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Articles 1 - 8 of 8
Full-Text Articles in Performance Management
Unlocking Organizational Support Through Psychological Empowerment: Identification And Test Of Transformational Leadership As A Catalyst Of Perceived Organizational Support, Ryan L. Klinger, Nathapon Siangchokyoo, Tipat Sottiwan
Unlocking Organizational Support Through Psychological Empowerment: Identification And Test Of Transformational Leadership As A Catalyst Of Perceived Organizational Support, Ryan L. Klinger, Nathapon Siangchokyoo, Tipat Sottiwan
Management Faculty Publications
Organizational support theory (OST) explains how employees develop and respond to beliefs about their organization, with perceived organizational support (POS) representing a central construct within this framework. Integrating psychological empowerment theory, we examine an intrinsic motivational pathway through which POS relates to employee in-role performance and identify transformational leadership as a contextual catalyst that may strengthen this process. We test a multilevel moderated mediation model using multisource and multi-time data from 217 employees and 41 supervisors. Results indicate that POS is positively related to in-role performance through the psychological empowerment dimensions of competence and self-determination. Moreover, transformational leadership strengthens the …
Steady As She Goes: Remote Work Benefits Daily Goal Progress Through Reduced Energy Variability, Andrew A. Bennett, Kathleen R. Keeler, Emily D. Campion, Sheila K. Keener
Steady As She Goes: Remote Work Benefits Daily Goal Progress Through Reduced Energy Variability, Andrew A. Bennett, Kathleen R. Keeler, Emily D. Campion, Sheila K. Keener
Management Faculty Publications
As the prevalence and allowance of remote and hybrid work evolves, research has shown consistently mixed findings about how work location is related to worker energy and perceptions of daily performance. We aim to resolve this ambiguity by integrating affective events theory with ideas about emotion dynamics to develop new theorizing explaining why energy variability, rather than mean energy level, is an important predictor of daily goal progress. We test our hypotheses using a sample of 219 employees from one organization allowing remote and hybrid work, capturing individual hourly energy levels for five consecutive workdays (4,812 hourly observations). Our …
Exploring Coworker Perceptions Of And Reactions To Quiet Quitting, Andrew A. Bennett, Rhett T. Epler, Veronica L. Thomas, Daroon Jalil
Exploring Coworker Perceptions Of And Reactions To Quiet Quitting, Andrew A. Bennett, Rhett T. Epler, Veronica L. Thomas, Daroon Jalil
Management Faculty Publications
Quiet quitting is a relatively new phenomenon that has quickly caught the attention of both practitioners and academics. With the world of work becoming increasingly interconnected, we contribute to the discourse by approaching quiet quitting from the novel perspective of understanding how others in the workplace perceive those who engage in quiet quitting. To do so, we first provide a formalized definition of quiet quitting and differentiate coworkers' perceptions of quiet quitting from similar psychological constructs (Studies 1–3). We then examine employee responses to coworkers engaging in quiet quitting with a qualitative study (Study 4) and vignette design (Study 5), …
An Attention-Based View Of Strategic Human Resource Management, Soo-Hoon Lee
An Attention-Based View Of Strategic Human Resource Management, Soo-Hoon Lee
Management Faculty Publications
In spite of the designation, research in strategic human resource management (SHRM) has largely focused on tactical rather than strategic issues. These studies have attempted to explain whether firm performance is associated with “best-practice” or “best-fit” human resource management (HRM) practices. The focus on internally consistent (horizontal fit) HRM practices is better characterized as tactical implementation than as strategic formulation. In the latter, HRM leads rather than follows the firm’s long-term responses to shifts in the firm’s competitive and market environment. In this paper, I propose an attention-based view of the firm to reframe SHRM research and policy to support …
The Passion Bug: How And When Do Leaders Inspire Work Passion?, Violet Ho, Marina N. Astakhova
The Passion Bug: How And When Do Leaders Inspire Work Passion?, Violet Ho, Marina N. Astakhova
Management Faculty Publications
Drawing from signaling theory, we propose a work passion transfer model where leaders' passion is transmitted to employees through the former's leadership style and is contingent on employees' perceived importance of performance to self-esteem (IPSE). Data from 201 supervisor–employee dyads from the health-care industry show that leaders' harmonious passion led to employees' harmonious passion through charismatic leadership, whereas contingent reward leadership accounted for the transfer of obsessive passion; IPSE did not play a moderating role for either form of passion. Results from a supplementary study further reveal that the link between leadership and employee passion operated through employees' perception of …
Passion At Work: A Meta-Analysis Of Individual Work Outcomes, Jeffrey M. Pollack, Violet Ho, Ernest H. O'Boyle, Bradley L. Kirkman
Passion At Work: A Meta-Analysis Of Individual Work Outcomes, Jeffrey M. Pollack, Violet Ho, Ernest H. O'Boyle, Bradley L. Kirkman
Management Faculty Publications
Academic research on passion is much more complex than the extant literature or popular press portray. Although research on work-related passion has progressed rapidly over the last decade, much remains unknown. We are now just beginning to recognize the different theoretical underpinnings and empirical operationalizations that work passion research has adopted, and the confusion this has generated hampers our understanding of the construct and its relationship to workplace outcomes. Accordingly, we use a meta-analytic examination to study the work-related outcomes of three dominant literature streams of work passion: general passion, dualistic passion (i.e., harmonious passion and obsessive passion), and role-based …
A Tale Of Passion: Linking Job Passion And Cognitive Engagement To Employee Work Performance, Violet Ho, Sze-Sze Wong, Chay Hoon Lee
A Tale Of Passion: Linking Job Passion And Cognitive Engagement To Employee Work Performance, Violet Ho, Sze-Sze Wong, Chay Hoon Lee
Management Faculty Publications
We propose a model of job passion that links two types of passion, harmonious and obsessive passion, to employees’ work performance, via the mediating mechanism of cognitive engagement (comprising attention and absorption). Results from a survey conducted with 509 employees from an insurance firm indicate that employees with harmonious passion performed better at work, and that this relationship was mediated primarily by cognitive absorption, that is, the intensity of focus and immersion experienced by the employees when working. However, even though obsessive passion was negatively related to cognitive attention (i.e., the amount of cognitive resources spent thinking about work), it …
Capability Ratios: Comparison And Interpretation Of Short-Term And Overall Indices, Frank Rudisill, Lewis A. Litteral
Capability Ratios: Comparison And Interpretation Of Short-Term And Overall Indices, Frank Rudisill, Lewis A. Litteral
Management Faculty Publications
The ability of a process to satisfy customer requirements is frequently measured by capability indices. The use and interpretation of these capability indices are often times misguided and or misunderstood by those involved in this aspect of statistical process control. Those who monitor and control processes and/or make decisions based on the reported values of these indices need to have a clear understanding of indices that are reported by or to them. This paper addresses the particular indices of Cp and Pp which indicate the capability of the process based only on its variability and Cpk and …