Performance Of Individual Members Research Articles

The effect of multisector integration communication on empowerment in rural areas

Background: Empowering impoverished communities has been a long-standing endeavor. However, the persistent prevalence of poverty still affects approximately 25 million individuals (BPS, 2023). Nevertheless, the government continues its relentless efforts to minimize the presence of impoverished families. One of the strategies employed is the implementation of the Family Hope Program (PKH). PKH stands as a program that has effectively fulfilled its mission. Various research studies have been conducted to comprehend the processes, mechanisms, impacts, and societal implications. However, research exploring the cross-sectoral communication aspects, elaborating on the involvement of stakeholders and PKH implementers spanning multiple institutions, remains lacking. Purpose: This research aims to measure the level of influence of multi-sectoral integration communication on the performance of individual PKH implementers. Methods: The employed methodology is an explanatory survey. The surveyed population comprises civil servants engaged in PKH. The population size consists of 80 individuals. Probability sampling is utilized as the sampling technique, with a sample size of 44 respondents, determined using the Slovin method. Hypothesis testing employs Path Analysis. Results: The research findings indicate a significant influence of cross-sectoral communication factors, encompassing organizational member perceptions, organizational strategies, communication climate, media quality, information accessibility, information dissemination, information accuracy, and organizational culture, on the performance of individual PKH implementers. Conclusion: Organizational member performance emerges as a critical aspect for the success of PKH implementation. The research results demonstrate that this performance is influenced by several factors, including information accessibility, media quality, information accuracy, organizational communication climate, organizational culture, information dissemination, and organizational strategies in the execution of the PKH program. Implications: The success of PKH is contingent upon the performance of individual members from collaborating institutions. Enhancing the effectiveness and efficiency of individual performance factors can be achieved by synergizing with cross-sectoral communication components.

The effects of professionalism and behavior by organizational citizenship (OCB) as mediating variables on the effect of personality on performance (a study on Makassar Police)

PurposeThis study aims to determine the effect of personality on professionalism.Design/methodology/approachThis research was conducted in Makassar Police Office in Makassar City. The reason for conducting the research in the police officer was the low performance of police officers in Makassar Police while the workload was very high. The population in this study were all 1,185 police officers in Makassar Police Office. Using the probability sampling technique, there were 299 police officers selected as respondents. Further, this study employs descriptive statistical analysis and inferential statistical analysis using generalized structure component analysis (GSCA) as data analysis methods.FindingsThe result found that there is a significant effect of personality on professionalism and OCB. Different results are obtained on the effect of personality on performance, which has no significant effect. However, there is an indirect effect of personality on performance through professionalism and OCB as mediating variables. The results also found that there is a significant influence between Professionalism on OCB and performance, as well as a significant influence between OCB on Performance.Originality/valueThis study focus to determine the effect of personality on professionalism. It has never been done before, so this study will contribute a new empirical explanation on both relationships. In addition to differences in the use of constructs and measurements, this research is also different in terms of the analysis unit. This study examines the effect of organizational citizenship behavior (OCB) on the performance of members/employees. This research is different from previous researches which generally examine the effect of OCB with group performance such as performed by George and Bettenhausen (1990), Podsakoff et al. (1997), which both found a close association between OCB and group performance. This study examines the performance of individual members because the tasks of members of the police force require professional ability in individuals who are expected to give a good image to the police in general.

OPTIMISING COLLABORATIVE LEARNING AND GROUP WORK AMONGST TERTIARY STUDENTS

Team work and group assessments have become very common in the higher education context with the aim of enhancing communication skills and student engagement. However, group member accountability introduces a new challenge and constraint to groups in achieving their best performance. To investigate this issue, the current research analyzes the relationship between performance of individual members and group composure to test their relationship and dependency. Towards this research aim, individual and group marks in several units in were analyzed statistically. Empirical results show that there is tendency amongst same-gender students to team up together and this has a significant impact on group results. The current research contributes to improvement of theory and practice in higher education and identifies opportunities to enhance effectiveness of group work.

The GRISLI ice sheet model (version 2.0): calibration and validation for multi-millennial changes of the Antarctic ice sheet

Abstract. In this paper, we present the GRISLI (Grenoble ice sheet and land ice) model in its newest revision (version 2.0). Whilst GRISLI is applicable to any given ice sheet, we focus here on the Antarctic ice sheet because it highlights the importance of grounding line dynamics. Important improvements have been implemented in the model since its original version (Ritz et al., 2001). Notably, GRISLI now includes a basal hydrology model and an explicit flux computation at the grounding line based on the analytical formulations of Schoof (2007) or Tsai et al. (2015). We perform a full calibration of the model based on an ensemble of 300 simulations sampling mechanical parameter space using a Latin hypercube method. Performance of individual members is assessed relative to the deviation from present-day observed Antarctic ice thickness. To assess the ability of the model to simulate grounding line migration, we also present glacial–interglacial ice sheet changes throughout the last 400 kyr using the best ensemble members taking advantage of the capacity of the model to perform multi-millennial long-term integrations. To achieve this goal, we construct a simple climatic perturbation of present-day climate forcing fields based on two climate proxies: atmospheric and oceanic. The model is able to reproduce expected grounding line advances during glacial periods and subsequent retreats during terminations with reasonable glacial–interglacial ice volume changes.

Sprinting to the finish: Toward a theory of Human Capital Resource Complementarity.

In traditional work contexts, factors such as individuals' general competencies are used to predict indices of their performance such as yearly performance appraisals. Whereas traditional approaches to predicting individuals' performance focus on differences between individuals, a considerable proportion of variability in performance is attributable to within-person sources. However, we submit that within-person variability in performance may also be attributable to the fact that people work in different contexts. Moreover, individual performance is often the result of unrecognized team contributions. Accordingly, we advance a Human Capital Resource Complementarity (HCRC) theory to explain the alignment of human capital resources with dynamic situational features, and to illustrate the influence of team collective competencies on the performance of individual members. We then empirically test HCRC theory-derived hypotheses using a sample of 169 cyclists from 22 teams across 18 stages of the centennial Tour de France. Our results suggest that individuals' specific competencies interact with situational characteristics to predict their performance variability over time, beyond that accounted for by their general competencies. Moreover, these effects are accentuated to the extent that teammates' competencies aligned with individual competencies in a given situation. Implications for future theory building, research, and practice are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Getting tuned in to those who are different: The role of empathy as mediator between diversity and performance

We present a theoretical model on the processes that mediate and moderate the diversity-performance relationship. Past research on this topic—for example the categorization elaboration model (van Knippenberg et al. 2004)—has often focused on information elaboration as mediator. Complementing this cognitive perspective, we propose that group diversity can also stimulate group members to engage with each other emotionally, resulting in higher levels of empathy—an emotional state which arises from the comprehension and apprehension of fellow group members’ emotional state. Empathy, in turn, is likely to enhance performance through processes within a single group member and through processes between group members. At the core of the model lies the proposition that group- as well as individual-level empathy mediate the relationship between diversity of organizational units and the performance of individual members and groups at large (multilevel mediation). Furthermore, we specify moderating conditions for the relationship between diversity and empathy. Diversity beliefs and diversity climates are introduced as second-order moderators.

Information, individual errors, and collective performance: Empirical evidence on the Condorcet Jury Theorem

The Condorcet Jury Theorem implies that the collective performance of a group, in arriving at a “correct” judgment on the basis of majority or plurality rule, will be superior to the average performance of individual members of the group, if certain apparently plausible conditions hold. Variants of the Jury Theorem are reviewed, particularly including the politically relevant variant that allows for conflicting interests within the group. We then examine two kinds of empirical data. First, we compare individual and collective performance in a large number of multiple-choice tests, and we find that collective performance invariably and substantially exceeds average individual performance. Second, we analyze American National Election Study data to create dichotomous-choice tests concerning positions of candidates on a variety of political issues; Condorcet-like effects are again evident. Finally, continuing to use NES data, we construct, on each political issue, a simulated referendum (direct voting on the issue) and election (indirect voting on the issue by voting for candidates on the basis of their perceived positions on the issue), and we compare the two results. Despite high rates of individual error, electoral error is quite small, and collective performance is fairly high, providing evidence of Condorcet-like effects in situations of conflicting preferences.