companies: An Analytic Network Process Approach

This paper aims at presenting a job performance evaluation process for construction companies. Human resource is a core economic asset. Organizations are responsible for helping their employees work at their optimal level. Job performance evaluations become an essential organizational activity, which can sustain employee performance. Existing literature has suggested that the construction industry does not pay attention to the importance of job performance evaluation. This paper presents the use of the analytic network process (ANP) to assign weights to a set of job performance criteria. It also describes a process for job performance evaluation. An example is demonstrated to illustrate how to construct the supermatrix for ANP.

The impact of impression‐management tactics on supervisor ratings of organizational citizenship behavior

AbstractPrevious research indicates that the use of impression management is related to supervisor ratings of employee likeability and job performance. It has been argued, though, that employees might also use impression management so that their superiors will see them as ‘good soldiers’ who engage in high levels of organizational citizenship behaviors (OCBs). This study investigates the ways in which three types of impression management—namely, job‐focused, self‐focused, and supervisor‐focused tactics of impression management—influence supervisor ratings of OCB. Using a sample of 122 supervisor‐subordinate dyads, the findings indicate that supervisor‐focused tactics of impression management are positively related to OCB ratings, while job‐focused tactics are negatively related to such evaluations. Additionally, citizenship behaviors are positively related to supervisor liking of the employee and overall ratings of job performance. Finally, the results suggest that OCB ratings mediate the relationship between supervisor‐focused tactics of impression management and supervisor evaluations of employee likeability. Some implications of this study and directions for future research are also addressed. Copyright © 2006 John Wiley & Sons, Ltd.

Working mothers: Family-work conflict, job performance and family/work variables

The present study examined the relationship between family-work conflict, job performance and selected work and family characteristics in a sample of working mothers employed at a large retail organization. The hypothesis of a negative relationship between family-work conflict and job performance was rejected. Married women reported significantly higher family-work conflict than unmarried women, while women in the highest work category gained the highest job performance rating. More than half the sample indicated that paid work was more important than their housework and reported that their working had a positive impact on their families. The findings are discussed in relation to the changing work and family identities of non-career women.

O teste de Zulliger e avaliação de desempenho

Este trabalho aborda a avaliação da personalidade no contexto organizacional, tendo como objetivo buscar evidências de validade para o teste Zulliger por meio da correlação com um questionário de Avaliação de Desempenho. Foram avaliados os resultados de uma amostra de 86 sujeitos, com formação em Engenharia Elétrica, Engenharia da Computação, Engenharia Eletrônica, Ciência da Computação, Análise de Sistemas e Estatística, com idades entre 22 e 43 anos, gêneros masculino e feminino. O Zulliger foi analisado conforme o Sistema Compreensivo. A Avaliação de desempenho considerou os itens relacionamento interpessoal, tomada de decisões, busca por inovação, organização e solução de problemas. As análises de correlação entre os dois instrumentos indicaram que profissionais mais disciplinados e organizados, que possuem iniciativa e uma visão prática e buscam resultados concretos são mais bem avaliados do que os imaturos emocionalmente, altamente críticos e mais egocentrados, que priorizam as próprias necessidades em detrimento das dos outros.

Fairness Reduces the Negative Effects of Organizational Politics on Turnover Intentions, Citizenship Behavior and Job Performance

Responses from 150 employees revealed that procedural justice reduced the negative effects of perceptions of covert, self-serving political behaviors (e.g., going along with others), but not overt political behaviors (e.g., tearing others down to build up self) on turnover intentions. Both procedural and interactional justice moderated effects of covert, but not overt political behaviors, on OCB beneficial to the organization; however, the interaction between interactional justice and covert behaviors was in the opposite direction than hypothesized. Neither interactional nor procedural justice moderated the two forms of perceptions of politics on supervisory rated job performance or OCB beneficial to supervisors.

ANTECEDENTS AND CONSEQUENCES OF PSYCHOLOGICAL WORKPLACE STRAIN DURING EXPATRIATION: A CROSS‐SECTIONAL AND LONGITUDINAL INVESTIGATION

In this study, we examined nonlinear/interaction effects associated with the antecedents and consequences of psychological workplace strain, using cross‐sectional (N= 165) and longitudinal (N= 133) data collected from Western expatriates in China. The results of this study indicate that family characteristics interact to affect the level of psychological workplace strain experienced by expatriates. In addition, we find an inverse u‐curve relationship between psychological workplace strain and supervisory rated job performance for both cross‐sectional and longitudinal analyses. Finally, the empirical results lend support to the hypothesized positive relationship between work adjustment measured at Time 1 and job performance measured at Time 2. Implications for expatriate adjustment research and practice are discussed.

Managing the career deal: the psychological contract as a framework for understanding career management, organizational commitment and work behavior

AbstractThis paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological contract. Fulfillment of the psychological contract in turn is linked to organizational commitment and is associated with behaviors at work, including absenteeism, turnover, and independent ratings of job performance. The findings provide some support for these proposed links. As a result, the paper makes four contributions to the psychological contract and careers literature: first, it shows that both individual and organizational career management behaviors are linked to psychological contract fulfillment; second, organizational career management help is associated with affective commitment and job performance; third, psychological contract fulfillment plays a key role in mediating the relationship between career management help and such attitudes and behaviors; and fourth, organizational commitment may mediate between psychological contract fulfillment and individual career management behavior aimed at furthering the career outside the organization. Copyright © 2005 John Wiley & Sons, Ltd.

A Meta-Analytic Comparison of Managerial Ratings and Self-Evaluations

The purpose of this study was to examine the equivalence of self-reports and managerial ratings of salesperson job performance. A meta-analysis showed that the two measures exhibited low convergent validity (mean corrected correlation = 0.19), which indicated that they are not interchangeable. The predictive validity of self-reports and managerial ratings was compared. Managerial ratings had a corrected mean correlation of 0.44 with objective performance, whereas the corrected mean correlation between self-reports and objective measures was 0.34. Further meta-analytic investigations showed that the divergence between self-reports and managerial ratings was attributable to the performance effect. A discussion of the findings and avenues for further research are also provided.

Development and Validation of a Situational Judgment Test of Employee Integrity

Based on Becker's theory (1998) and pilot work (2000), I developed a situational judgment test of employee integrity. In this study, I examine whether scores on this test predict integrity-relevant outcomes. The analysis of data from fast service employees, engineers, and production workers revealed that employees' integrity scores were correlated with managerial ratings of career potential, leadership activities, and job performance. Integrity was not related to the quality of interpersonal relationships.

Does Graduate Business Education Contribute to Professional Accounting Success? (Retracted)

We investigate the value of graduate business education in learning tacit knowledge and achieving professional accounting success. Archival (n = 5,932) and survey (n = 2,941) data from managerial accountants employed at 2,525 North American companies in three industries (publishing, paper, and chemical) indicate that job performance evaluations (JPEs) of those who hold either a Master's of Accountancy (M.Acc.) or M.B.A. degree are generally higher than non-master's (NM) degree accountants. We find some evidence that professionals with master's degrees, as compared to NM professionals, have higher levels of two forms of tacit managerial knowledge (TMK): self and others. The results also suggest that M.Acc. and M.B.A. degrees contribute to success differentially throughout the professionals' careers. Specifically, a M.Acc. degree provides greater benefit than a M.B.A. degree in the early and middle career years, while an M.B.A. degree provides greater benefit than a M.Acc. degree in later career years. The results indicate that M.Acc. and M.B.A. degrees contribute to success by increasing specific types of knowledge and enhancing ones' ability to learn.

Reconsidering Forced-Choice Item Formats for Applicant Personality Assessment

The effects of motivated distortion on forced-choice (FC) and normative inventories were examined in three studies. Study 1 examined the effects of distortion on the construct validity of the two item formats in terms of convergent and discriminant validity. The results showed that both types of measures were susceptible to motivated distortion, however the FC items were better indicators of personality and less related to socially desirable responding when participants were asked to respond as if applying for a job. Study 2 considered the criterion-related validity of the inventories in terms of predicting supervisors' ratings of job performance, finding that distortion had a more deleterious effect on the validity of the normative inventory with some enhancement of the validity of the FC inventory being observed. Study 3 investigated whether additional constructs are introduced into the measurement process when motivated respondents attempt to increase scores on FC items. Results of Study 3 indicated that individuals higher in cognitive ability tend to have more accurate theories about which traits are job-related and therefore are more successful at improving scores on FC inventories. Implications for using personality inventories in personnel selection are discussed.

The Existence and Nature of Racial Bias in Supervisory Ratings.

The purpose of this article is to facilitate a reconsideration of what the authors consider to be a mistaken belief among personnel psychologists--the belief that supervisory ratings of job performance are not biased on the basis of race. In this article, the authors reviewed the current literature, reexamined the data, and concluded that the research on which this mistaken belief is based clearly demonstrates that racial bias may indeed exist and is significant, both in statistical and practical terms.

Predictors Of Performance On A Mechanical Starter Replacement Task

Job performance of Army Light-Wheel Vehicle Mechanics (MECHS) was studied due to their high rates of back pain/injury and injury hospitalization. Subject matter experts reported starter replacement (SR) is one of the most physically-demanding, frequently performed, and critical tasks. SR requires the MECH to bolt a 16 kg starter to the under side of a military vehicle. PURPOSE To determine relationships between MECHS characteristics (strength, experience, and self-rating of expected performance [SR rate]) and SR time. METHODS 135 male and 9 female MECHS (Mean±SD; age= 25.5±5.9 yrs, height=175.1±7.4 cm, weight= 80.0±13.4 kg), were timed during a standardized SR task. MECHS performed muscular strength tests (isometric: back extension [BE], elbow and leg extension and flexion [EE, EF, LE, LF], and dynamic: lift [DL] and bench press [BP]), and completed a job physical demands questionnaire. RESULTS Three females (33%) and 12 males (11%) were unable to finish the task within the 45 min cutoff. There were no significant differences between the pass/fail groups on any of the descriptive variables measured. The mean SR time was 16.3±8.2 min, (range=4.4 – 43.1 min). Univariate analysis showed that variables correlated (p<0.05) with SR time included measures of strength: EE (r=−0.35), LE (r= −0.27), DL (r= −0.26), BP (r= −0.20), LF (r=−0.23); experience: military rank (r= −0.33), time in job (r= −0.32); self-rating: SR rate (r= 0.32), and physical characteristics: weight (r= −0.28), and age (r=−0.25). Multiple regression revealed that 19% of the variance in SR time was accounted for by EE and military rank (SEE =7.3 min). CONCLUSIONS This indicates that subjective ratings of job performance, experience, and physical strength measures are related to performance of a physically-demanding, skilled MECHS task. While these relationships are not strong enough to use as selection criteria to identify superior MECHS, regression analyses revealed that muscle strength measures were related to SR time. This suggests MECHS should include progressive resistance exercise as part of their physical training. Reduced strength in MECHS may limit their ability to complete essential job tasks and may be related to injury potential.