ORG: Employee Performance Appraisal Systems (Topic)最新文献

{"title":"Leader Mindfulness and Employee Performance, and Wellbeing in Pakistani Firms: The Role of Interpersonal Justice, and Employee Stress, and LMX Quality","authors":"Farrukh Khalil, D. Siddiqui","doi":"10.2139/ssrn.3683343","DOIUrl":"https://doi.org/10.2139/ssrn.3683343","url":null,"abstract":"Purpose: Right mindfulness entails a focus on present-moment events and actions that are directed by ethical principles. How this mindfulness works in an organization to affect employees’ performance in Pakistani corporate environment is still an open question. In this study, we examine the impact of leader mindfulness and employee performance and wellbeing with the mediating role of interpersonal justice, employee stress, and LMX (Leader-member exchange) quality. Employee performance is further measured as in role and extra-role performance. For this, we modified Reb et. al. (2019) framework, to include wellbeing and apply to firms working in the corporate sector of Pakistan.<br><br>Design/Methodology/Approach: Data was collected using a close-ended questionnaire from 100 departments/ units working in different businesses, and analyzed using factor analysis, structured equation modeling in Smart PLS.<br><br>Findings: The findings of the study show that there is no significant impact of the leader mindfulness on employee in-role, extra-role performance, and employee wellbeing (dependent variables) with interpersonal justice, employee stress, and LMX quality as mediators. But so far as the impact of variables is individually concerned, it’s been observed that employee stress does not have a significant impact on employee in-role performance, extra-role performance and employee wellbeing but employee stress has a significant impact on LMX quality. LMX quality has a significant impact on employee extra-role performance and employee wellbeing but no significant impact of LMX quality on employee in-role performance has been observed. Leader mindfulness doesn’t have any significant impact on employee in-role or extra-role performance, employee wellbeing, employee stress, LMX quality, and interpersonal justice whereas interpersonal justice has a significant impact on employee extra-role performance, employee wellbeing, and LMX quality but not on employee in-role performance. <br><br>Practical implications: The findings suggest that since employee stress has an impact on LMX quality, so a leader must lead its team in such a way that they do not feel burdened and stressful for it is going to have a negative impact on the way leader and member communications and ultimately on employee extra-role performance and wellbeing which will hence lower down the productivity of the organization. Interpersonal justice also has a significant impact on employee wellbeing and extra-role performance, so it must be made sure that employees are treated in a fair way, so they will feel satisfied and work effectively and efficiently. <br><br>Originality/Value: This is the first study that measured the effect of leader mindfulness on employee performance in Pakistan.<br>","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"89 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126610234","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Antecedence of Employees’ Creativity: Evidence from IT, Educational and Advertisement Sectors of Pakistan","authors":"Abdullah Shahid, D. Siddiqui","doi":"10.2139/ssrn.3683135","DOIUrl":"https://doi.org/10.2139/ssrn.3683135","url":null,"abstract":"This study aims to propose an elaborative theoretical framework to assess factors that influences creativity. We combine (Teresa M. Amabile et al., 1996; Jothi &amp; Hin, 2015; Lin &amp; Liu, 2012; Yeh &amp; Huan, 2017) models featuring work and its environmental-related factors into one holistic framework to assess the antecedents and consequence of creativity. We propose two-level mediation to assess the effect of environmental variables on innovation and motivations through creativity as well as Job Stressors. Environmental factors included Leaders Behavior, Freedom, Resources, Social Support, Workload, Perceived Organizational Support, Person job fit, and Challenging work. Perceived Organizational Support was further affected by Organizational impediments, Supervisory encouragement, and Workgroup supports. These factors influence Job Stressors that include Challenge and Hindrance stressors, and work pressures in the environment. These stressors further affect creativity as proposed by Zhang &amp; Wee (2018). We also categorize creativity into Quantity and Quality as per Yeh &amp; Huan, (2017). Empirical validity was established by conducting a survey of employees in high creativity sectors like IT, Educational, and Advertisement. The result shows that among work and environmental factors, only Leaders Behavior, Perceived Organizational Support, and Challenging work significantly affect job stressors. On the contrary, job stressors significantly affect both Quantity and Quality of creativity. However, the subsequent effect of creativity on innovation and motivation could not be established.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130339292","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Influence of Motivation Work, Discipline of Work, Work Environment, Cultural Organization, and Compensation to the Performance of Employees","authors":"Annisaa Kusuma, Hasina Lestari, Osly Usman","doi":"10.2139/ssrn.3311306","DOIUrl":"https://doi.org/10.2139/ssrn.3311306","url":null,"abstract":"This study aims to identify and analyze, 1. Effect between work motivation on employee performance, 2. Effect of labor discipline on the performance of employees, work environment 3. Effect on the performance of employees, 4. The influence of organizational culture on employee performance, 5. Effect of compensation the performance of employees, 6. The effect of work motivation, work discipline, work environment, organizational culture, and compensation to employee performance. The purpose of this study is to acquire knowledge and test theories about work motivation, work discipline, work environment, organizational culture, and compensation. This research was conducted in Indonesia precisely in Jakarta, Bogor, Depok, Tangerang, and Bekasi with total sample. Processing data using SEM techniques and applications smartPLS 3.0. The results of this study show the influence of the employee's performance is greatest motivation and influence employee performance the least is the environment.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"56 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121703042","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How Important Are Dismissals in CEO Incentives?: Evidence From a Dynamic Agency Model","authors":"Alvaro Remesal","doi":"10.2139/ssrn.3246960","DOIUrl":"https://doi.org/10.2139/ssrn.3246960","url":null,"abstract":"I estimate a dynamic agency model to quantify the importance of dismissals in CEO incentives vis-a-vis pecuniary compensation. The model features endogenous dynamics in deferred and ow compensation, as well as exogenous departures, and endogenous dismissals after poor firm performance. Thus, the model functions as a classification device for CEO turnover events that exploits information from all the departures in the data. I estimate the model via the Simulated Method of Moments, using data for CEOs in U.S. public firms appointed from 1993 to 2013. The estimated CEO dismissal rate is 1.2 percent, and the CEO replacement cost represents 3.4 percent of firm assets, 64 million in 2015 U.S. dollars for the median firm. Poor governance, proxied by director independence, increases the replacement costs in big firms. The relationship reverses in small firms, so board independence must also capture better hiring policies or career concerns of directors. The results confirm that CEO dismissals are infrequent. However, changes in the cost of replacements that generate small increases in the underlying dismissal rate lead to substantial reductions in the size of incentive compensation.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121799614","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Trust-Based Work Time and the Productivity Effects of Mobile Information Technologies in the Workplace","authors":"Steffen Viete, Daniel Erdsiek","doi":"10.2139/ssrn.3159890","DOIUrl":"https://doi.org/10.2139/ssrn.3159890","url":null,"abstract":"We investigate whether the returns to mobile information and communication technology (ICT) in the workplace are contingent on granting employees autonomy over the structure of their workday through trust-based work time arrangements (TBW). Our regression analysis is based on a production function framework and exploits fine-grained firm survey data on ICT use and organisational practices for 1,045 service firms in Germany. We find empirical support for the argument that the returns to mobile ICT are higher when TBW allows for discretion over when, where and how to perform work-related tasks. The finding holds when we account for more limited forms of workplace flexibility, suggesting that the high degree of formal employee autonomy under TBW drives the complementarity between mobile ICT and organisational practices.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"102 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128090856","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How to Compare Faculty Pay Across the Business School","authors":"Linus Wilson","doi":"10.2139/SSRN.2954800","DOIUrl":"https://doi.org/10.2139/SSRN.2954800","url":null,"abstract":"By scaling pay by AACSB averages pay across business school disciplines can be analyzed. This study looks at a unique data set of business school professors at a state university in the southeast. The approach in this paper could be applied to analyze pay practices at many other business schools and over many other time periods.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"88 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124399283","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Impact of the Work Related Stress and Job Burnout in Private Educational Institutions and Universities","authors":"Rizwan Raheem Ahmed, J. Vveinhardt, Y. Meeai, Tariq Jalees","doi":"10.2139/ssrn.2708508","DOIUrl":"https://doi.org/10.2139/ssrn.2708508","url":null,"abstract":"The purpose of this study was to examine the relationship between the impact of the work related stress and job burnout & low level of motivation, which resulted in low performance of a faculty member at Private Universities and educational institutions in Pakistan. A survey research was employed in order to carry out this research. For this purpose, 82 respondents were taken from the Private Universities and educational institutions in Karachi City. A quantitative research method was used and a multiple regression model has been applied for the results. Results indicate that there is a meaningful impact of Job Stress & Burnout, which leads to an employee’s low level of motivation and, finally, it turns into the low performance of Private Universities and educational institutions. Taken alone, Stress & Burnout is an independent factor, which makes the faculty member demoralised and depressed and, consequently, the overall performance of teacher would be hampered and, in result, the performance of the institution will also be dejected. Moreover, as it is further concluded, due to Stress & Burnout, the employee will be tuned out into the depressive mood and it will express itself in the form of a low motivation level, which will also hamper the faculty member’s performance at private institutions & Universities. It is recommended on the basis of the of this research results that there should be a congenial, conducive and independent working environment created, thus providing the conditions for the eradication of the unnecessary pressures burden. Moreover, the Government should take necessary steps in order to ensure the Job security and fringe benefits for a teacher in private institutions and universities.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-11-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124845710","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Organizational Design and Control Choices","authors":"C. Hofmann, Laurence van Lent","doi":"10.2139/ssrn.2584444","DOIUrl":"https://doi.org/10.2139/ssrn.2584444","url":null,"abstract":"Building on new insights from organizational economics, management accounting researchers have highlighted how incentive contracts and performance measure choices complement structural arrangements in firms. We discuss how “slow moving” elements in organizational design, such as the allocation of decision rights to local managers and interdependencies between different parts of the production function, affect the working of incentives and performance measures. We pay attention to the empirical challenges that researchers face in this area and argue that mixed method approaches in which economic models are combined with empirical evidence can help to build a body of evidence that is robust and admits cross-study accumulation of knowledge. Finally, we illustrate how recent economic models that incorporate other-regarding preferences can help to bridge the gap between economics-based research in management accounting and more traditional approaches that rely on the behavioral sciences.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132821425","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How Do Organizations Shape Entrepreneurship? Explaining Employee Entrepreneurs’ Entry and Performance","authors":"Tiantian Yang","doi":"10.2139/ssrn.2536197","DOIUrl":"https://doi.org/10.2139/ssrn.2536197","url":null,"abstract":"My three-essay dissertation consists of three independent chapters that examine how two major institutions, organizations and family, shape entrepreneurship in Sweden. In chapter one, I frame a contingent approach to social influence on entrepreneurship and empirically test the specifications about the contingencies. I first conceptualize entrepreneurship as a process of discovering and pursuing startup opportunities, I then theorize the conditions that amplify or reduce peer influence on entrepreneurship. In chapter two, I investigate the question of under what conditions spousal couples leave their wage jobs to become co-entrepreneurs. Whereas some spousal couples jointly create new business together, others may decide to have one person becoming an entrepreneur while the other person remaining employed in an established organization. I distinguish between competing theoretical accounts by investigating wives and husbands' transitions into entrepreneurship, taking into account their separate employment in the labor market and their joint household conditions. In chapter three, I investigate how founders and their recruited employees jointly create new businesses, contingent on the founding context of new businesses. I argue that an important dimension of developing routines and delineating boundaries is manifest in entrepreneurs' selections of employees from their local labor markets (Scott 2008). Once recruited, employees join the founders to create new organizations and exert influences on organizations' structures and performances. Even though entrepreneurs largely follow the blueprints they learned from prior employer organizations to recruit employees, the effects of transferring routines may be contingent on the founding conditions surrounding the new businesses. Tackling these research questions requires big data on founders’ employment history and their workplaces. I use a large-scale data set that are well-suited for my research questions, which are panel data from multiple cohorts on employer organizations and their employees in all industries in Sweden from 1989 to 2002.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"50 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114229727","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"HRM Practices and its Impact on Employee Performance: A Study of the Cement Industry in Bangladesh","authors":"M. Akhter, M. N. Siddique, A. Alam","doi":"10.18034/GDEB.V2I2.187","DOIUrl":"https://doi.org/10.18034/GDEB.V2I2.187","url":null,"abstract":"In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh. For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee‘s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh.","PeriodicalId":155423,"journal":{"name":"ORG: Employee Performance Appraisal Systems (Topic)","volume":"119 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2013-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125056803","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}