Job Performance Ratings Research Articles

We’re in This Together: A Dyadic Approach to Organizational Cynicism, Leader-Member Exchange, and Performance

ABSTRACT Despite renewed interest in organizational cynicism, we still know little about how it affects relationships with others in the organization. Using a shared reality framework, we apply the common-fate model to explore how supervisor and subordinate’s organizational cynicism operates in tandem to influence the quality of leader-member exchange (LMX) at the dyad level and affects job performance ratings. Across 199 supervisor-subordinate dyads, we find that dyad-level organizational cynicism has negative effects on dyad-level LMX, impacting supervisory perceptions of subordinate performance. Expanding our understanding of organizational cynicism beyond the individual and incorporating methodology from the interpersonal relationships literature into the study of LMX, our results suggest that to understand the impact of cynicism in the workplace, we need to move beyond the study of subordinates alone.

Ambitious employees: Why and when ambition relates to performance and organizational commitment

It is often assumed that ambition has important workplace outcomes, but empirical research has only partially addressed this issue and frequently relied on imprecise measures of ambition. In two studies, based on an improved measure of ambition as a general disposition, we clarified how, why, and when ambition relates to performance evaluations and organizational commitment outcomes. Study 1 suggests that ambition has significant reputation effects in that self-rated ambition was positively related to ambition rated by supervisors and spouse/life partners, based on 100 employee-supervisor-spouse/life partners triads. Moreover, supervisor-rated ambition, but not self-rated ambition, was significantly positively related to higher supervisor-rated job performance and promotability, beyond employee-rated proactivity and generalized self-efficacy. Study 2 focused on organizational commitment outcomes with a three-month time-lagged study with 194 employees. We found that ambition was positively related to higher affective organizational commitment beyond achievement striving, especially when more organizational career opportunities were perceived. However, controlling for perceived organizational career opportunities and achievement striving, ambition was also positively related to increased organizational turnover intentions. Overall, the studies suggest that ambition among employees is generally positive and indirectly beneficial for individual job performance evaluations, but also poses some risks to organizational retention management.

واقع ممارسة قائدي المدارس السعودية في الخارج لأدوارهم القيادية في ضوء مدخل القيادة التشارکية

هدف هذا البحث للتعرف على درجة ممارسة قائدي المدارس السعودية في الخارج أدوارهم القيادية في ضوء مدخل القيادة التشارکية، من خلال معرفة الواقع والمعوقات، وتقديم بعض المقترحات التي تسهم في الرفع من ممارستهم لأدوارهم القيادية في ضوء مدخل القيادة التشارکية، ولتحقيق ذلک استخدم الباحث الاستبانة کأداة لدراسته، کما استخدم المنهج الوصفي المسحي. واستخدم الباحث أسلوب الحصر الشامل، وقام بتطبيق دراسته على المجتمع الکلي، بلغ عدد المسترد منه (196) مفردة. توصلت الدراسة إلى مجموعة من النتائج کان أبرزها: موافقة أفراد الدراسة بدرجة عالية جدا على واقع الممارسة للأدوار القيادية في ضوء مدخل القيادة التشارکية، وأن أفراد الدراسة موافقون بدرجة متوسطة على المعوقات، وموافقون تماما على المقترحات المناسبة للرفع من مستوى الممارسة للأدوار القيادية في ضوء مدخل القيادة التشارکية. وفي ضوء هذه النتائج أوصى البحث بالعمل على التحول نحو اللامرکزية في إنجاز الأعمال، تقديم برامج تدريبية تسهم في رفع مستوى القيادات المدرسية، إدراج ممارسة القيادة التشارکية ضمن تقويم الأداء الوظيفي، توضيح النتائج المرجو تحققها من خلال ممارسة القيادة التشارکية). This study aims to identify the degree of practicing leadership roles by abroad Saudi school leaders in light of participative leadership, by knowing the reality and barriers. To achieve this, the researcher used the questionnaire as a tool for his study. He also used the survey descriptive approach. He used the complete census method. He applied his study to all of the community. 196 individuals responded to his questionnaire. The study concluded group of results, notable among these are: The study sample individuals responded with “agree with high degree” to the reality of practicing leadership roles in light of participative leadership. The study sample individuals responded with “agree with middle degree” to barriers, and with “completely agree” to the suitable proposals for enhancing the level of practicing leadership roles in light of participative leadership. In light of these results, the study recommended the following: To work to shift towards decentralization in doing works. To provide training programs that contributes in raising the level of school leaders. To integrate the practice of participative leadership into job performance evaluation. To clarify targeted results of practicing participative leadership.

Procedimiento para la evaluación del desempeño sobre la Base de las competencias laborales en la Ronera, Santiago de Cuba

Currently, performance evaluation is part of the integrated human talent management system and constitutes a strategic tool to determine if the work performance of a collaborator in a specific position contributes to the achievement of organizational objectives. This research was carried out in the Basic Business Unit (UEB) Ronera Santiago de Cuba. Corporación Cubaron S.A and its objective is to propose a procedure to evaluate performance based on labor competencies in a selected job belonging to a key process area of the entity. The method of Dialectical and Historical Materialism was used with the materialist conception of history that includes the following methods: historical-logical, analysis and synthesis, as well as the Delphi method, the holistic approach, the application of the GRAFCET methodology and empirical methods (observation , experimentation and measurement) in the application of the techniques used in the development of the investigation, to elaborate the profile of position by competences and evaluate the performance using an action plan that allows its continuous improvement. As significant results, the job competencies position profile was developed and based on this, performance was evaluated, which allowed proposing a program of actions to improve the performance of the workforce in the selected position. Keywords: human talent, job skills, job profile by skills, management by skills, job performance evaluation.

Performance Appraisal and its Effect on Employees’ Productivity in Charitable Organizations

Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.

Meaningfulness of work and supervisory‐rated job performance: A moderated‐mediation model

AbstractMeaningfulness of work has been heralded as one of the most important drivers of individual and organizational outcomes. However, the extent to which this critical psychological state manifests itself in the workplace and contributes to positive job performance is not yet fully understood. In this article, we draw from broaden‐and‐build theory to suggest that meaningfulness enhances employees' promotive voice behaviors, which in turn are positively related to job performance ratings by their leaders. We also suggest that leader–member relationships strengthen this mediational process. An analysis of survey data of 249 employees with matched lagged performance appraisal data supported our hypotheses. This study is important because it demonstrates that meaningfulness is not only associated with positive attitudinal responses and individual well‐being, but also holds value for organizations in that it fosters desirable workplace behaviors such as job performance.

Satisfação e qualidade de vida no serviço público: um estudo com professores substitutos do curso de Administração do Campus VII da UEPB

<p>The main objective of this work was to analyze the satisfaction and the quality of life at work of substitute professors in the Administration course at Campus VII, at the State University of Paraíba (UEPB), through a survey type. Data were collected from a structured questionnaire applied to 13 (thirteen) hired teachers and subsequently analyzed using basic descriptive statistics. The results show an equal and predominant distribution of salary / remuneration opinions of 30.8%, satisfied and dissatisfied; With regard to the importance of the activities or work performed, 61.5% are satisfied; When asked about job performance evaluation 53.8% say they are satisfied; concerning valuing ideas and initiatives at work 46.2% are satisfied and 7.7% are dissatisfied; And finally when asked about being proud of the job, 53.8% of respondents said they were very satisfied. Thus, the research showed that most teachers say they are satisfied with the working conditions proposed by the institution, which is quite significant, since there is no offer of specific benefits, such as remuneration for qualifications.</p>

Transformational Leadership Educational Bundle for Nursing Supervisors and Nurses in-Charges and its Impact on Clinical Performances of the Nurses in the Labour Room

Background: In the process of transformational leadership, leaders and followers have mutual understandingand help each other to promote a higher levels of morale and motivation among them. Employees in theorganization take ownership of their roles and responsibilities and perform the work activities out ofexpectation of the leaders, leaders describe only the goals and objectives of the organization.Methodology: In this study quantitative research approach was used and one group pretest posttest quasiexperimental research design was used. The study conducted in the labour rooms of selected maternityhospitals. The samples were nursing supervisors, nursing in-charges and nursing officers of the maternitywards and participants were chosen by adopting convenient sampling technique. Structured questionnairewas used, one tool consisted of 20 questions regarding knowledge on transformational leadership andanother tool comprised of clinical performance evolution check list. Tools were validated by the expertsand reliability values includes Cronbach’s alphas were r= 0.88, & 0.96 for knowledge transformationalleadership and nurses’ job performance evaluation respectively.Results: Majority of the nursing officers were falling under the category of age between 26 to 30 years.Around 62 % of the nursing officers have an experience of 6 to 10 years. Majority of the nursing officershave completed GNM qualification. About 40 % of the nursing supervisors and nursing in charges havecompleted BSc Nursing qualification. In pretest, majority of supervisors and in charges have poor knowledgeregarding transformational leadership while in post test77 % of subjects gained the good knowledge. Inposttest majority of the nursing officers were competent in establishing the expected behavior of leaders,maintaining nursing process model, providing quality of the care and adequate information and education tothe patients and relatives as per the requirement.Conclusion: It is concluded that, as transformational leadership is successful in many domains of healthcare delivery system, and this study results showed that, using transformational is effectives labour roomand other maternity wards for successful maternal and newborn outcome.

Authoritarian Environmentalism and Environmental Regulation Enforcement: A Case Study of Medical Waste Crime in Northwestern China

This chapter utilizes a green criminological perspective to examine this key issue as it pertains to waste dumping in rural northwestern China. First, we offer a brief review of green criminology’s approach to waste crime and summarize the literature on top-down environmental regulation enforcement in China. Next, we describe the development of the medical waste regulation framework and highlight the current obstacles to enforcement in China. The chapter then utilizes a case study to illustrate how institutional incentives in the job performance evaluation system of bureaucrats shaped the under-enforcement of medical waste regulations at the grassroots level of rural governance. Our chapter concludes with a discussion of how the study expands our understanding of waste crime and environmental regulation enforcement in an illiberal context.

Welcome Back? Boomerang Employee Performance and Turnover Compared to Internal and External Hires

“Boomerang” employees are workers who leave an organization and are later rehired by that same organization. Although many organizations rehire former employees, only a handful of studies have examined this phenomenon. The present study uses a large, longitudinal data set to examine the performance and turnover of boomerang employees rehired into management positions (n = 1,318). Further, we provide some of the first comparisons between boomerang employees and two traditional sources of employees: external hires (n = 20,850) and internal promotions (n = 8,546). Evaluations of job performance before and after being rehired revealed that boomerang managers tended to remain the same—rather than increase or decrease—after being rehired. Furthermore, boomerang managers performed similar to internally and externally hired managers in the first year on the job, but both internal and external hires improved more than rehires over time. Internal and external hires were also less likely to turn over from the organization than rehires. The overall results call into question some of the assumed benefits of rehiring and suggest that organizations consider factors such as the reason for initial departure, the time horizon of performance, and the availability of other types of hires before considering boomerang employees. Future research opportunities to further delineate factors related to boomerang employees are discussed.

Sistem Penilaian Prestasi Kerja pada PT. Bank Negara Indonesia (Persero) Tbk Kantor Cabang Syari'ah Pekanbaru, Riau

Performance appraisal is a work achieved by a person in carrying out the tasks assigned to him based on skill, experience and sincerity as well as time. In this study the authors wanted to know the job performance evaluation system at PT. Bank Negara Indonesia (PERSERO) Tbk Syari'ah Pekanbaru Branch Office by focusing on 5 (five) research variables, and in this study can be seen as follows: (1) Achievement of Achievement, based on the results of processed and data analysis of respondents' answers obtained 71, 61%. (2) Building Trust, based on the results of the processed and data analysis of respondents' answers obtained 70.31%. (3) Focus on Customers, based on the results of processed and data analysis of respondents' answers obtained 69.27%. (4) Orientation on Quality, based on the results of the processed and data analysis of respondents' answers obtained 75.78%. (5) Cooperation, based on the results of the processed and data analysis of respondents' answers obtained 68.35%. And in this study it can be seen that the performance appraisal system at PT. Bank Negara Indonesia (PERSERO) Tbk Syari'ah Pekanbaru Branch Office has almost reached the effective level or can be said to be "quite effective" because it is in the range of 56-76%. This can be seen from the final results of data processing of several indicators of the existing variables of only 71.06%. From the results of the questionnaire that has been analyzed.
 Keywords: Assessment System, Job Performance, Islamic Banks

Predicting Correctional Officer Job Performance: Criterion Validity for the Critical Hire-Screen

ABSTRACT The Critical Hire-Screen (CH-S) is a pre-employment, overt integrity test developed for law enforcement and correctional officer applicants. This article examined the CH-S’s criterion validity by exploring the degree to which the CH-S predicted job performance ratings. Results revealed that CH-S scores significantly correlated with and adequately predicted supervisor ratings of job performance with a sample of correctional officers. Multiple, empirically derived, cut scores are presented in this paper to provide practical utility of these findings to hiring agencies.

Welcome Back? Job Performance and Turnover of Boomerang Employees Compared to Internal and External Hires

“Boomerang” employees are workers who leave an organization and are later rehired by that same organization. Although many organizations rehire former employees, only a handful of studies have examined this phenomenon. The present study uses a large, longitudinal data set to examine the performance and turnover of boomerang employees rehired into management positions (n = 1,318). Further, we provide some of the first comparisons between boomerang employees and two traditional sources of employees: external hires (n = 20,850) and internal promotions (n = 8,546). Evaluations of job performance before and after being rehired revealed that boomerang managers’ performance tended to remain the same—rather than increase or decrease—after being rehired. Furthermore, boomerang managers performed similarly to internally and externally hired managers in the first year on the job, but both internal and external hires improved more than rehires over time. Internal and external hires were also less likely to turn over from the organization than rehires. Finally, supplemental analyses indicated that boomerang managers who turned over a second time tended to do so for reasons similar to their initial turnover reasons. The overall results call into question some of the assumed benefits of rehiring and suggest that organizations consider factors such as the reason for initial departure, the time horizon of performance, and the availability of other types of hires before considering boomerang employees.

Combined Role of Organizational Socialization & Person Job Fit on Supervisor Rated Job Performance of Newcomers

Combined Role of Organizational Socialization & Person Job Fit on Supervisor Rated Job Performance of Newcomers

'You gotta have something to chew on': perceptions of stress-induced eating and weight gain among office workers in South Korea.

Job-related chronic stress has been discussed as a risk factor for weight change and metabolic disorders. The current study was conducted to understand the situations in which stress-induced eating occurs among office workers and how workers perceive stress to influence their daily eating practices and weight change. In-depth, one-on-one interviews were conducted with office workers. Metropolitan areas in South Korea. Twenty-two office workers from thirteen companies participated in the study. Most participants mentioned that they often felt work-related stress and reported various levels of perceived stress, as measured with open-ended questions. The main sources of work stress were (i) the nature of job characteristics, (ii) performance evaluations and (iii) relationships within the organisation. Participants linked stress with increased food consumption and cravings for sweet, savoury and greasy foods. Many participants emphasised the links between multiple health behaviours and stress. Not only dietary choices but also alcohol consumption, sleeping difficulty and insufficient physical activity were related to coping with work stress and demands. Finally, most participants who perceived work stress believed that their weight gain in adulthood was triggered by work stress. It is necessary to consider promoting behavioural modifications to support weight management and providing a means for stress management and the minimisation of stress-inducing working environments for workers to maintain or achieve a healthy weight and to prevent chronic disease incidence.

Work-Related Stressors, Coping Strategies: Its Relation to Job Performance and Perceived Organizational Support among Critical Care Nurses

Context: Work-related stressors are a world phenomenon. It results in a variety of diseases or disorders in terms of physical, psychological, and behavioral. It is commonly associated with jobs that require a lot of direct interactions with clients such as nurses that could affect nurses' job performance and cause high costs for the hospital. A problem needs a sense of support from the organization.
 Aim: The present study was aimed to assess work-related stressors, coping strategies, and its relation to job performance and perceived organizational support among critical care nurses.
 Methods: The study was conducted at Critical Care Units at Benha University Hospital. Subjects: All staff nurses (235) who working at Critical Care Units at Benha University Hospital. A descriptive correlational design was utilized. Four tools were employed in this study, Work-Related Stressors Assessment Questionnaire, The Coping and Adaptation Processing Scale (CAPS), Nurses' job Performance evaluation (observational checklist), and Perceived Organizational Support Questionnaire.
 Results: This study's findings indicated that nearly three-fifths (60.4%) of staff nurses had a moderate level of the work-related stressor. Also, about two-thirds (63.90%) of them had a high level of coping strategies and, about two-thirds (65.90%) of staff nurses had a moderate level of perception of organizational support and nearly half (49.80%) of nurses had a low level of performance.
 Conclusions: The present study concluded that nurses reported a moderate perception level regarding work-related stressors and organizational support. While nurses reported a high level of coping strategies and a low level of job performance, there was a statistically significant negative correlation between the total score of work-related stressors and nurses' job performance. There was a statistically significant positive correlation between coping strategies and nurses' job performance. A statistically significant positive correlation was revealed between total perceived organizational support and total level of nurses' job performance. The study recommended that hospital administration organize seminars and workshops for nurses targeted at specific sources of stress like conflict resolution, workload, and time management. Efforts to improve nurses' performance must be performed, aiming to increase nurses' ability to complete tasks assigned to them through education and training.

Suffering doubly: How victims of coworker incivility risk poor performance ratings by responding with organizational deviance, unless they leverage ingratiation skills

ABSTRACT Building on conservation of resources theory, this study investigates the relationship between employees’ exposure to coworker incivility and their job performance ratings, while also considering the mediating role of their deviant work behaviors and the moderating role of their ingratiation skills. Results based on multisource, three-wave data from employees and their supervisors in Pakistani organizations show that disrespectful coworker treatment diminishes employees’ performance evaluations, because they seek purposefully to cause harm to their employing organization, as a way to vent their frustrations. This mediating role of organizational deviance is mitigated to the extent that employees have a greater ability to ingratiate with others though. This study accordingly identifies a key mechanism – deviant work behaviors that undermine organizational well-being – through which coworker incivility leads to negative performance consequences, and it reveals how organizations can subdue this process by honing pertinent personal resources within their ranks.

Vocational interests, gender, and job performance: Two person–occupation cross‐level interactions

AbstractVocational interest theories imply a person–occupation cross‐level interaction effect (e.g., artistic interests predict job performance better in artistic occupations), which has rarely if ever been tested as such. Using a large military sample, we find person–occupation interest congruence effects are supported: (a) on core technical job performance for six of eight interest dimensions, and (b) on job performance ratings for structural/machines and rugged outdoors (i.e., Realistic) interests. Another cross‐level interaction involves the person–occupation gender congruence effect. Our data also confirm the job performance gap favors men when in male‐dominated occupations, but favors women when in gender‐balanced occupations. Due to strong overlap between vocational interests and gender, we conduct a critical test of whether person–occupation interest congruence might be due to person–occupation gender congruence. In only two of six cases (i.e., rugged outdoors and administrative interests), did the person–occupation interest congruence effect disappear after controlling for the person–occupation gender congruence effect; the gender congruence effect also remained significant after controlling for the interest congruence effect. Consequently, the two cross‐level interactions on job performance (for vocational interests and for gender) appear to represent distinct effects. In a second, service organization sample, the person–occupation interest congruence effect (for Realistic interests) on job performance ratings and the person–occupation gender congruence effect were both replicated.

The implications of unconfounding multisource performance ratings.

The multifaceted structure of multisource job performance ratings has been a subject of research and debate for over 30 years. However, progress in the field has been hampered by the confounding of effects relevant to the measurement design of multisource ratings and, as a consequence, the impact of ratee-, rater-, source-, and dimension-related effects on the reliability of multisource ratings remains unclear. In separate samples obtained from 2 different applications and measurement designs (N₁ [ratees] = 392, N₁ [raters] = 1,495; N₂ [ratees] = 342, N₂ [raters] = 2,636), we, for the first time, unconfounded all systematic effects commonly cited as being relevant to multisource ratings using a Bayesian generalizability theory approach. Our results suggest that the main contributors to the reliability of multisource ratings are source-related and general performance effects that are independent of dimension-related effects. In light of our findings, we discuss the interpretation and application of multisource ratings in organizational contexts. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Performance Appraisal System of Public Technical Universities of Malaysia- A Study

Appraisal of employee performance is vital for technical universities. The Performance Appraisal System (PAS) is useful for periodical evaluation of job performance. Different factors are attributing to Performance Appraisal System of such universities. Factors like importance of PAS, Appraisal Process, Performance Planning, Documentation, Feedback, Reward and Performance Standards have significant impact on PAS. It is statistically evidence of perceptual variation about Performance Appraisal System among the respondents. More awareness and understanding the importance of appraisal system shall be helpful for employees as well as the technical universities of Malaysia. Firstly, the essentiality of Performance Appraisal System for Technical Universities of has been discussed in introduction. The literature pertaining to appraisal system is being reviewed in second part. Thirdly, methodology followed in this study has been mentioned. Fourthly, results and their analysis are discussed. Finally, concluding aspect of this article has been reflected.