Performance-related Outcomes Research Articles

Change in Benzodiazepine Prescribing Practices of Mental Health Providers After Implementation of an Agency-Specific Protocol.

Purpose: As a class of drugs, benzodiazepines are highly effective in treating anxiety disorders. However, the use of benzodiazepines carries a risk for dependence with an increased incidence in individuals with cooccurring disorders. The project evaluated the impact of a benzodiazepine prescribing protocol on mental health providers' prescribing practices. Methods: A retrospective chart review (N = 237) was conducted to assess changes in benzodiazepine prescribing patterns prior to and following the implementation of an agency-specific protocol. A convenience sample of 15 providers included nurse practitioners and psychiatrists from a regional mental health center in East Tennessee. For the diagnoses of anxiety disorders, the number of benzodiazepine prescriptions written, dose reduced or discontinued was determined along with concordance to current recommendations for benzodiazepine use. Results: No statistically significant differences were found in scores between study periods, even though there was a decrease in the number of prescriptions written between the pre- (n = 81) and postmeasures (n = 34). Conclusion: The implementation of a benzodiazepine protocol does not necessarily bring about significant changes in providers' prescribing practices. Audit and feedback are an essential part of the intervention strategy and are often required to change performance-related outcomes.

Hypertrophic and Strength Responses to Eccentric Resistance Training with Blood Flow Restriction: A Pilot Study

Research examining exercise with blood flow restriction (BFR) has indicated positive findings for the use of this novel training modality in both health and performance-related outcomes. However, eccentric resistance training combined with BFR has yet to be fully examined. Therefore, the objective of this pilot study was to investigate the muscular strength and hypertrophic responses before and following a training intervention involving resistance exercise utilizing only eccentric muscle actions with or without BFR. Eighteen resistance-trained males were randomly assigned to one of three training conditions following pre-testing measures: eccentric resistance training only, eccentric resistance training with BFR, and a control training group. Our findings suggest that four weeks of submaximal eccentric resistance training performed to repetition failure, with or without BFR, may represent alternative means of obtaining increases in muscle cross-sectional area (CSA) in resistance-trained males. Although the addition of BFR did reduce training volume, it did not result in superior adaptations.

Communicating more than diversity: The effect of institutional diversity statements on expectations and performance as a function of race and gender.

The present studies examined whether colorblind diversity messages, relative to multicultural diversity messages, serve as an identity threat that undermines performance-related outcomes for individuals at the intersections of race and gender. We exposed racial/ethnic majority and minority women and men to either a colorblind or multicultural diversity statement and then measured their expectations about overall diversity, anticipated bias, and group task performance (Study 1, N = 211), as well as their expectations about distinct race and gender diversity and their actual performance on a math test (Study 2, N = 328). Participants expected more bias (Study 1) and less race and gender diversity (Study 2) after exposure to a colorblind versus a multicultural message. However, the colorblind message was particularly damaging for women of color, prompting them to expect the least diversity overall and to perform worse (Study 1), as well as to actually perform worse on a math test (Study 2) than the multicultural message. White women demonstrated the opposite pattern, performing better on the math test in the colorblind versus the multicultural condition, whereas racial minority and majority men's performances were not affected by different messages about diversity. We discuss the importance of examining psychological processes that underscore performance-related outcomes at the junction of race and gender.

Making use of professional development: Employee interests and motivational goal orientations

Vocational interests and goal orientation (GO) are examined for their potential influences on employees' decisions to engage in professional development and to apply the knowledge and skills gained from development activities in their jobs. Specifically, professional development, in the form of continuing professional education (CE), was examined for a variety of practicing healthcare professionals (N=183), including physicians, nurses, and allied health professionals in the Midwest United States. Aspects of vocational interest theory (interests and congruence) and GO theory predicted CE outcomes (voluntary participation in CE beyond professional requirements and the application of CE learning at work). Further, employee GO mediated between interests and the application of CE learning at work, providing evidence of a work-specific motivational process linking interests with performance-related behavioral outcomes.

Managerial Coaching Efficacy, Work-Related Attitudes, and Performance in Public Organizations

This study empirically tested a conceptual model of the relationships between managerial coaching behavior and employee attitudes as well as performance-related outcomes in public organizations in two different countries through the use of Structural Equation Modeling (SEM). Analyzing the data collected from United States ( N = 534) and South Korean ( N = 270) public employees, this study investigated how managerial coaching was mediated by role clarity that contributed to satisfaction with work and job performance. The current comparative study provides initial promise for generalizability of managerial coaching efficacy as well as evidence for potential culture difference in the effect of managerial coaching in the two countries.

Evaluation eines berufsbezogenen Konzepts im Rahmen der stationären onkologischen Rehabilitation

We evaluated an occupation-related rehabilitation program, which has been designed to enhance the return to work of cancer patients. As return to work plays an important role to get back to normalcy after suffering from cancer, there is a substantial need for support and evaluated programs. The study had a quasi-experimental design with an intervention group (IG) and a comparison group (CG). We defined performance-related outcomes (e. g. return to work, self-assessed working capacity), asked patients if they needed further vocational advice and how helpful they estimated the rehabilitation treatment. 1 year after the end of rehabilitation 309 employed patients had completed the study (65%). We addressed our research questions using non-parametric tests, t-tests, analyses of variance and logistic regressions. Of the 309 patients 58% started rehabilitation not later than 14 days after the end of acute treatment while the other 42% had finished their treatments at least some weeks or even months ago. Patients of the IG evaluated the work-related rehabilitation offers significantly better and needed less additional vocational advice after the end of rehabilitation (n. s.). Regarding the patients, who started rehabilitation not later than 14 days after the end of acute treatment (beginning of rehabilitation n=269, 12 months after rehabilitation n=174), the IG achieved a slightly higher return-to-work-rate 12 months after the end of rehabilitation (81% IG, 76% CG, n. s.). Above that the IG estimated their subjective working capacity significantly more often as fully re-established (IG 46%; CG 29%, p=0,030). A high percentage of the patients return to work (78%). These results show the success of oncological rehabilitation in helping patients to return to work. In addition, the occupation-related rehabilitation program enhances subjective variables as the satisfaction of the patients regarding the information and the improvement of the patients' working-capacity.

Design of the DISCovery project: tailored work-oriented interventions to improve employee health, well-being, and performance-related outcomes in hospital care

BackgroundIt is well-known that health care workers in today’s general hospitals have to deal with high levels of job demands, which could have negative effects on their health, well-being, and job performance. A way to reduce job-related stress reactions and to optimize positive work-related outcomes is to raise the level of specific job resources and opportunities to recover from work. However, the question remains how to translate the optimization of the balance between job demands, job resources, and recovery opportunities into effective workplace interventions. The aim of the DISCovery project is to develop and implement tailored work-oriented interventions to improve health, well-being, and performance of health care personnel.Methods/DesignA quasi-experimental field study with a non-equivalent control group pretest-posttest design will be conducted in a top general hospital. Four existing organizational departments will provide both an intervention and a comparison group. Two types of research methods are used: (1) a longitudinal web-based survey study, and (2) a longitudinal daily diary study. After base-line measures of both methods, existing and yet to be developed interventions will be implemented within the experimental groups. Follow-up measurements will be taken one and two years after the base-line measures to analyze short-term and long-term effects of the interventions. Additionally, a process evaluation and a cost-effectiveness analysis will be carried out.DiscussionThe DISCovery project fulfills a strong need for theory-driven and scientifically well-performed research on job stress and performance interventions. It will provide insight into (1) how a balance between job demands, job resources, and recovery from work can be optimized, (2) the short-term and long-term effects of tailored work-oriented effects, and (3) indicators for successful or unsuccessful implementation of interventions.

Understanding social media effects across seller, retailer, and consumer interactions

In this research, the authors propose a contagion effect of social media use across business suppliers, retailers, and consumers. After developing and validating social media usage measures at three levels—supplier, retailer, and customer—the authors test social media contagion effects and their ultimate impact on multiple performance measures. The conceptual framework and empirical results offer new insights into the contagion effects of social media usage across the channel of distribution as well as important social influence mechanisms that enhance these effects. Consistent with the predictions, social media use positively contributes to brand performance, retailer performance, and consumer–retailer loyalty. Also, the effect of supplier social media usage on retailer social media usage and in turn on customer social media usage is moderated by brand reputation and service ambidexterity. With the ever-increasing growth and adoption of social media applications and similar technologies, this research provides a framework to promote usage by supply channel partners which ultimately influences performance-related outcomes.

"High Performance Work Practices, Innovation and Performance: International Perspectives"

Research spanning nearly 20 years has provided considerable empirical evidence for relationships between High Performance Work Practices (HPWPs) and various measures of performance including increased productivity, improved customer service, and reduced turnover. What stands out from this literature is the relative lack of focus on how HRM systems and practices influence or foster more innovative-related attitudes and behaviours. To date, we do not understand the extent that different HPWPs are related to innovation, how employee perceptions of HPWPs influence innovation, and what variables mediate or moderate the influence of HPWPs on innovation- and performance- related outcomes. While there are many calls for this type of research to be made a high priority, existing research has made few inroads into answering these questions. This symposium brings together researchers from Australia, Europe and Asia, and Africa to examine these various questions relating to the HPWP-innovation-performance relationship. Each paper discusses a practice that has been identified in HPWP literature and potential variables that can facilitate or hinder the effects of these practices of innovation- and performance-related outcomes. Towards a Multilevel Model of the High Performance Work Systems– Workplace Safety Relationship Presenter: Paulson Okhawere; Aston Business School Presenter: Ann J. Davis; Aston U.

"Entrepreneurial Orientation, Interfirm Networks, and Organizational Performance"

Entrepreneurial orientation (EO) is a key constituent for organizational performance. Nevertheless, an important message from recent findings is that simply examining the direct effect of EO on company success provides an incomplete picture. The major purpose of this study is to develop a theoretical model that tests a deeper explanation of the EO-performance relationship. We build on network research to explain how a company’s embeddedness in networks rich in structural holes influences performance-related outcomes of entrepreneurial activities. We demonstrate that entrepreneurial companies exhibit a strong tendency to bridge structural holes in external networks and show how structural holes in turn enhance company success. Our analysis sheds light on the mediating role of structural holes in the EO-performance relationship. We test our hypotheses using data from a sample of 82 companies in the high-technology industry. The findings provide general support for our theory and indicate that EO is associated with organizational performance through the exhibition of structural holes.

Performance management system effectiveness in Australian local government

PurposeThe purpose of this paper is to examine the association between three organizational factors (the use of multi‐dimensional performance measures, link to rewards, and training) and three organizational culture dimensions (innovation, outcome orientation, and teamwork) with the effectiveness of performance management systems (PMSs).Design/methodology/approachData were collected by survey questionnaire from a random sample of 450 Australian local governments.FindingsThe performance management systems of Australian local councils are only moderately effective in relation to performance related outcomes, and less effective in relation to the achievement of staff related outcomes. The results indicate a significant relationship between the use of multidimensional performance measures, link of performance to rewards, training and two organizational culture factors (team work/respect for people and outcome orientation) with the effectiveness of PMSs. Different factors were found to influence the effectiveness of PMSs for large and small sized councils.Practical implicationsThe findings imply that there is a need for the managers of local government councils to improve the effectiveness of their PMS.Originality/valueThe study provides an initial empirical examination of the effectiveness of performance management systems and the influential factors in the Australian local government context. The study assists local government managers in effectively managing their employees and operations.

“Take a break?!” Off-job recovery, job demands, and job resources as predictors of health, active learning, and creativity

The aim of this study is to investigate the moderating effect of matching job resources as well as matching off-job recovery (i.e., detachment from work) on the relation between corresponding job demands and psychological outcomes. Using the Demand-Induced Strain Compensation (DISC) Model as a theoretical framework, we conducted a cross-sectional survey study with 399 employees from three Dutch organizations. Results showed that (1) cognitive demands, resources, and lack of detachment are predictors of cognitive outcomes (i.e., active learning and creativity), (2) emotional demands and lack of detachment are predictors of emotional outcomes (i.e., emotional exhaustion), and (3) physical demands, lack of detachment, and lack of resources are predictors of physical outcomes (i.e., physical health complaints). Specifically, cognitive detachment from work might have negative effects on learning and creativity, whereas emotional and physical detachment from work might have positive effects on employees' health, and even on creativity. In conclusion, in order to cope with specific job demands, employees need corresponding job resources and detachment from work to balance health and performance-related outcomes.

An empirical investigation of dispositional antecedents and performance-related outcomes of credit scores.

Many organizations use credit scores as an employment screening tool, but little is known about the legitimacy of such practices. To address this important gap, the reported research conceptualized credit scores as a biographical measure of financial responsibility and investigated dispositional antecedents and performance-related outcomes. Using personality data collected from employees, objective credit scores obtained from the Fair Isaac Corporation, and performance data provided by supervisors, we found conscientiousness to be positively related and agreeableness to be negatively related to credit scores. Results also indicate significant relationships between credit scores and task performance and organizational citizenship behaviors. Credit scores did not, however, predict workplace deviance. Implications for organizations currently using or planning to use credit scores as part of the screening process are discussed.

Factors influencing the effectiveness of performance measurement systems

PurposeThe purpose of this paper is to examine the association between the use of multidimensional performance measures and four organizational factors with the effectiveness of performance measurement systems (PMSs).Design/methodology/approachData were collected by mail survey questionnaire from a random sample of 455 senior financial officers in Australian manufacturing organizations.FindingsThe results reveal that the use of multidimensional performance measures is associated with two dimensions of the effectiveness of PMSs (performance and staff related outcomes). The results also reveal that organizational factors were associated with the effectiveness of PMSs. Specifically, top management support was found to be associated with the effectiveness of PMSs in respect to the performance related outcomes, and training was associated with the staff related outcomes.Practical implicationsThe findings provide managers with an insight into the desirable PMS characteristics and the specific organizational factors that they can focus on in order to enhance the effectiveness of their performance measurement system.Originality/valueThis study contributes to the limited empirical research examining the effectiveness of PMSs regarding the extent to which organizational processes are achieved. In addition, the study provides an empirical analysis of the association between the five perspective (financial, customer, internal business process, learning and growth, and sustainability) BSC model and four organizational factors with the effectiveness of PMSs.

Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case

Interest in the outcomes of flexible working arrangements (FWAs) dates from the mid-1970s, when researchers attempted to assess the impact of flexitime on worker performance. This paper reviews the literature on the link between FWAs and performance-related outcomes. Taken together, the evidence fails to demonstrate a business case for the use of FWAs. This paper attempts to explain the findings by analysing the theoretical and methodological perspectives adopted, as well as the measurements and designs used. In doing so, gaps in this vast and disparate literature are identified, and a research agenda is developed.

Design of the DIRECT-project: interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

BackgroundBecause of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses.Methods/designThe DIRECT-project (DIsc Risk Evaluating Controlled Trial) is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions.DiscussionThe DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1) how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2) what the effects of these interventions will be on health, well-being, and performance of nursing staff.

Applicant Screening and Performance-Related Outcomes

A fundamental problem faced by employers is how to elicit effort from employees. Most economic models suggest that employers meet this challenge by monitoring employees carefully to prevent shirking. But there is another option that relies on heterogeneity across employees, and that is to screen job candidates to find workers with a stronger work ethic who require less monitoring. We might therefore expect employers who screen candidates more intensively to monitor them less. Using data from a national sample of US employers, we find that employers who screen applicants more intensively for factors that should predict work ethic also monitor employees less and also make greater use of systems such as teamwork where monitoring by supervisors is more difficult. This screening is also associated with higher wages, higher employee productivity, and lower involuntary turnover rates. Screening for other attributes, such as work experiences and academic performance, does not produce these results. JEL codes: M51, M54, J30.

Pre-Exercise Hypohydration Effects On Jumping Ability And Muscle Strength, Endurance And Anaerobic Capacity: A Meta-Analysis

A recent systematic review reported that pre-exercise hypohydration (PEH) impairs skeletal muscle performance. The extent to which PEH influences muscular performance-related outcomes remains to be quantified using standard meta-analytic procedures. PURPOSE: To determine the magnitude of the effects of PEH on leg and arm muscle strength, leg muscle endurance and anaerobic capacity, and jumping ability using a meta-analytic approach. METHODS: Studies were located via database searches and cross-referencing. Inclusion criteria: standard measures of muscular performance; hydration level in the euhydrated control group < 0.5% ≥ -1% bodyweight (BW); hypohydration level in the experimental group > 1% BW and > 0.5% than control BW. Exclusion criteria: diuretics- and caloric restriction-induced BW loss. Results were analyzed using a random-effect model for mean weighted summary effects and a random-effect analog to the ANOVA for subgroup analyses. RESULTS: Thirty-five research articles were retrieved, among which 11, 4, 7 and 4 met the inclusion criteria for muscle strength, muscle endurance, anaerobic capacity and jumping ability, respectively, providing 27, 7, 11 and 11 effect estimates. Mean BW decrease in experimental groups was 3.0 ± 1.4%, 3.2 ± 0.5%, 3.2 ± 1.2% and 2.5 ± 1.3% for muscle strength, muscle endurance, anaerobic capacity and jumping ability, respectively (range: 1.3 to 5.7%). Mean muscle strength fell by 4.6% (95% CI: 2.9 to 6.3%) with PEH relative to control, with leg (3.8%, 95% CI: 0.4 to 7.2%) and arm (4.8%, 95% CI: 2.9 to 6.8%) strength declining similarly. PEH resulted in a mean decrease in muscle endurance of 11.7% (95% CI: 0.002 to 23.4%) and a decline in anaerobic capacity by 5.7% (95% CI: 1.5 to 9.9%). When pooled together, results of studies indicated that the decline in muscular performance is not significantly different between studies with BW losses ≤ or > 3%. PEH did not alter jumping ability compared with control. CONCLUSIONS: PEH of 1.5 to 5.5% BW does not affect jumping ability, but decreases leg (-4%) and arm (-5%) muscle strength, as well as leg muscle endurance (-12%) and anaerobic capacity (-6%) in a significant and practical manner. The opinions or assertions contained herein should not to be construed as official or reflecting the views of the Army or the DoD.

The social psychology of status leveling in organizational contexts

PurposeThe purpose of this paper is to describe the programs of status leveling – such as through the elimination of executive washrooms, reserved parking, and so forth – are a taken‐for‐granted feature of many workplace involvement and quality improvement programs, yet no prior research has investigated the presumed effects.Design/methodology/approachThis conceptual paper enumerates devices commonly used to level status in organizations, and presents a number of propositions intended to capture the major effects. The paper draws on extant literatures from social psychology, sociology, and organizational theory to account for processes and effects of leveling.FindingsLeveling devices lead to several proximate outcomes: increased cross‐status interaction and contact, literal blurring of status, role flexibility, and low power distance perceptions. These in turn mediate the relation between leveling and several broader organizational outcomes, including distributive justice based upon equality, community, communication, and empowerment. Factors moderating the effects of leveling are explored.Research limitations/implicationsWhile the salutary effects of leveling tend to be taken for granted, it is possible to specify how leveling generates specific behavioral, attitudinal, and performance related outcomes. The model should be empirically tested.Practical implicationsThe findings provide managers with a fine‐grained understanding of this important set of organizational practices.Originality/valueNo prior scholarship has focused on this most important topic.

Worksite Segregation and Performance-Related Attitudes

This article explores the effects of structural inequality on organizational outcomes by examining the relationship between worksite segregation and performance-related attitudes by gender, race, and ethnicity. We use a new data set based on detailed surveys of 21,000 U.S. employees among 207 worksites in 14 companies gathered between 2001 and 2006. To measure workplace segregation, the study used the Duncan dissimilarity index and composition measures in a multilevel model, estimating their relationship to performance-related attitudes (company loyalty, willingness to work hard, perceived company fairness, and turnover intention) among Whites, Blacks, Hispanics, and Asians, separately for men and women within each of these groups. The key finding is that worksite segregation is linked to worse performance-related attitudes for Black, Hispanic, and Asian males, but is generally not linked to such attitudes for the female groups. These results illustrate the effects that segregation can have on organizations and suggest directions for further research that explores the mechanisms connecting diversity to performance-related outcomes.