Performance Management Commons^™

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 …

Washington Selects A Workforce Intervention: Telework, Quality Improvement Center For Workforce Development

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The Washington State Department of Children, Youth, and Families (DCYF) will be implementing and testing the effectiveness of telework for child welfare field operations staff and their supervisors. DYCF is a stateadministered system with a total of 3,075 employees. There are approximately 1,600 field operation staff and 260 field operation supervisors that make up the majority of the child welfare workforce in the agency. A comprehensive workforce needs assessment showed a strong desire among employees to be able to work from home or an alternate work site. A telework policy existed but was inconsistently implemented, and the majority of employees …

Nebraska Selects A Workforce Intervention: Addressing Secondary Traumatic Stress, Quality Improvement Center For Workforce Development

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The Nebraska Department of Health and Human Services Division of Children and Family Services (DCFS) workforce intervention will address secondary traumatic stress (STS) among frontline staff and supervisors. Nebraska is a state-run child welfare system with about 400 Child and Family Service Specialists (CFSS) organized into five service areas across the state. Currently, the annual CFSS turnover rate in Nebraska is about 30%, but DCFS is committed to retaining and supporting high quality CFSS. Over the last year, DCFS has worked with the QIC-WD to review human resources (HR) data, feedback from the field (e.g., CFSS, supervisors, and administrators), and …

Prosocial Rule-Breaking To Help Coworker: Nature, Causes, And Effect On Service Performance, Cass Shum, Ankita Ghosh, Anthony R. Gatling

Hospitality Faculty Research

We examine the nature, antecedents, and service performance consequence of employees’ prosocial rule-breaking behaviors with a motive to help coworkers (PSBC) in two studies. Using a qualitative exploratory study with a sample of 80 hospitality workers, we showed the prevalence of PSBC in the hospitality industry, which includes four unique forms. Next, we examined the causes and effect of PSBC by drawing on the social cognitive theory. We proposed that coworkers PSBC and employees’ moral courage interactively predict employee PSBC, which has a negative effect on service performance. We tested the hypotheses using a time-lagged survey study with a sample …

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Atlantic Coast Child Welfare Implementation Center

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Purpose: This training is designed to introduce supervisors to coaching concepts, provide them an opportunity to practice these skills in a safe environment, and receive timely feedback. Learning Objectives Upon completion of this day, the participant will:  Describe the purpose and structure of the training  Explore their preconceptions, feelings, beliefs and thoughts concerning coaching  Explore their assumptions about coaching  Develop a working definition of coaching for their state  Identify questions they would like answered by the end of the day  Recognize the 6 elements of the coaching mindset  State the importance of using …

Supportive Supervision And Resiliency Ohio - Coach Ohio Flyer 2019, Ohio Department Of Job And Family Services, Quality Improvement Center For Workforce Development

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What is Resilience? Resilience is a person’s ability to “bounce back” from hardship or a difficult situation. What is Resilience Alliance? Resilience Alliance is a series of weekly group sessions to create an improved, healthier work environment and help staff develop skills and behaviors that promote their physical and psychological well-being. The goals are to: • Decrease stress by enhancing resilience skills, increasing social support and changing the organizational culture • Help participants regulate their emotions and not engage in avoidance behaviors in response to traumatic situations • Reduce symptoms of secondary traumatic stress • Increase self-efficacy, collaboration and job …

Performance Management: Should It Be Implemented Into Public Hospital X?, Megan O'Mahony

Masters

This dissertation will take a case study approach which will entail researching a particular discipline of employees within an organisation in order to understand and conclude on the research topic. The research topic is performance management and the aim is to see if a more formal performance management system can be put in place and accepted by the employees of this organisation, a public hospital in Ireland. In order to answer the research question “Performance Management; should it be implemented into public hospital X?” the researcher conducted both quantitative research and qualitative research methodology. The quantitative research consisted of a …

Ex-Post Service Contract Performance Management, Brian Forbes, Malcolm Brady

Articles

This paper highlights how contract incompleteness can threaten the performance of public procurement facilities management contracts during their implementation stages, based on a multiple case study comprising five public procurement services contracts. The paper takes a principle-agent view and with the unit of analysis being the contract itself. The paper shows that contract contingencies are almost inevitable and may stem from the written contract or from the participating organisations. Written and unwritten contract management mechanisms were used in practice to deal with contingencies as they arose in the services case studies examined. The paper found that written contracts do not …

An Insight To Project Manager Personality Traits Improving Team Project Outcomes, Thomas G. Henkel, Gordon Haley, Debra T. Bourdeau, James Marion

Publications

Individual personality assessments tools have a strong following among Fortune 100 companies.[1] Besides being used for hiring purposes, individual personality assessment tools give project managers insight into personality and aspirations, as well as how they process and organize information, make decisions, and interact with team members and other stakeholders. The aim of this research study was to explore what personality traits project managers need to lead a project team effectively. To accomplish this, we employed the Big Five Personality® and the 1/11 Myers-Briggs (MBTI®) personality assessments to identify favorable personality traits and characteristics when managing projects.

Virtual Proximity To Promote Expatriate Cultural Adjustment, Innovation, And The Reduction Of Stress Levels, Tom Coughlan, David J. Fogarty, Sara R. Fogarty

International Journal of Applied Management and Technology

Given the dramatic increase in the number of expatriates living and working abroad, there is a need to advance the research into how to make sure these employees achieve success on their assignments. Often, these expatriates assume managerial roles and are intended to be the gatekeepers of information. Typically, this information is necessary for the success of their colleagues, in both their home country and their host country. The expatriate’s role is to facilitate the integration of organizational knowledge from both their home and host countries, as well as key sources in their host country’s local environment. However, historically, there …

A Structural Equation Model Of Leader–Member Exchange, Employee–Supervisor Relationship, Performance Appraisal, And Career Development, William Joseph Henkel, Al C. Endres

International Journal of Applied Management and Technology

Some employees perceive that supervisors do not accurately reflect employees’ performance or effectively differentiate among employees’ performances during performance appraisals (PAs). Other employees believe the performance feedback they receive is not valuable for supporting their career development (CD). Leader–member exchange (LMX) and the distributive and interactional justice dimensions of organizational justice theories comprised the theoretical frameworks in this study for examining the significance of the relationships among LMX and employee–supervisor relationships (ESRs) and those relationships’ potential influence on employees’ CD through the PA process. Participants consisted of 44 defense contractor employees in the United States. Results from partial least squares …

Business Strategy For Potential Sustainability Organizations Of The Future, Randall Duffield

Williams Honors College, Honors Research Projects

The exponential acceleration of globalization in the modern economy has resulted in the creation of new, unexpected job positions. This article explores the possibility of merging strategic business practices with a potential sustainability effort in plastic removal from the world's oceans. Though the current paradigm of political involvement relegated research to focus on a governmental position, the research and organizational methods could, and should, be applied to future private market endeavors in the same field.

Employee Performance, Well‐Being, And Differential Effects Of Human Resource Management Subdimensions: Mutual Gains Or Conflicting Outcomes?, Chidiebere Ogbonnaya, Jake G. Messersmith

Department of Management: Faculty Publications

The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviors and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from …

Public Health Workforce Perceived Impact Of Emerging Issues In Public Health, Kristie C. Waterfield

College of Graduate Studies: Theses & Dissertations

Background: In an era where public health has been viewed as a global, multi-disciplinary field, the public health workforce has remained united to unfailingly holding fast to the mission of protecting, promoting, and improving the health of the public. However, the practice of public health is consistently evolving, and the workforce is continually facing a mirage of challenges. In order to overcome these challenges, practitioners need to be up-to-date on the necessary knowledge and skills to effectively deliver the core public health services.

Purpose: The purpose of this research was to explore the perceived impact of emerging trends in public …

Are Women Executives Hurting Firm Performance? An Examination Of Gender Diversity On Firm Risk, Performance, And Executive Compensation, Krystal Diane Sung

CMC Senior Theses

In order to assess the continuing imbalance of top executives between genders, I examine the effects of gender diversity within top management teams on firm risk, performance, and executive compensation. Capitalizing on previous analysis, I apply three unique differentiators. First, I utilize current data from 2012 to 2017 from Compustat, CRSP, and ExecuComp. Second, I provide a unique subset view on a firm and individual performance of female CEOs to examine executive compensation. Third, my scope of analysis expands to S&P Composite 1500 companies. I use separate models to estimate the effect of gender diversity on firm risk by examining …

Why Do Employees Break Rules? Understanding Hospitality Employee Organizational Rule-Breaking, Ankita Ghosh, Cass Shum

Hospitality Faculty Research

This study explores employees’ organizational rule-breaking behaviors in the hospitality industry. Unlike the majority of hospitality literature which suggest rule-breakers are deviant, a growing stream of management research suggested that intentions behind rule-breaking behaviors among organizational employees include self-interest, to increase work efficiency, to help a subordinate or a coworker, and to provide good customer service. Our study extends the research on rule-breaking not only by studying the intentions of hospitality employee rule- breaking behaviors, but also by exploring the types of rules broken and the possible consequences of such behaviors. Eighty hospitality workers studying at a public university in …

Addressing Work-Related Traumatic Stress Nebraska - Peer Support Group Guidebook, Quality Improvement Center For Workforce Development

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This guide is intended for CFSS workers or supervisors facilitating a Peer Support Group (PSG) session. The PSG is part of CFS Strong, beginning in January 2020. CFS Strong is designed to address the cumulative effects of secondary traumatic stress (STS) that is part of the day-to-day work of CFSS. CFS Strong includes: (1) an adaptation of Resilience Alliance (RA) to teach skills and strategies to manage STS and build team cohesion, (2) Restoring Resiliency Response (RRR) to allow workers to debrief after an acute traumatic event, and (3) PSGs to reinforce the skills taught in RA and provide a …

Fighting For Time: Spillover And Crossover Effects Of Long Work Hours Among Dual-Earner Couples, Xiaohong Xu, Yisheng Peng, Peng Zhao, Richard Hayes, William P. Jimenez

Psychology Faculty Publications

Drawing upon the spillover-crossover model, this study examined the extent to which one's work time demands spilled over to the family domain, and crossed over to his or her spouse, utilizing data of 365 dual-earner couples from the 500 Family Study. The results of the distinguishable actor-partner interdependence model indicated that there was gender symmetry in the spillover processes such that the effects of work hours were identical between men and women. Further, although there was more bi-directional crossover between partners within couples, we observed some unidirectional crossover from husbands to wives. Specifically, husbands only increased their contribution to domestic …

What Affects Do Managers Have On Employee Performance And Turnover?, Devan O'Donnell

Theses

This dissertation focused on whether managers affect employee performance and turnover. In particular, this research focused on multinational organisations in Ireland. The focal point was to gain an understanding of this topic from a manger and employee point of view. For the sake of this research the managers that were involved were only managers of employees and not other managers.

This research project adopts a mixed research method of data collections. It applies both face to face interviews with managers and online questionnaires with employees.

The findings revelled valuable insight into the relationship between managers and employee performance and turnover. …

Incentives: Achieving Business Results With The Right Pay Scheme, Fermin Diez

Asian Management Insights

Achieving business results with the right pay scheme.

Much has been said both for and against using incentives to drive business results—be it revenue and profit, or market share. Despite this, there is surprisingly little research, particularly in Asia, to guide practitioners on how different pay models affect decisions that lead to better company performance.