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Articles 1 - 5 of 5
Full-Text Articles in Performance Management
Improving Employee Performance And Job Satisfaction Using Comprehensive Job Descriptions And Performance Evaluations, Jeffrey A. Bishop
Improving Employee Performance And Job Satisfaction Using Comprehensive Job Descriptions And Performance Evaluations, Jeffrey A. Bishop
IPS/BAS 495 Undergraduate Capstone Projects
Employees who are provided clear expectations—including goals and objectives—with ongoing performance feedback, can realize improved performance and job satisfaction. Performance feedback should be specific and include actions the employee excels at, in addition to areas he or she needs to improve on (United States Office of Personnel Management, 2022). Research has shown that regular feedback can help provide direction, motivate, encourage engagement, and improve the performance of employees. Research has also shown that the absence of job descriptions can lead to employee dissatisfaction and an inability of management to adequately appraise the performance of their employees (Raju & Banerjee, 2017).
Measurement Of Mentoring Program Outcomes: A Systematic Multiple Studies Review, Mark Douglas Morgan
Measurement Of Mentoring Program Outcomes: A Systematic Multiple Studies Review, Mark Douglas Morgan
Boise State University Theses and Dissertations
The purpose of this research study was to investigate how mentoring is measured and assessed in the workplace by reviewing and synthesizing qualitative, quantitative and mixed methods studies that appear in the professional literature. Mentoring programs are common practice in the workplace. The one-on-one nature of a formal mentoring program creates outcomes that benefit the protégé throughout their career in three ways: onboarding, retention at an organization, and career advancement. However, mentoring programs are expensive, both in terms of direct monetary cost and the time it takes to complete the tasks associated with mentoring, making measurement of outcomes critical for …
Merit, Diversity, And Performance: Does Diversity Management Moderate The Effect Of Merit Principles On Governmental Performance?, Sanghee Park, Jiaqi Liang
Merit, Diversity, And Performance: Does Diversity Management Moderate The Effect Of Merit Principles On Governmental Performance?, Sanghee Park, Jiaqi Liang
Public Policy and Administration Faculty Publications and Presentations
The compatibility of merit principles and diversity management is particularly intriguing in theory and practice. Although theoretical arguments for merit-based practices and diversity management are well established, the effect of their dynamics on governmental performance remains an empirical issue. This article examines the effect of merit principles, workforce diversity, and diversity management on government performance, and inquiries about whether diversity management efforts moderate the effect of merit-based practices. Analyzing a combined data set on federal agencies, this study finds that merit-based practices and diversity management have independent positive impact on organizational performance, but there is no significant relationship between workforce …
A Systematic Evaluation Process: Soliciting Client Participation And Working In A Cross‐Cultural Context, D'Jeane T. Peters, Lisa A. Giacumo
A Systematic Evaluation Process: Soliciting Client Participation And Working In A Cross‐Cultural Context, D'Jeane T. Peters, Lisa A. Giacumo
Organizational Performance and Workplace Learning Faculty Publications and Presentations
A systematic evaluation process helps performance improvement practitioners organize their work with clients to deliver valued results. Further, we implemented a strategic partnership approach to solicit client participation to conduct a feasible systemic training evaluation project. In this article, we share our experience and recommendations for performance improvement practitioners who work in cross‐cultural evaluation‐project contexts.
Is The Role Of Work Engagement Essential To Employee Performance Or ‘Nice To Have’?, Woocheol Kim, Soo Jeoung Han, Jiwon Park
Is The Role Of Work Engagement Essential To Employee Performance Or ‘Nice To Have’?, Woocheol Kim, Soo Jeoung Han, Jiwon Park
Organizational Performance and Workplace Learning Faculty Publications and Presentations
The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work …