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Performance Management Commons

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Bringing Awe Down To Earth: Inspiring High Performance Through Positive Executive Coaching, Chad Thomas 2017 University of Pennsylvania

Bringing Awe Down To Earth: Inspiring High Performance Through Positive Executive Coaching, Chad Thomas

Master of Applied Positive Psychology (MAPP) Capstone Projects

What inspires and sustains high performance? Positive psychology, the scientific study of human strengths and well-being, provides evidence-based insights into the mechanisms of, and characteristics associated with, flourishing. Astronauts represent a paragon of high performance through the intensely focused preparation, passion, and perseverance required in their training and during space missions. This capstone draws on both scientific findings from positive psychology and insights from astronaut training to provide a unique lens for a positive executive coaching program. In addition to a review of relevant positive psychology research to illustrate the principles of this program, this capstone includes personal anecdotes and ...


Justice As A Dynamic Construct: Effects Of Individual Trajectories On Distal Work Outcomes, John Hausknecht, Michael C. Sturman, Quinetta M. Roberson 2017 Cornell University

Justice As A Dynamic Construct: Effects Of Individual Trajectories On Distal Work Outcomes, John Hausknecht, Michael C. Sturman, Quinetta M. Roberson

Michael C. Sturman

Despite an amassing organizational justice literature, few studies have directly addressed the temporal patterning of justice judgments and the effects that changes in these perceptions have on important work outcomes. Drawing from Gestalt characteristics theory (Ariely & Cannon, 2000, 2003), we examine the concept of justice trajectories (i.e., levels and trends of individual fairness perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional ...


Evaluating Form And Functionality Of Pay-For-Performance Plans: The Relative Incentive And Sorting Effects Of Merit Pay, Bonuses, And Long-Term Incentives, Sanghee Park, Michael C. Sturman 2017 Rutgers University

Evaluating Form And Functionality Of Pay-For-Performance Plans: The Relative Incentive And Sorting Effects Of Merit Pay, Bonuses, And Long-Term Incentives, Sanghee Park, Michael C. Sturman

Michael C. Sturman

Using two-year longitudinal data from a large sample of US employees from a service-related organization, the present study investigates the relative effects of three forms of pay-for-performance plans on employees’ job performance (incentive effects) and voluntary turnover (sorting effects). The study differentiates between three forms of pay: merit pay, individual-based bonuses, and long-term incentives. By definition, these PFP plans have different structural elements that distinguish them from each other (i.e., pay plan form) and different characteristics (functionality), such as the degree to which pay and performance are linked and the size of the rewards, which can vary both within ...


Ten Elements Of Organizational Transformation: Strategies For Moving Towards Integrated Employment, Jaimie Ciulla Timmons, John Butterworth, Jonathan Lucus 2017 University of Massachusetts Boston

Ten Elements Of Organizational Transformation: Strategies For Moving Towards Integrated Employment, Jaimie Ciulla Timmons, John Butterworth, Jonathan Lucus

All Institute for Community Inclusion Publications

This session will share ten key organizational characteristics necessary to strengthen competitive integrated employment outcomes. Get a first-hand look at the RRTC’s Organizational Transformation Toolkit and explore our Provider Employment Leadership Network, a yearlong facilitated Community of Practice of provider leaders in employment. In conjunction with The Arc of the United States, this PowerPoint offers ten essential elements necessary for successful organizational transformation, along with strategies for implementing each element.


Work-Unit Absenteeism: Effects Of Satisfaction, Commitment, Labor Market Conditions, And Time, John Hausknecht, Nathan J. Hiller, Robert J. Vance 2017 Cornell University

Work-Unit Absenteeism: Effects Of Satisfaction, Commitment, Labor Market Conditions, And Time, John Hausknecht, Nathan J. Hiller, Robert J. Vance

John Hausknecht

Prior research is limited in explaining absenteeism at the unit level and over time. We developed and tested a model of unit-level absenteeism using five waves of data collected over six years from 115 work units in a large state agency. Unit-level job satisfaction, organizational commitment, and local unemployment were modeled as time-varying predictors of absenteeism. Shared satisfaction and commitment interacted in predicting absenteeism but were not related to the rate of change in absenteeism over time. Unit-level satisfaction and commitment were more strongly related to absenteeism when units were located in areas with plentiful job alternatives.


When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, And Collective Performance, John Hausknecht, Jacob A. Holwerda 2017 Cornell University

When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, And Collective Performance, John Hausknecht, Jacob A. Holwerda

John Hausknecht

In theory, employee turnover has important consequences for groups, work units, and organizations. However, past research has not revealed consistent empirical support for a relationship between aggregate levels of turnover and performance outcomes. In this paper, we present a novel conceptualization of turnover to explain when, why, and how it affects important outcomes. We suggest that greater attention to five characteristics—leaver proficiencies, time dispersion, positional distribution, remaining member proficiencies, and newcomer proficiencies—will reveal dynamic member configurations that predictably influence productive capacity and collective performance. We describe and illustrate the five properties, explain how particular member configurations exacerbate or ...


Causes And Consequences Of Collective Turnover: A Meta-Analytic Review, Angela L. Heavey, Jacob A. Holwerda, John Hausknecht 2017 Florida International University

Causes And Consequences Of Collective Turnover: A Meta-Analytic Review, Angela L. Heavey, Jacob A. Holwerda, John Hausknecht

John Hausknecht

Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effect-size ...


Retaking Ability Tests In A Selection Setting: Implications For Practice Effects, Training Performance, And Turnover, John Hausknecht 2017 Cornell University

Retaking Ability Tests In A Selection Setting: Implications For Practice Effects, Training Performance, And Turnover, John Hausknecht

John Hausknecht

This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance ...


Justice As A Dynamic Construct: Effects Of Individual Trajectories On Distal Work Outcomes, John Hausknecht, Michael C. Sturman, Quinetta M. Roberson 2017 Cornell University

Justice As A Dynamic Construct: Effects Of Individual Trajectories On Distal Work Outcomes, John Hausknecht, Michael C. Sturman, Quinetta M. Roberson

John Hausknecht

Despite an amassing organizational justice literature, few studies have directly addressed the temporal patterning of justice judgments and the effects that changes in these perceptions have on important work outcomes. Drawing from Gestalt characteristics theory (Ariely & Cannon, 2000, 2003), we examine the concept of justice trajectories (i.e., levels and trends of individual fairness perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional ...


Project Portfolio Management And Its Effect On Organizational Culture Through The Competing Values Framework, Brian Wiersma 2017 Liberty University

Project Portfolio Management And Its Effect On Organizational Culture Through The Competing Values Framework, Brian Wiersma

Doctoral Dissertations and Projects

Project portfolio management (PPM) is a growing business practice and field of academic study, and is recognized for positively impacting return on investment (ROI), project success, and organizational performance. Despite this growth, there is inconsistent use of PPM, and minimal research examining a connection between PPM and organizational culture. The problem addressed was a lack portfolio management practice established for the allocation of human resources within a group of retail stores located in the Midwest. The purpose of this study was to examine the effect implementing PPM practice into the human resource allocation process has on the organizational culture. Utilizing ...


How To Restructure And Optimize A Mid-Market It Department For Aqilitv, Kelly Kleinfelder 2017 La Salle University

How To Restructure And Optimize A Mid-Market It Department For Aqilitv, Kelly Kleinfelder

Mathematics and Computer Science Capstones

Mid-market IT departments must operate in a lean manner while providing top-notch support and administration to the business units, all while being agile to keep up with new technologies. Too often, these IT departments are under-staffed or staffed in a manner that is mis-aligned with business needs. Therefore, customer service suffers in the form of lengthy wait times, a loss of trust and respect for the IT organization and the emergence of shadow IT.

This paper will detail how one mid-size enterprise restructured its IT department to provide better service and alignment to business units, while keeping staffing levels the ...


Exploring Millennial Generation Employees’ And Managements’ Perspectives Of The Potential Overuse Of Smartphones In The Workplace By The Millennial Generation, Brooke Kincade 2017 University of Texas at Tyler

Exploring Millennial Generation Employees’ And Managements’ Perspectives Of The Potential Overuse Of Smartphones In The Workplace By The Millennial Generation, Brooke Kincade

Human Resource Development Theses and Dissertations

The Millennial Generation is entering the workforce at a rapid rate. This generation has grown up with technology and many Millennials have smartphones. As a result of the Millennial Generations knowledge and desire to use a smartphone, many organizations have begun exploring ways to embrace or combat smartphone behavior; however, many organizations are still struggling to recognize and understand the implications to both the employee and the company. This research study explored the potential overuse of smartphones in the workplace by the Millennial Generation. The study described the specific use of smartphones by this Generation to better understand whether they ...


Social Media Transformation Of Human Resource Management, LaVita A. Williams 2017 The University of Southern Mississippi

Social Media Transformation Of Human Resource Management, Lavita A. Williams

Honors Theses

Social media is rapidly transforming the way individuals interact in the real world day by day in the workforce. This research focuses on how social media effects human resource management (HRM) in areas of recruitment, selection, retention, and termination. Through a SurveyMonkey information was gathered from human resource professionals primarily in the southeastern region and throughout the United States. Human resource managers where asked about the advantages and disadvantages of using social media such as Facebook, LinkedIn, and Twitter in areas of recruitment, selection, and termination. The results, illustrated that there were many advantages when using social media sites in ...


Temporary Organizing: Promises, Processes, Problems, Rene M. Bakker, Robert J. DeFillippi, Andreas Schwab, Jorg Sydoq 2017 Indiana University

Temporary Organizing: Promises, Processes, Problems, Rene M. Bakker, Robert J. Defillippi, Andreas Schwab, Jorg Sydoq

Andreas Schwab

Temporary organizing is introduced as process, form and perspective. Then key challenges and opportunities in the study of temporary organizing are discussed, including methodological issues, how to theorize time, and how to relate the temporary to the more permanent. This introductory article concludes with an overview of the special issue.


A Mixed-Methods Study: Self-Efficacy And Barriers To Participation In Workplace Wellness Programs, Massiel Perez-Calhoon 2017 Brandman University

A Mixed-Methods Study: Self-Efficacy And Barriers To Participation In Workplace Wellness Programs, Massiel Perez-Calhoon

Dissertations

America needs a healthy workforce to sustain the country. The scourge of obesity continues to plague Americans despite government initiatives such as the Affordable Care Act and wellness programs in the workplace to combat this epidemic. However, despite initiatives to make America healthy, barriers continued to impede the nation’s health. Lack of awareness and sensitivity to what motivates individual participants versus group participants built formidable barriers to accessing all workplace employees equitably. The purpose of this study was twofold. First, the intent of this study was to explore the relationship between self-efficacy and the impact on participation and engagement ...


Examining The Relationships Between Performance Appraisal Reactions And Employee Engagement, Kenneth B. LeVan 2017 University of Texas at Tyler

Examining The Relationships Between Performance Appraisal Reactions And Employee Engagement, Kenneth B. Levan

Human Resource Development Theses and Dissertations

This study examines the long-standing debate among scholars and practitioners regarding the effectiveness of the performance appraisal (PA) process as a useful tool to manage individual and organizational performance (Glover, 1996; Gruman & Saks, 2011; Kondrasuk, 2012; Light, 2010; Pulakos & O’Leary, 2011; Thomas & Bretz, 1994). To further this discussion, the relationship between employees’ reactions to the PA process and perceptions of engagement in the workplace is examined.

A survey of 466 respondents finds there to be a significant positive relationship between PA reactions and employee engagement. Other significant findings of the study include: 1) high correlations among Keeping and Levy’s (2000) PA reaction first-order ...


Developing Competency Model Using Repertory Grid Technique: The Case Of Spinning Master, Praveen Kumar Srivastava, Bhavna Jaiswal 2017 Pune Institute of Business Management

Developing Competency Model Using Repertory Grid Technique: The Case Of Spinning Master, Praveen Kumar Srivastava, Bhavna Jaiswal

The Qualitative Report

This paper aims to develop the Competency Model using Repertory Grid Technique. 15 Spinning Master of a large textile company in India were interviewed using repertory grid technique. The study identified 9 competencies in 3 competency clusters that are Interpersonal Relationship, Operational Efficiency and Individual Traits. The study is the first attempt to develop competency model in any textile company and can be useful in implementing competency based HR practices in the organizations. The Repertory Grid Technique used in the study helps in developing competency model in a quick and comprehensive manner that may reduce the time, labor and cost ...


Performance Management Or “Herding Cats”? Strategies To Support Faculty Success, Dawn Bratsch-Prince, Rodney S. Bagley 2017 Iowa State University

Performance Management Or “Herding Cats”? Strategies To Support Faculty Success, Dawn Bratsch-Prince, Rodney S. Bagley

Academic Chairpersons Conference Proceedings

Presenters and participants will engage in analysis and discussion of several case studies illustrating common faculty performance issues. Presenters will share practical performance management tools and best practices for promoting faculty success.


Examining Strategic Fit And Misfit In The Management Of Knowledge Workers, Christopher J. Collins, Rebecca Kehoe 2017 Cornell University

Examining Strategic Fit And Misfit In The Management Of Knowledge Workers, Christopher J. Collins, Rebecca Kehoe

Articles and Chapters

This study advances research on strategic human resource management by examining whether better firm performance depends on the alignment between an organization’s human resources (HR) system and its innovation strategy. The authors argue that the unique problems underlying exploration innovation strategies and exploitation innovation strategies require core workers to engage in different types of knowledge-search and -combination behaviors. Alternative HR systems theoretically produce different knowledge-search and -combination behaviors by way of their effect on employees’ ability, motivation, and opportunity structures at work. Drawing on a field study of 230 software firms, the authors demonstrate that alternative HR systems support ...


The Effects Of Parametrically Manipulating The Ratio Of Complimentary To Constructive Feedback Statements On Performance, Amanda Mentzer 2017 The Graduate Center, City University of New York

The Effects Of Parametrically Manipulating The Ratio Of Complimentary To Constructive Feedback Statements On Performance, Amanda Mentzer

All Graduate Works by Year: Dissertations, Theses, and Capstone Projects

Performance feedback is frequently discussed and implemented. Although shown to be quite effective, the characteristics of feedback have yet to be fully explored. Feedback ratio was explored in this study. While participants evaluated the postural safety of body positions presented on a computer screen, researchers measured the (a) number of s that it took participants to evaluate body positions (i.e., response time), (b) percent of correctly evaluated body positions (i.e., percent correct), and (c) extent to which participants appreciated the statements they received after responding (i.e., rating). Using a mixed-factorial design, researchers manipulated feedback within groups and ...


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