Performance Management Commons^™

Embracing Change With Power And Love: Shifting Organizational Paradigms Leveraging Systems Thinking, Brandi R. Muñoz

Tapestry: Journal of Research in Education

This article delves into the complexities of organizational change, emphasizing the critical roles of power and love in facilitating successful transitions. It distinguishes between the generative and degenerative effects of power and love within organizational contexts and underscores the importance of balancing these elements to foster collaboration, innovation, and sustainable change. Furthermore, the principles of systems thinking are highlighted, advocating for a holistic approach to understanding and analyzing organizational systems. The interconnectedness of system components and the necessity of feedback loops for informed decision-making and strategic planning are examined. Additionally, the article discusses the detrimental impact of overconfidence bias on …

Practice And Exploration Of Income Distribution Mode Of Personnel Who Transfer And Transform Scientific And Technological Achievements袯Ased On A Survey Of 15 Institutes Of Chinese Academy Of Sciences, Chang Yao, Wei Du, Chao Zhang, Chunbo Wang, Haibo Liu

Bulletin of Chinese Academy of Sciences (Chinese Version)

The transfer and transformation of scientific and technological achievements, often referred to as “transfer and transformation”, is crucial for turning science and technology into productive forces and economic development. It plays a significant role in enhancing the operational efficiency of the science and technology innovation system and developing new forms of productive forces. Currently, China’s policies to facilitate transfer and transformation are becoming richer and more comprehensive. Nevertheless, issues such as the difficulty in integrating industry, academia, research, and application, low efficiency and rate of technology transformation, and insufficient professionalism in intellectual property operation and transfer and transformation services still …

1 A Phenomenological Study Of The Lived Experiences Of Hospital-Based Physical Therapy Department Leaders’ Most Successful Change Management Initiative, Joseph Patanella

Seton Hall University Dissertations and Theses (ETDs)

ABSTRACT

A phenomenological study of the lived experiences of hospital-based physical therapy department leaders’ most successful change management initiative

Problem: Change management initiatives are consistently employed in healthcare to promote quality care. Of concern is that not all initiatives are successful. Individuals involved in successful change management can offer insight to those approaching initiatives.

Purpose: The purpose of this phenomenological study is to describe the lived experiences of hospital-based physical therapy department leaders’ most successful change management initiative.

Methods: The research design was a qualitative approach. A phenomenological research design was employed, using the voice of a group that has …

Bursting At The Seams: An Examination Of The Enrollment Changes At The University Of Mississippi, Carrol Trent Imbler

Honors Theses

Enrollment at the University of Mississippi is at an all-time high. As one of the smallest public universities within the Southeastern Conference (SEC), Ole Miss has faced many changes within the past few years because of its growing population. This research answers the question: “How are offices and departments on campus managing their efforts to accommodate an increased number of students?” Through interviews with faculty, staff, and students on campus, I identified multiple departments who had to adjust their usual practices. These include housing, parking and transportation, advising offices within each school, admissions, and other student services. All these factors …

Examining The Career Path Of Certified Public Accountants In Audit And Tax Services: Perceptions Of Accounting Graduates' Competencies, Steven Mulhollen

Dissertations

Accounting professionals claim there is a deficiency of individuals with the appropriate competencies to enter the accounting workforce (Pasewark, 2021; Richardson, 2020; Sandifer, 2018; Thomson, 2017). Also, recent trends indicate a need to increase the number of qualified accounting professionals who can pass the Certified Public Accounting Exam (CPA Exam) and enter the public accounting workforce (American Institute of Certified Public Accountants [AICPA], 2021a; Dawkins, 2023). This quantitative, causal-comparative study expands existing studies by analyzing the impact of CPA's chosen career path of audit or tax on their perception of the required and attained accounting competencies. This study contributes to …

The Relationship Between Inclusive Leadership, Psychological Safety, And Job Embeddedness On Employees' Turnover Intent In A Post Crisis Environment, Jan Sims

Dissertations

Large-scale adverse events such as natural disasters and pandemics interrupt business services, initiating defining moments for organizations. The trend of people exiting the workforce compels organizations to examine turnover risk and search for factors that mitigate the impact of resignations. In response to the increase in voluntary turnover and retirements during the COVID-19 pandemic, this study examines four elements that have impacted the workplace since 2020–turnover intent, job embeddedness, psychological safety, and inclusive leadership.

This quantitative study examined the relationship between inclusive leadership, psychological safety, and job embeddedness on employees’ turnover intent. Professional and supervisory level employees of public sector …

Board Gender Diversity, Ceo Turnover, And Firm Performance In Entrepreneurial Firms, Matthew Imes, Mark West, Jessica West, Shan Yan

The Journal of Entrepreneurial Finance

This article examines recent literature on corporate boards and the interplay between director gender and CEO turnover and how it affects firm performance after CEO turnover. The primary focus is board gender diversity and CEO job embeddedness in entrepreneurial firms. This article discusses gender diversity and the frequency of CEO turnover. This paper finds that board gender diversity is associated with lower CEO involuntary turnovers and better overall performance in entrepreneurial firms. The article highlights how board gender diversity, especially in small firms, provides a unique pathway to create firm value and examines recent evidence on how gender diverse board …

A Comparative Study Of Monolingual And Multilingual Employees, Megan Baldry

Honors Theses

This study examined the relationship between linguistic status and work outcomes including organizational citizenship behaviors and affective commitment, as mediated by communication competence, leader-member exchange, and psychological safety. The study examines nine hypotheses about these relationships, attempting to find differences in relationships between the mediators and outcomes among linguistic groups (monolingual, bilingual, and multilingual).

The study does not find support for the hypotheses, finding no difference between linguistic groups in either of the workplace outcomes, nor does it find strong support that communication competence, leader-member exchange, or psychological safety mediate the relationship between linguistic status and either of the workplace …

Is It More State Than Trait? Within-Person Variability And Inter-Rater Agreement Of Feedback Orientation, Timothy J. Bartkoski

Dissertations

Feedback is a critical component of almost all performance management systems (Aguinis, 2009), and is often positively associated with individual and organizational effectiveness (e.g., Kluger & DeNisi, 1996; Kim et al., 2016). Given this, researchers and practitioners have long sought to understand how and when feedback is likely to be most effective. Some promising new work has explored feedback orientation (FO), which describes a person’s overall receptivity to performance feedback (Linderbaum & Levy, 2010; London & Smither, 2002). Initial research has shown that FO is positively associated with feedback seeking (Dahling et al., 2012; Whitaker et al., 2012) and feedback …

Staff Matters: Implementing A Painless Performance Evaluation Process, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Jodi Schafer, HRM Services expert, addresses the common struggle of conducting employee evaluations. She emphasizes the importance of frequent, timely feedback and suggests breaking the review process into smaller, more manageable sessions to combat the "Recency Effect." Schafer also advises updating job descriptions, incorporating self-reviews, and simplifying evaluation forms for a more effective process.

Understanding The Impact Of Emergent Conflict On Communication And Team Cognition: A Multilevel Study In Engineering Teams, Francisco Cima

Engineering Management & Systems Engineering Theses & Dissertations

The development of team cognition is crucial for fostering high-performing teams. In cognitive-intensive fields like engineering, effective communication serves as a primary precursor to team knowledge development, enabling group members to effectively retrieve and utilize each other's expertise. Despite the critical role of communication, there is a lack of empirical research examining how conflict situations, which are critical emerging factors inherent to teamwork, interact with communication processes to constrain team knowledge development and utilization. This study, rooted in information processing theory, investigates how emerging conflict shapes multilevel team knowledge structures by interacting with communication processes in engineering project teams. Prior …

An Empirical Study On The Association Between Public Service Motivation And Job Satisfaction, And Other Factors: An Analysis Of Special Ward Employee Data Using Ordinary Least Squares And Quantile Regression Analysis, Reona Hayashi, Takeshi Fukaya, Masatoshi Minowa, Shigeo Nakajima, Shizuka Kajiwara

Japanese Society and Culture

This study aims to identify the association between public service motivation (PSM), job satisfaction, and other factors using ordinary least squares and quantile regression analyses. The following findings were clarified by analysing survey data from approximately 1,600 special ward employees. Job satisfaction, affective organisational commitment, and job performance are positively associated with PSM. Second, job stress and PSM are negatively associated with PSM. Third, there is a stable positive association between affective organisational commitment and PSM regardless of whether affective organisational commitment is high or low. Fourth, as job satisfaction and job performance increased, the positive association between job satisfaction, …

Revisiting The Nexus Between Job Insecurity And Employee Task Performance: Examining The Influence Of Self-Efficacy And Emotional Intelligence In A Mediation–Moderation Model, Adewale Adekiya, Umar Usman

Economic and Business Review

The objective of this study was to examine the relationship between perceived job insecurity and employee task performance. In addition, the moderating influence of emotional intelligence and mediating influence of self-efficacy was examined in this relationship. Through the multi-stage sampling technique, a total of 385 employees were proportionately selected from a cluster that represents three selected Nigerian deposit money banks. Furthermore, a close-ended and structured questionnaire was utilized in a descriptive cross-sectional research design to elicit responses from these employees. A hierarchical moderated regression analysis conducted revealed that perceived job insecurity exercises a significant and negative effect on task performance. …

Staff Matters: How To Address Derogatory Comments Among Staff Members, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Addressing derogatory comments among staff members requires a systematic approach. Document the incident, meet individually with each employee, and assess their reactions. Responses may vary from denial to remorse. Tailor disciplinary action based on their accountability and alignment with office values. Consider potential legal ramifications and seek HR or legal guidance if needed. Regardless, swift action is essential to maintain a respectful workplace environment.

Staff Matters: Do I Really Need An Employee Handbook?, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

This article underscores the importance of having an employee handbook for even small practices. It emphasizes the handbook as a crucial tool for communicating expectations, providing a defense against employment claims, and ensuring legal compliance. The author advises on essential policies related to legal requirements, "At-Will" status, conduct, compensation, benefits, communication, attendance, and discipline. The article stresses the significance of well-crafted policies to avoid confusion and legal liabilities, recommending professional review before implementation.

Competency-Based Personnel Selection Oklahoma - Site Intervention Logic Model, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

Competency-Based Personnel Selection Oklahoma - Evaluation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The QIC-WD evaluation was conducted with the support of the Oklahoma Human Services (OKDHS) to determine if a Competency-based Personnel Selection process was effective in improving workforce and child welfare outcomes.

Research Questions

The primary research questions concerned the ability of the structured hiring tools to predict job performance, tenure, and turnover. It was hypothesized that the use of the standardized hiring process would result in the selection of candidates who performed better and had lower rates of turnover and longer tenure than candidates hired using existing selection processes, see Logic Model. Intermediate outcomes examined included employee feelings of …

Competency-Based Personnel Selection Oklahoma - Theory Of Change, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

During the needs assessment process three areas of opportunity were discussed for possible intervention at the Oklahoma Human Services (OKDHS) Division of Child Welfare Services:

1. hiring of new workers,
2. promotion decisions for lead worker and supervisor positions, and
3. staff recognition and rewards.

Ultimately, one theory of change was developed to step through the “if, then” logic for implementation of a standardized hiring process to improve worker retention and performance.

The theory of change development process was informed by various data examined throughout the needs assessment, input from the Oklahoma QIC-WD Steering Committee, and relevant research and best practice for …

Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Implementation Team

The QIC-WD worked with Oklahoma Human Services (OKDHS) Division of Child Welfare Services to establish a team to lead the development and implementation of their competency-based personnel selection intervention. The implementation team was called the Oklahoma QIC-WD Steering Committee. It included a Programs Analyst from each of the five geographic regions of the state and one from the Foster Care and Adoptions program, the Site Implementation Manager (SIM), the Data Coordinator, project sponsor (Deputy Director), representatives from Human Resources, training partners within OKDHS and from University of Oklahoma Center for Public Management, and three members of …

Supportive Supervision And Resiliency Ohio - Accwic Coaching Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Accwic Training Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Guidance For Coaches: Supporting Resilience, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Resilience Alliance Facilitator Manual, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Resilience Alliance Participant Handbook, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching To Support Resilience Chart, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2018, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2019, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Final Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Supportive Supervision and a Resilient Workforce

Ohio Department of Job and Family Services (ODJFS) is a state-led, county-administered child welfare system. Ohio’s 83 single-county agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. In 2017, ODJFS had an annual turnover rate of about 27%. They applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site with the goal of strengthening their child welfare workforce.

When ODJFS started working with the QIC-WD, a Workforce Implementation Team (WIT) was established to participate in a needs assessment process, …

Supportive Supervision And Resiliency Ohio - Site Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), is responsible for Ohio’s state-supervised, county-administered child welfare system. Ohio’s 83 single-county agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. Sixty-three agencies are housed in a county ODJFS department, overseen by county commissioners, and 22 children services boards are stand-alone child welfare agencies overseen by citizens appointed by county commissioners.

OFC is responsible for state-level administration and oversight of programs that prevent child abuse and neglect; provide services to …