Performance Management Commons^™

A Moderated Mediation Model Of Perceived Control, Fairness, And Leader–Member Exchange In The United States And South Korea, Nari Kim

Publications and Research

Drawing on the two-factor model of organizational justice and social exchange theory, this study investigates the mediating roles of procedural and distributive justice in the relationship between work locus of control (WLOC) and leader–member exchange (LMX). Using data collected from two cultural contexts – the United States and South Korea – this research further examines whether culture moderates the indirect relationship between WLOC and LMX through perceived justice. The findings indicate that subordinates with an internal WLOC tend to report higher-quality LMX relationships, and that both procedural and distributive justice partially mediate this relationship. Moderated mediation analyses reveal that the …

Quantifying The Moderating Effect Of Servant Leadership Between Occupational Stress And Employee In-Role And Extra-Role Performance, Rizwana Rasheed, Aamir Rashid, Noor Aina Amirah, Asyraf Afthanorhan

Publications and Research

The study examined the effects of occupational stress on employees’ performance and extra-role performance (OCB), moderated by the servant leadership of the supervisor. Many studies have indicated that servant leadership significantly impacts employee work-related behavior. Therefore, we aimed to examine the role of occupational; stress in the context of Pakistan's public and private sectors. A multi-source cross-sectional field survey was conducted, including a diverse sample (N = 286 paired responses). The study applied SPSS (22.0) to complete the analysis, revealing that stress drastically affects employees' performance and (OCB). Main and moderated regression analysis indicated that the inverse relationship between stress …

Together Apart: Influences And Barriers To Engagement Among Remote Workers, Stacey-Robin H. Johnson

Student Theses and Dissertations

Organizations recognize the importance of having employees who do more than 'show up' for work. Rather, the goal is to have employees who will adapt to, embody, and promote the values, agenda, and strategic purposes of the organization beyond their work life. In the efforts around engagement, there are key influences in the organizational lifespan of an employee that can inspire or discourage engagement attitudes and behaviors.

Remote workers (defined here as those who work outside of a central, collective work setting) present unique challenges, the most pressing being maintaining a sense of connection and inclusion among the group in …

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

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 feedback ratio between …

Working With The Plateaued Employee, Janet Butler Munch

Publications and Research

As supervisors, middle managers may observe employees who have lost interest in their work, have become demotivated, or seem to be in a rut. This phenomenon can happen to even the most productive employees. Managers can help mitigate negative aspects by supporting their librarians, and helping them to make self-enhancing decisions for their continual professional growth and development.