Performance Management Commons^™

Role Stress, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is role stress?

A work role consists of “a pattern of behaviors perceived by an employee as behaviors that are expected” (Tubre & Collins, 2000, p. 156). When perceived work role expectations are unclear, incompatible with other expected behaviors, or too much to handle, role stress is said to occur (Tubre & Collins, 2000). Role stress is typically broken down into three main types: role ambiguity, role conflict, and role overload. Role ambiguity refers to a situation in which employees are unsure about what their responsibilities are, what behaviors are expected of them, and what the standards are for …

Awareness Of Open Innovation Strategy Practices During The Corona Pandemic A Survey Study In The Therapeutic Industry And Medical Supplies Sector In Amman, Ahmad Ali Salih, Jehan Ali Al-Sharayah

Journal of the Association of Arab Universities for Research in Higher Education مجلة اتحاد الجامعات العربية للبحوث في التعليم العالي

The study aimed to estimating an awareness level of open innovation strategy practices and its evaluation in the therapeutic industries and medical supplies sector companies in Amman during the corona pandemic. The study community comprised of (271) individuals who hold positions as (general manager, deputy general manager, unit manager, section chief), A comprehensive survey was done to the whole community due to the limited size of the community. Interview and questionnaire were used as a two main tools to gathering data that were analyzed using exploratory and confirmatory factor analysis, arithmetic mean, standards deviation and t-test. The main important findings …

Transformational Leadership, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is transformational leadership?

Transformational leadership refers to leadership behaviors that transcend the basic employment contract and help motivate followers to achieve beyond expectations (Antonakis et al., 2003; Bass, 1999). Transformational leaders seek to “uplift the morale, motivation, and morals of their followers” (Bass, 1999, p. 9). Through the four facets of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration), transformational leaders help followers create meaning, selfactualize, feel part of a collective, find greater self-worth, and achieve great things (Bass, 1999). The dimensions of transformational leadership are further detailed below.

► Idealized influence: This dimension of transformational …

Impact Of Work After Hours On Organizational Commitment Level And Job Satisfaction: A System Dynamics Approach, Mayuri Dilani, Anuja Shukla, Yamini Pandey

Management Dynamics

Work after hours depend on the working conditions of the organization where positive relationship with the organizational commitment and the employee job satisfaction can be seen. Work after hours depend on the working Aim of the study is to recommend a model for the organizational commitment, Job satisfaction and work after hours’ variables for any organization. Vensim 6.4 version and Stella 9.1.4 software packages were used for the analysis. Casual loop analysis was done to identify the interaction of the variables. Model is developed as fully causal loop analysis based on dimensions found in literature and extracted the applicable model. …

Onboarding Program Eastern Band Of Cherokee Indians - Theory Of Change, Quality Improvement Center For Workforce Development

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During the needs assessment process facilitated by the Quality Improvement Center for Workforce Development (QIC-WD) three areas of need were discussed for possible intervention at Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP): 1) team cohesion across the various agency units, 2) unhealthy levels of employee stress and work overload, and 3) inconsistent onboarding practices. For each area, a problem statement was developed, and in-depth root cause analysis and theory of change discussions were conducted. Ultimately, one theory of change was developed to step through the “if, then” logic for implementation of an onboarding program to improve worker …

How To Improve Employee Efficiency Practices For Small Family Businesses., Nelva Sulme Bautista Prado

Business ETD Collections

The aim of this research project is to examine the efficiency of employees from the perspective of small family businesses and the workable solutions to improve low efficiency. The sampling method chosen to conduct this research was non-probabilistic and the type of sampling used was expert sampling. The non-probability sampling investigation was conducted using the qualitative research method, which this research project pursued.

An interview was undertaken with an expert in the field of business development and productive development issues who is an ILO Specialist for Latin America and the Caribbean.

The results of the research showed that trust between …

Frontline Job Redesign Louisiana - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Need

The QIC-WD and the Louisiana Department of Child and Family Services (DCFS) Child Welfare Division (CWD) worked together to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s child welfare workforce practices, including: 1) recruitment, hiring, and retention metrics and processes; 2) organizational culture and climate; and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition.

More specifically, five major types of information were considered: 1) objective administrative data; 2) subjective perceptions of staff and supervisors, gathered through QIC-WD …

Frontline Job Redesign Louisiana - Intervention Background, Quality Improvement Center For Workforce Development

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What is job redesign and why was it selected?

The Louisiana Department of Children and Family Services (DCFS), Child Welfare Division (CWD) partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to develop, implement, and test an intervention to address issues identified in the needs assessment including low employee morale, high staff turnover, and poor outcomes for families and children. A frontline job redesign was selected as the intervention because the agency wished to approach these long-standing challenges in an innovative manner. A job redesign is comprised of activities that alter specific jobs or interdependent systems of jobs in …

The Impact Of The Organizational Rewards On The Sewing Machine Operator’S Job Satisfaction: With Reference To Seethawaka Board Of Investment Sri Lanka, Mayuri Dilani, Yamini Pandey

Management Dynamics

Human capital has become imperative in contemporary organizations. Sewing Machine Operators are the backbone of the Apparel sector and thus the satisfaction of these employees is critical. As it is recording the higher turnover in the machine operators, the need of understanding of the impact of rewards on the satisfaction level of the employees is emerging. The direct product outcome has been provided by these employees. Accordingly, the study is undertaking to identify the organizational rewards on sewing machine operator’s job satisfaction as it is important o reduce the turnover and cost in operations. Study has used 142 respondents using …

A Quick Guide To Workforce Analytics For Child Welfare Agencies, Quality Improvement Center For Workforce Development

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Child welfare agencies continue to seek resources to help them better understand their workforce data. The Quality Improvement Center for Workforce Development (QICWD) developed several valuable resources for public child welfare agencies working to build partnerships between child welfare and human resources (HR) professionals to address child welfare workforce challenges. These resources were created for jurisdictions participating in the QIC-WD Child Welfare Workforce Analytics Institutes 1.0 and 2.0 but can be used by any jurisdiction. These resources aim to help agencies build their workforce data analytics capacity and improve practice. Planning When conducting workforce analytics, agencies are encouraged to adopt …

Leader-Member Exchange, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is LMX?

Leader-member exchange (LMX) refers to the quality of relationship exchange formed between a leader and their subordinate (Gerstner & Day, 1997). Note that in this context, leaders may include supervisors, not just upper-level leaders such as managers or administrators. LMX theory is based on the idea that leaders develop unique relationships with each follower, and the quality of this relationship then has the power to influence various attitudes and behaviors (Illies et al., 2007). Whereas most leadership theories focus entirely on the role that a leader plays, LMX differs in that it emphasizes the dyadic nature of …

The Child Welfare Workforce Crisis – What We’Re Hearing From The Field, Quality Improvement Center For Workforce Development

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The Quality Improvement Center for Workforce Development (QIC-WD) and the National Child Welfare Workforce Institute (NCWWI) in collaboration with the Capacity Building Centers for States, Tribes, and Courts, recently worked with representatives of the Children’s Bureau to listen to concerns of state child welfare and human resources (HR) leaders about the child welfare workforce. This blog post highlights what leaders (representing 29 states) described as their biggest concerns and what strategies agencies have put in place to reduce turnover and improve the applicant pool. We have also included links to information about evidence-informed efforts that could help jurisdictions address some …

The Relationship Between Work-Life Balance, Job Satisfaction, Age, And Gender, Diana Fernandez, Suzanne Lebin

The Journal of Advancing Education Practice

This paper explored the relationship between job satisfaction and the perception of work-life balance using a dataset (n = 856) from The Workplace Equity Survey (Spilka, et al., 2020). We also investigated the perceptions of work-life balance between age groups and gender groups. Chi-square tests revealed significant correlations in perceptions of work-life balance based on sentiments of job satisfaction. ANOVAs were conducted to investigate the perceptions of work-life balance between different age groups and gender groups. Significant differences were observed between different age groups, but not between the different gender groups. Results of the study support the notion that perceptions …

Competency-Based Personnel Selection Oklahoma - Intervention Background, Quality Improvement Center For Workforce Development

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What is competency-based personnel selection and why was this intervention selected?

Competency-based personnel selection refers to a hiring process that is rooted in assessment of the required job-related competencies or knowledge, skills, abilities, or other characteristics (KSAOs). Competencies can be evaluated to make hiring decisions using a variety of different methods, including interviews, paper-and-pencil or computer-administered tests, work samples, or situational judgment tests, to name a few. In Oklahoma, a structured interview, typing test, and writing assessment were implemented and pre-employment tests assessing personality, cognitive skills, and attitudes were administered to staff to inform decisions about future …

Supportive Supervision And Resiliency Ohio - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs The Ohio Department of Job and Family Services (ODJFS) partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to conduct a comprehensive needs assessment in nine participating counties, to identify potential issues related to staff retention within the child welfare workforce. A number of data sources were used to inform the process, including: 1) administrative data and metrics provided by the Human Resources representatives in each of the nine agencies, 2) formal surveys of child welfare staff and supervisors in the nine participating counties, and 3) the subjective perceptions and expertise from the QIC-WD and Ohio …

Staff Matters: More Tips For Hiring And Developing A Great Staff, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Addressing the challenge of hiring staff in the current job market, this Staff Matters column provides insights for dental practices. With a focus on creating an attractive work culture, the article suggests developing partnerships with educational institutions and emphasizes the importance of continuous learning opportunities. The author encourages practices to define key skills, establish clear expectations, and implement training processes for effective communication, conflict resolution, and teamwork. Emphasizing the role of ongoing coaching and mentoring, the column outlines the necessity of investing in training and development to build a skilled and cohesive dental team.

Onboarding Program Eastern Band Of Cherokee Indians - Implementation Overview, Quality Improvement Center For Workforce Development

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The Implementation Team

The Quality Improvement Center for Workforce Development (QIC-WD) worked with EBCI Family Safety Program (FSP) to establish an implementation team to lead the development and implementation of their intervention. The implementation team included the FSP Manager, the individual unit supervisors, and the Site Implementation Manager (SIM)/Data Coordinator (the same person fulfilled the role of SIM and Data Coordinator), leadership from throughout the Public Health and Human Services Division, and three members of the QIC-WD (representing expertise in workforce, implementation, and evaluation). The SIM and Data Coordinator positions were partially funded by the QIC-WD and all other …

Where The Rainbow Ends: The Hidden Humanitarian Crisis For Members Of The Lgbtqia+ Community In International Business, John R. Krendel

Senior Honors Projects, 2020-current

Before pursuing an international career, members of the LGBTQIA+ community must be aware of the hardship that may be exacerbated by living and working abroad. This study addresses the trends in laws, including employment and anti-discrimination laws, that provide and restrict certain rights of members of the LGBTQIA+ community in eight countries. These nations, both progressive and discriminatory, include the United States, England, Switzerland, Germany, Taiwan, China, the Philippines and Kazakhstan. Eight LGBTQIA+ business professionals spoke on their experiences living and working in each of these countries and provided advice to members of the community wishing to pursue an international …

Leading Learning & Development (L&D): Ele Leader Members Test-Drive Josh Bersin Academy, Richard D. Busby, Josh Bersin Academy, Nomadic Learning

Publications & Research

ELE would like to recruit members to create a 5-week cohort to experience semi-synchronous collaborative learning. As learning professionals, we’re faced with a largely new landscape and increasing demand for our work, as organizations begin to see why learning is now a business imperative. The Leading L&D Program by Nomadic Learning explores these changes and offers tools for developing new strategies that align with what both employees and organizations need to thrive. In the Leading L&D program, learners will get hands-on, practical guidance and time-tested wisdom from peers, and will explore together:

1. What is the benefit of learning in cohorts …

Can Technology Reduce The Stress Of The Child Welfare Practitioner?, Quality Improvement Center For Workforce Development

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Information and communication technology (ICT) “has the potential to dramatically shift and enhance social work practice,” according to Berzin, Singer, & Chan (2015). ICT includes tools that allow users to both communicate with colleagues and clients and access, store, transmit, and manipulate information (Perron et al., 2010). Such technology integration can create practices that are more flexible, on-demand, and individualized not only to the families served, but also to the practitioner. Mobile technology, as well as other technologies (e.g., gaming, social media, robotics, wearable technologies) will enhance practice gains and result in more timely, accurate, and targeted services (Berzin, Singer, …