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Litigation and courts have been important arbiters of labour policy reforms aimed at redressing Japan's growing social inequality. This article considers seven lawsuits brought by non-regular workers, who sought to use Article 20 of the 2012 Labour Contracts Act to gain equal pay for equal work. All seven cases reached Japan's Supreme Court amid Abe Shinzō's 2018 labour reforms. The Court's interpretations reaffirmed employer discretion in categorising employees as a reasonable principle, albeit one which limits the law's power to redress wage inequality. However, the Court also found the non-provision of various minor benefits to be unreasonable. These outcomes evince a pattern in which litigation marginally transforms reformed labour policy into institutional support for greater equality of compensation and benefits between workers of different statuses. More than advancing equal pay for equal work, the outcomes of these cases support recent government-industry campaigns to boost productivity by encouraging increased use of job-based treatment and diversifying Japan's employment system. [ABSTRACT FROM AUTHOR]

The role of leadership is very strategic and important for the achievement of the mission, vision and goals of an organization, is one of the motives that encourage humans to always investigate the intricacies associated with leadership. Transformational leadership basically encourages subordinates to do better Behavior demanded by today's organizations is not only in-role behavior but also extra- role behavior. Extra-role behavior is also called the Organizational itizenship Behavior.OCB is a term used to identify the employee behaviors that can be called a "good employee". If employees in the organization have OCB, efforts to control employee declined, since employees can control their own behavior or being able to choose the best behavior for the benefit of the organization. OCB will enhance transformational leadership because the good nature of OCB will influence the behavior of the leader. There is a significant influence ith the value of P = 0.00 between OCB and transformational leadership. This shows there is an increase in transformational leadership due to OCB behavior. [ABSTRACT FROM AUTHOR]

The study aimed to verify the prediction of general work performance by a perception of a leader as a security provider (LSP) in tram drivers. Contextual performance (job dedication) was a mediator in the predictive model. The research sample consisted of 196 tram drivers, 62.22% of the organization's tram drivers. All participants shared the same leader, the head of the tram operation. They completed quantitative cross-sectional self-administered surveys. Results showed that job dedication (contextual performance) predicted the general performance. Job dedication as a partial mediator enhanced the percentage of the general performance's explained score from 15.3% to 26.3%--predicted by perceiving the leader as a safe figure. Discussion suggested further analyzing the functions of a leader as an attachment figure in work settings and their connections to the other organizational behavioral variables. Functions of emotionality and separation distress did not relate to the work performance of tram drivers. Secure-based leadership and focus on job dedication fostered the tram drivers' general work performance. [ABSTRACT FROM AUTHOR]

Employees are one of the most important elements in an organization. This study aims to determine the effect of rewards on employee performance through job satisfaction of non-PNS employees at the Kediri District Transportation Office. This research is included in qualitative research with 3 variables which are Reward, Performance, and Job Satisfaction. The sample used was 48 people with a sample determination using saturated non-probability sampling technique. The measurement scale used is the ordinal scale through the Likert scale with the respondent's answer score 1 to 5. The hypothesis testing in this study uses Partial Least Square Structural Equation Modeling (SEM) statistical analysis and descriptive analysis. The results of the study concluded that reward had no significant effect on employee performance. However, through job satisfaction, rewards have a significant influence on performance. [ABSTRACT FROM AUTHOR]

The purpose of this study is to test and analyze the significant effect of competence on employee performance in PDAM Makassar City, test and analyze the significant effect of service quality on employee performance in PDAM Makassar City, and test and analyze competence and service quality simultaneously. a significant effect on employee performance in PDAM Makassar City. This research was conducted at the Makassar City PDAM Office, with a population of 477 people and a sample of 265 people ( Slovin formula). The data analysis used is descriptive to explain the research data, while to analyze quantitative data using Multiple Linear Regression analysis. The results found that competence showed a positive and significant influence on employee performance. The competencies shown by employees based on knowledge, skills, experience and mastery attitudes determine the achievement of PDAM Makassar City employees' performance. Service quality has a positive and significant effect on employee performance. The quality of service applied by employees is in accordance with the variety of expertise, task identity, task significance, service autonomy and feedback, thereby contributing to the improvement of PDAM Makassar City employee performance. Simultaneously, competence and service quality have a positive and significant effect on employee performance. Improving employee performance in quantity, quality, efficiency, effectiveness and loyalty cannot be separated from the competence of employees and the quality of services applied to PDAM Makassar City customers. [ABSTRACT FROM AUTHOR]

Cultural and work performance are currently sought-after concepts to understand with the purpose of improving their metrics in practically any organization. This work aims to assess the influence of organizational culture on the work performance of employees in a metal-mechanical industry company in Durango. To achieve this, an analysis was conducted on a sample of 232 employees of the company. To measure work performance, Stoner's scale (1994) was used, and for organizational culture, Cameron and Quinn's OCAI model (1999) was employed. Both were rigorously validated before their final application. It was found that the dominant culture is adhocratic, and the predominant dimension of work performance is behavior. Furthermore, applying linear regression analysis provided evidence that culture has an influence on work performance in the studied company. [ABSTRACT FROM AUTHOR]

As a kind of job characteristic, feedback often occurs in the organization in order to improve employee performance. Based on leadership identity theory, this study developed a conceptual model involving supervisor developmental feedback, job crafting and job performance. the authors then targeted a large manufacturing enterprise in Hunan, China, obtaining 337 valid data using an on-site questionnaire survey. The data was analyzed using a hierarchical linear regression method, showing that supervisor developmental feedback was positively related to job crafting and employee job performance, and this job crafting was positively associated with employee job performance and partially mediated the relationship between supervisor developmental feedback and employee job performance. Managerial implications and directions for further research are discussed. [ABSTRACT FROM AUTHOR]

Giving and receiving information about employee performance is something that happens every day within an organization. This process of assessment has a clear goal: to clarify the level of performance the employees have to achieve and the steps they have to undertake to achieve the performance standards. In a normal business environment and a positive organizational culture, they both share their views and perceptions without any barriers and try to do that positively, not threatening, irritating, or judging each on their views. Our article analyses the use of the sandwich feedback technique in public administration as one of the sectors where organizational culture and climate differ from those of the business environment and where the spread of messages is more complicated. Connected to this, we analysed if this technique is the most appropriate technique for communicators who want to transform the business environment and culture. [ABSTRACT FROM AUTHOR]

Nepotism is considered an ugly feature of corruption and is currently one of the most common plagues in the Syrian economy. The infestation of nepotism in public sector organizations is causing a major setback to the much-needed growth. This study examines the effect of nepotism on employee performance in the Syrian public sector and how the training and development of employees can curb this issue. Data were collected from the General Organization of Tobacco in Latakia, Syria. A total of 280 questionnaires were distributed among the organization's staff, and Regression Analysis was applied to test the hypotheses. The findings showed that the Syrian public sector employees were conscious of the undesirable effects of nepotism on job performance. In addition, employees who have the chance to participate in training and development programs tend to increase their job performance. Finally, the result indicates that nepotism has a noteworthy harmful impact on employee training and development in the Syrian public sector. The current results contribute valuable information to the existing literature on human resources. [ABSTRACT FROM AUTHOR]

Motivation is key for performance in domains such as work, sport, and learning. Research has established that motivation and the willingness to invest effort generally increase as a function of reward. However, this view struggles to explain some empirical observations—for example, in the domain of sport, athletes sometimes appear to lose motivation when playing against weak opponents—this despite objective rewards being high. This and similar evidence highlight the role of subjective value in motivation and effort allocation. To capture this, here, we advance a novel theory and computational model where motivation and effort allocation arise from reference-based evaluation processes. Our proposal argues that motivation (and the ensuing willingness to exert effort) stems from subjective value, which in turns depends on one's standards about performance and on the confidence about these standards. In a series of simulations, we show that the model explains puzzling motivational dynamics and associated feelings. Crucially, the model identifies realistic standards (i.e., those matching one's own actual ability) as those more beneficial for motivation and performance. On this basis, the model establishes a normative solution to the problem of optimal allocation of effort, analogous to the optimal allocation of neural and computational resources as in efficient coding. [ABSTRACT FROM AUTHOR]

One of the most determining factors of work performance is the degree of engagement of people to their work. That degree of engagement is influenced by both personal and organizational factors. The objective of this research is to analyze the connection between personal characteristics and organizational attributes with the work engagement of workers. The sample consisted of 286 employed workers; 83.5% were Spanish and 16.5% belonged to other Spanishspeaking countries. The mean age was 44.51 years (SD = 8.76) and 55.2% were women. For the prediction of work engagement, a hierarchical linear regression was carried out, first introducing the variables that evaluate personal characteristics (Big Five, entrepreneurial personality, emotional intelligence, and personal happiness) and, later, variables relating to organizational attributes (happiness work and organizational climate). General personality traits (Big Five) explain 22% of work engagement, this percentage rising to 47% when entrepreneurial personality is introduced in the model. Emotional intelligence does not explain additional variance, but personal happiness does. Happiness at work and organizational climate produce a significant increase and the explained variance rises from 55% to 63% when they are included in the model. Both the variables related to the personal characteristics of the employees and variables related to the organizational attributes jointly contribute to the explanation of the degree of work engagement. Workers with high scores on entrepreneurial personality traits achieve higher levels of work engagement, finding a moderating effect of the organizational climate in the relationship between people's autonomy and their work engagement. [ABSTRACT FROM AUTHOR]

The higher the level of competition in the industrial sector, it is necessary for the company's efforts to respond well to this in order to survive through internal strategies in the form of improving employee performance. Organizational culture is found to be one of the factors that can improve employee performance. The main purpose of this study is to build a model in an effort to improve employee performance involving innovative work behavior as an intervening variable for the influence of organizational culture on employee performance. The population in this study were employees of companies engaged in the manufacturing sector with 276 employees. Samples were taken 127 employees using purposive random sampling method. Structural Equation Modeling (SEM) was used to test the statistical significance of the path coefficients against the three (3) established hypotheses. The findings of the study indicate that organizational culture and innovative work behavior have a positive and significant influence on employee performance. Innovative work behavior can be an intervening variable for the influence of organizational culture on employee performance. [ABSTRACT FROM AUTHOR]

This meta-analysis examined the differences across countries/regions, and the moderator effects of the study type (cross-sectional vs. longitudinal) on the SWB-job performance relationship. The database consists of 78 independent samples (N = 18,853), located through electronic and manual searches. The results showed that overall SWB (ρ =.37), cognitive SWB (ρ =.27), and affective SWB (ρ =.37) are predictors of job performance. Evidence of cross-cultural effects showed that the magnitude of the SWB-job performance relationship was larger in the Asia-Pacific region than in Europe and the US-Canada region (Asia-Pacific ρ =.41, Europe ρ =.33, USA ρ =.23). Moderator analyses indicated that, on average, cross-sectional (concurrent) and longitudinal (predictive) studies showed similar validity (ρ =.33 vs. ρ =.32). Lastly, we discuss the main contributions, and some practical implications and some limitations of the study are mentioned. [ABSTRACT FROM AUTHOR]

Traditionally, graphic design (GD) education focuses on the training of technical production skills to prepare graduates for entry-level employment. However, due to the new challenges and the expanding opportunities of emerging practices, GD graduates are expected to master a wide range of additional competencies beyond traditional scope. The study aims to identify the competencies required by future GD graduates in the context of Malaysia. A two-round modified Delphi technique was used to gain consensus from a panel of experts consisted of design educators and industry practitioners regarding the competencies needed by the graduates for effective work performance. A total of 108 competencies were generated. All accepted competencies were ranked 'very important' and 'extremely important' by at least 75 percent of the respondents in Round Two. These competencies could be classified into 29 subdomains under five components, i.e., cognitive competence, functional competence, personal competence, ethical competence, and meta-competencies. The findings of this study are useful for enhancing the education and employability of graphic designers as they provide a common vocabulary to relevant stakeholders about the standards of performance for new entrants to the GD profession. [ABSTRACT FROM AUTHOR]

Purpose: Over 83.72 million Chinese firms employing more than 775 million employees. It is essential to explore employee relationships and conflict management practices in China. Although collectivism can influence employee cognition and emotions, the psychological mechanism that links collectivism and job satisfaction is still unclear. Researchers have found existing empirical findings on conflict–performance relationships to be mixed and inconsistent, and have identified the need to pinpoint the explanatory mechanisms and boundary conditions that underlie the effect of conflict on job performance. This study aims to provide some clarification to this important yet relatively unclear issue. Design/methodology/approach: A questionnaire survey was conducted in China to collect data. The authors received completed questionnaires from 466 employees. Findings: Analysis of questionnaire results reveals that job satisfaction mediates the relationships between conflicts and perceived job performance, and that collectivism moderates the relationships between conflicts and job satisfaction. Specifically, the positive relationship between task conflict and job satisfaction is amplified by high levels of horizontal collectivism (HC) and vertical collectivism (VC), while the negative relationship between relationship conflict and job satisfaction is strengthened by HC. Research limitations/implications: The main limitation is that this study used a cross-sectional design, meaning that causality in relationships cannot be established from results. Despite this limitation, the present findings provide insights into conflict management, job satisfaction and culture value literature. Originality/value: This paper examines the moderating role of employees' collectivist orientation (not national culture) on the relationships between conflicts and employee job satisfaction at the individual level. It also explores HC and VC and identifies their differential effects on the relationships between conflicts and job satisfaction. [ABSTRACT FROM AUTHOR]

Developing and supporting a diverse workforce that reflects the communities we serve is a central value and a customer-based business decision of the University of Arizona (UA) Libraries. In response to data collected through climate surveys, the UA Libraries’ Diversity Committee has been systematically working to improve the organization's climate for diversity. One activity undertaken was the development and incorporation of diversity competencies into the Libraries’ hiring and training processes. This article explores the importance of a diversity-competent workforce, shares the UA Libraries’ experiences in diversity competency development, and suggests why and how other libraries can engage in a similar process. [ABSTRACT FROM PUBLISHER]

Previous research has demonstrated that individuals improve their performance of a task after observing and evaluating others perform that task, a phenomenon known as the observer effect. Most of the research has demonstrated this when the observers were aware that their performance of the task was also being observed, suggesting that reactivity may play an important role. The current study examined this by evaluating the impact that observing others’ safety performance had on the observers’ subsequent safety performance under reactivity and nonreactivity conditions. Results suggest that the observer effect might be more robust when observers are aware that their performance is also being evaluated. [ABSTRACT FROM AUTHOR]

We aimed to identify longitudinal leisure activity profiles among working adults and their links to recovery experiences and job performance. Leisure activities, recovery experiences, and job performance were investigated among 831 employees using survey data collected in spring 2013 (T1) and 2014 (T2). Through latent profile analysis (LPA), four stable longitudinal leisure activity profiles were identified. "Social Sports(wo)men" (46%) engaged in physical and social activities but rarely in creative or cultural activities. "Active Artists" (23%) pursued all leisure activities, particularly creative activities. "Socially & Culturally Inactives" (17%) exercised frequently but seldom engaged in social, cultural or creative activities. "Inactive Soloists" (14%) spent little time on physical activities. "Active Artists" reported most beneficial recovery experiences and job performance. Our results corroborate the importance of leisure activities (particularly diverse and creative activities) in facilitating recovery from work stress and job performance. [ABSTRACT FROM AUTHOR]

Performance appraisal is one of the most important activities of human resource management. For an organization to achieve its strategic goals the organization shall give due importance to the integral part of HRM i.e. performance appraisal system which shall be regularly and properly carried out to evaluate the performance of its employees. However, in Pakistan employees' performance appraisal satisfaction is rarely linked with employee outcomes. This study investigated the relationship of employees' performance appraisal satisfaction with self-reported work effort, affective organizational commitment and turnover intentions. The data was collected from both academic and non-academic staff of higher educational institutes in Peshawar city. Being co-relational in nature, it has drawn a sample of 316 using stratified random sampling procedure. The findings revealed that the employees' performance appraisal satisfaction is significantly and positively related with work effort and affective organizational commitment. However, it has a negative relationship with employee turnover intentions which means that higher the level of satisfaction regarding performance appraisal will lower intention to quit the current organization. Furthermore, limitations as well as direction for future researchers have also been given. [ABSTRACT FROM AUTHOR]

Context Revalidation was launched in the UK to provide assurances to the public that doctors are up to date and fit to practice. Appraisal is a fundamental component of revalidation. Approximately 150 000 doctors are appraised annually, costing an estimated £97 million over 10 years. There is little understanding of the theory of how and why appraisal is supposed to produce its effects. A realist review of the literature was utilised to explore these issues, as they generate context-mechanism-outcome ( CMO) configurations, resulting in the creation of theories of how and why appraisal of doctors produces its effects. Methods A programme theory of appraisal was created by convening stakeholders in appraisal and searching a database of research on appraisal of doctors. Supplementary searches provided literature on theories identified in the programme theory. Relevant sections of texts relating to the programme theory were extracted from included articles, coded in NVivo and synthesised using realist logic of analysis. A classification tool categorised the included articles' contributions to programme theory. Results One hundred and twenty-five articles were included. Three mechanisms were identified: dissonance, denial and self-affirmation. The dissonance mechanism is most likely to cause outcomes of reflection and insight. Important contexts for the dissonance mechanism include the appraiser being highly skilled, the appraisee's working environment being supportive and the appraisee having the right attitude. The denial mechanism is more likely to be enacted if the opposite of these contexts occurs and could lead to game-playing behaviour. A skilled appraiser was also important in triggering the self-affirmation mechanism, resulting in reflection and insight. The contexts, mechanisms and outcomes identified were, however, limited by a lack of evidence that could enable further refining of the CMO configurations. Conclusion This review makes a significant contribution to our understanding of appraisal by identifying different ways that appraisal of doctors produces its effects. Further research will focus on testing the CMO configurations. [ABSTRACT FROM AUTHOR]

Most organisations believe that human capital is their most precious asset. However, some companies achieve outstanding business results with this capital, others reach average performance. What is the secret of success of the first ones? What drives the performance of people in leading companies? With this intention, the authors launched a research campaign to explore the factors that drive the performance of employees in a Kazakhstani company. Here we present the initial insights of the project. [ABSTRACT FROM AUTHOR]

This study investigated whether faking in personality assessments affects the prediction of job performance and consequences of selection decisions when a nonlinear relationship was assumed between personality scores and job performance. It was also examined whether a selection strategy suggested for nonlinear relationships reduces the adverse impact of faking on consequences of selection decisions. The findings from the item response theory-based simulations indicated that the prediction of job performance was affected by faking, whereas selection accuracy was not substantially affected by faking. The improvement in selection accuracy due to the strategy suggested for a nonlinear relationship was not noticeable. However, the suggested strategy reduced adverse impacts of faking on the estimation of selected applicants' performance scores. [ABSTRACT FROM AUTHOR]

The choice of delivery method is one of the most important decisions that can determine the quality of construction projects. Two basic delivery methods, design-bid-build and design-build, have been compared in terms of project quality; however, an important quality dimension, performance quality, has generally been ignored in previous studies. In this study, the authors used existing economic theories to develop a model to examine the performance quality and project profits of these two delivery methods. The equilibrium points of the model were analyzed with consideration given to influencing factors such as cost coefficient, cooperation efficiency, and coordination cost. Four propositions were made to facilitate the quality-profit comparisons between design-bid-build and design-build. The first proposition showed that to maximize personal profit, the project coordinator should always keep a balance between design quality and construction quality, regardless of the delivery method. The other three propositions indicated that both methods can generate relatively higher levels of performance quality and project profits in an appropriate project environment. Based on these propositions, the authors ranked the performance quality and profits of the two methods within different conditions and used a real project to exhibit the practical value of these findings. Via case study, cooperation efficiency was identified as the most critical factor that determines the selection of delivery method. In addition, three key steps were summarized to facilitate the application of the model developed in this study. [ABSTRACT FROM AUTHOR]

A frequently reported finding is that general mental ability (GMA) is the best single psychological predictor of job performance. Furthermore, specific abilities often add little incremental validity beyond GMA, suggesting that they are not useful for predicting job performance criteria once general intelligence is accounted for. We review these findings and their historical background, along with different approaches to studying the relative influence of g and narrower abilities. Then, we discuss several recent studies that used relative importance analysis to study this relative influence and that found that specific abilities are equally good, and sometimes better, predictors of work performance than GMA. We conclude by discussing the implications of these findings and sketching future areas for research. [ABSTRACT FROM AUTHOR]

Performance based assessment is currently receiving renewed attention as an alternative to conventional testing. We argue that performance based assessment, supported by a microcredentialing system, is particularly well suited to corporate environments that stress strategic development of their workforce capacities. There are important implications for job task analysis, integration of assessment and training, and training management. [ABSTRACT FROM AUTHOR]

Innovative work behavior has been one of the essential attribute of high performing firms, and the roles of entrepreneurial orientation and self-leadership have been important for promoting innovative work behavior. This study advances research on innovative work behavior by examining the mediating role of self-leadership in the relationship between perceived entrepreneurial orientation and innovative work behavior. Structural equation modelling is employed to analyze data from a survey of 404 employees in banking sector. The results of reliability measures and confirmatory factor analysis strongly support the scale of the study. The results from an empirical survey study in the deposit banks reveal that participants' perceptions about high levels of entrepreneurial orientation have a positive impact on innovative work behavior. The results also provide support for the full mediating role of self-leadership in the relationship between participants' perceptions of entrepreneurial orientation and innovative work behavior. Additionally, this study provides some implications for practitioners in the banking sector to facilitate innovative work behavior through entrepreneurial orientation and self- leadership. [ABSTRACT FROM AUTHOR]

Doctoral research into competence for social work practice engaged with 17 participants who drew upon their experiences of being practice educators and registered social work practitioners and the analysis of data suggested they identified a difference between competence to pass a final placement and capability for social work practice. Baseline social work knowledge, skills and values will enable a student to pass a final placement however, research data suggest that the individual’s approach to learning, emotional intelligence and resilience give confidence that they are more likely to be able to cope in a social work role. Practice educators intuitively recognise these characteristics and this article argues that in addition to working with students, practice educators are ideally situated to support individuals throughout their post qualifying social work learning journey. [ABSTRACT FROM PUBLISHER]

A critical step in the development and use of tests of physical fitness for employment purposes (e.g., fitness for duty) is to establish 1 or more cut points, dividing the test score range into 2 or more ordered categories reflecting, for example, fail/pass decisions. Over the last 3 decades elaborated theories and methods have evolved focusing on the process of establishing 1 or more cut-scores on a test. This elaborated process is widely referred to as "standard-setting". As such, the validity of the test score interpretation hinges on the standard-setting, which embodies the purpose and rules according to which the test results are interpreted. The purpose of this paper is to provide an overview of standard-setting methodology. The essential features, key definitions and concepts, and various novel methods of informing standard-setting will be described. The focus is on foundational issues with an eye toward informing best practices with new methodology. Throughout, a case is made that in terms of best practices, establishing a test standard involves, in good part, setting a cut-score and can be conceptualized as evidence/databased policy making that is essentially tied to test validity and an evidential trail. [ABSTRACT FROM AUTHOR]

The vessel traffic system (VTS) operator is an important role in the monitoring and supervision of maritime traffic. The main objectives of the VTS is to improve security in the coastal areas. VTS efficiency depends on the quality of the operators. Certain conditions of work should be provided if the system service is to be reliable as this facilitates proper and effective task performance. This article analyzes the factors affecting the performance quality of VTS operator's. The aim of this study is to examine the methods that indicate negative factors affecting the efficiency of the VTS operator. The result of the study is primarily a reliability analysis of VTS, which underlines the importance of a thorough understanding of the factors associated with human reliability. These methods are crucial to determining VTS operator errors, and gaining an understanding of the consciousness of the operator's actions in the workplace. Future negative factors can potentially be eliminated by answering questions about the guiding forces, actions and reactions of the operator to external stimuli in a specified scenario. [ABSTRACT FROM AUTHOR]

Performance is viewed as the implementation of an action or one's ability. Good performance is also related with achieving employees' efficiency and effectiveness. This study is qualitative in nature. The main aim of this study is to examine and compare the demographic and work related factors that influence employees' work performance in an insurance company situated in Bangladesh. For this purpose, 17 agencies of MetlifeAlico were contacted and studied. A sample of 100 of male and female employees responded properly among 120 respondents. The data have been analyzed by using SPSS software and a correlation analysis was done to see whether there were relationships between predictor variables and work performance. Chisquare test was applied to interpret the findings of study. A model has been developed in order to explain the relationship among demographic and work related factors and employees' work performance in this study. The results revealed that there is a positive and strong significant influence of rewards & promotion along with work &work environment (work related factors) on employees' work performance. [ABSTRACT FROM AUTHOR]

Counterproductive work behaviors are notoriously difficult to measure in applied settings. As a result, many organizations are unable to reliably evaluate the frequency and antecedents of these behaviors. Exit surveys provide a unique opportunity for measuring potentially sensitive organizational issues but have yet to be widely adopted for measuring counterproductive work behaviors. The present paper describes a case study in which an exit survey was designed to study counterproductive work behaviors in a large telecommunications company. The results of this study suggest that a similar methodology may be beneficial for other organizations looking to better understand and manage these potentially damaging behaviors. [ABSTRACT FROM AUTHOR]

Every day, more attention is paid to the management of human resources to achieve organizational performance improvement. In consequently new approaches and tools that integrate competency management are used more frequently. However, it still lacks important aspects such as strategic alignment of performance and use of mathematical techniques as Rating and Weighted sum, that reduce the subjectivity of human capital processes. In response to this need is decided to make a proposal to decrease the lack in the process of performance evaluation, that is why is traced as general objective to redesign the process of performance evaluation supported in the use of quantitative techniques. In this way it is given a model that supports the evaluation on performance indicators aligned with the scorecard of the organization. [ABSTRACT FROM AUTHOR]

The article deals with the approach to complex assessment of expert group competences. Author analyzes group of experts, who is responsible for credit and factor assessment of work complexity. [ABSTRACT FROM AUTHOR]

How to maintain productivity from employees is one of the most crucial questions for organizations competing in current aggressive environment. The paper empirically investigates core self-evaluation (CSE) traits as potential predictors of job performance. By incorporating the anticipated emotions (guilt and gratitude), appropriate conditions necessary to direct high CSE towards performance are unveiled. Data is collected from 87 full time collection employees and 21 mangers of a local bank through two separate questionnaires. Results show a positive and significant relationship between CSE and job performance. Moreover, anticipated gratitude has the power to moderates this linkage along varying degrees of CSE while anticipated guilt is only moderating at lower level of CSE. The conclusions are elaborated in terms of their contribution and directions. [ABSTRACT FROM AUTHOR]

The use of mixed-preference reinforcer delivery (i.e., the random delivery of a set of items with varying degrees of preference for each individual) with employees has been found to produce moderate levels of responding in an analog setting; however, mixed reinforcer delivery may not conform to the recommendations made by some popular writers in organizational behavior management. The current investigation used a progressively thinning high-preference stimulus delivery procedure to investigate the use of mixed reinforcer delivery with 5 employees. Results indicated that most participants did not reliably complete work when the percent chance of earning a high-preference item dropped below 100%. These results do not support the use of varied reinforcers in applied settings. [ABSTRACT FROM AUTHOR]

Histrionic thinking and behavior derive more from emotion than from reason, creating a condition that causes problems for both those who display this emotional style and those they interact with. When histrionic people “manage” others in the workplace, a destructive dynamic often supervenes as employee and manager pursue the goals of work, frequently at cross purposes. In a naturalistic study, three incidents from my experience with histrionic managers are described and the underlying phenomenon of the histrionic manager is identified. This phenomenon is postulated to be universal, which is to say that managers with a histrionic style will be found wherever work is done. [ABSTRACT FROM PUBLISHER]

Tremendous research has been conducted in industrial/organizational psychology to study the factors that improve work performance of the employees. Most researchers study variables like working conditions, salary, organizational culture and their impact on the performance of the employees. Very little research has been conducted to study the impact of optimism on the work performance of the employees. This paper is an effort to review the factors that lead to an optimistic explanatory style, impact of optimism on performance as well as measures to increase the optimism of employees. [ABSTRACT FROM AUTHOR]

Pay for performance has been recommended by the Institute of Medicine as an incentive to improve the quality of health care. Traditional quality-improvement methods may be adapted to evaluate performance of salaried providers, but it is important to separate provider contributions from other influencing factors within the health care system. Accurate recording, extraction, and analysis of data together with careful selection and measurement of indicators of performance are crucial for meaningful assessment. If appropriate methodology is not used, much time, effort, and money may be expended gathering data that may be potentially misleading or even useless, with the possibility that good performance may go unrecognized and mediocre performance rewarded. [ABSTRACT FROM AUTHOR]

This article has as its starting point the theoretical essence of the quality of learning and its relationship regarding the student role, the necessary conditions for its occurrence, and the requirements to be considered to enhance the student role as one of the ways to achieve the quality of learning. They illustrate the results obtained from scientific activity. The goal to be achieved is to socialize with rule knowledge, methods, ways and modes of action professionals to improve theoretical and procedural treatment of the role and its relation to the quality of learning as a vital means to achieve professional performance improvement of student. [ABSTRACT FROM AUTHOR]

Despite the frequency with which performance feedback interventions are used in organizational behavior management, component analyses of such feedback are rare. It has been suggested that evaluation of performance and objective details about performance are two necessary components for performance feedback. The present study was designed to help clarify which components are required for maximal effectiveness by comparing four conditions: (a) combined evaluative and objective feedback, (b) evaluative feedback alone, (c) objective feedback alone, and (d) no feedback. A total of 105 undergraduate students were recruited to work on a simulated bank check processing task while being exposed to one of the four feedback conditions. The number of checks correctly processed served as the dependent variable. Results suggest that a combination of objective and evaluative feedback is necessary for maximal performance. [ABSTRACT FROM PUBLISHER]

El artículo discurre sobre las evaluaciones del desempeño implementadas dentro de una empresa. El autor comenta sobre cuatro mentiras de las evaluaciones, incluyendo que todos entienden de la misma forma de preguntas, que diferentes evaluaciones son comparables y que se ofrece suficiente capacitación a los evaluadores.

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage. [ABSTRACT FROM AUTHOR]

This article examines the professional identity and role of human resource managers in fostering and implementing strategies that encourage high workplace performance. Workplace performance affects Australian competitiveness and this is the first detailed empirical analysis of Australian HR managers that combines case studies and survey methods. This research seeks to provide more in-depth knowledge and understanding of HR managers and line managers and how the HR function can contribute to high workplace performance. Overall this research suggests that while the HR function is likely to change in the future, its role is not diminishing in organisational decision-making. In particular, the HR function appears to provide an important function in providing the balance between behaviours and performance. [ABSTRACT FROM AUTHOR]

The 'happy-productive worker thesis' has long intrigued organisational researchers and practitioners. Despite mixed empirical evidence from decades of research, there is support in the literature for this thesis. An account is provided on a variation on the enduring debate of the happiness-productivity theme, to support an emerging 'happy-performing managers proposition'. An empirical study is presented to establish the dimensions of managers' job happiness (operationalised as affective well-being and intrinsic job satisfaction) associated with contextual and task performance. The emphasis was on investigating an aspect of human behaviour with the potential to enhance managerial performance. These findings inform the broader debate on what determines the job performance of managers. [ABSTRACT FROM AUTHOR]

The most important fact emerging from the combination of my article and the three commentaries is the consensus judgment that content validity is appropriate scientifically and professionally for use with tests of specific cognitive skills used in job performance. This is important because the 1978 Uniform Guidelines on Employee Selection Procedures have typically been interpreted as not permitting such usage, and this is particularly the case in the interpretation given to the Guidelines by federal government enforcement agencies. Although the Society for Industrial and Organizational Psychology Principles and the Standards do not prohibit such usage, many industrial-organizational psychologists believe that it is not professionally or scientifically appropriate to employ content validity methods with cognitive measures. The hope is that this series will convince them otherwise. On this point, all four authors in the series are in agreement. The major disagreement among us concerns whether specific cognitive skills used in content valid tests must be considered constructs or not. My position, and apparently that of Kehoe, is that they need not be so considered. I argue that constructs must be invoked only in the context of a substantive theory. Sackett and Ployhart, on the other hand, argue that all measures taken on people must be viewed as constructs, regardless of whether any theoretical propositions and assumptions are involved. In this response, I present reasons why this need not be the case. [ABSTRACT FROM AUTHOR]

Coaching in organisations is often limited to high potential employees and varying levels of management for a specific duration of time, typically lasting six months. The Strategies for Enhancing Performance Initiative introduces a more simplified usage of coaching and one that has potential to address a much larger audience. The Strategies for Enhancing Performance Initiative began in 2003 and involved 115 workers in an experimental/control design. The purpose of the study was to identify, test and measure the most effective Performance Control Practices used in the workplace to increase performance while simultaneously mitigating the negative effects of stress. Participants took part in a 4-hour traditional classroom-based training programme, followed by one individual 30-minute phone coaching session with an external coach 3–4 weeks after the training programme. The results for the experimental group, when compared to the control group, showed a significant difference in their ability to identify solutions to issues that positively impacted their work to be done, their effectiveness when being criticised, their heightened ability to deal with changing priorities and more effectively dealing with tight deadlines and turning around assignments. The experimental group also showed an increased adeptness for articulating ideas more clearly and concisely when compared to the control group. [ABSTRACT FROM PUBLISHER]

Motivation: The motivation of this overview is to present the state of the art of Job Demands-Resources (JD-R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD-R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced. Research design: Qualitative and quantitative studies on the JD-R model were reviewed to enlighten the health and motivational processes suggested by the model. Main findings: Next to the confirmation of the two suggested processes of the JD-R model, the studies of the special issue showed that the model can be used to predict work-place bullying, incidences of upper respiratory track infection, work-based identity, and early retirement intentions. Moreover, whilst psychological safety climate could be considered as a hypothetical precursor of job demands and resources, compassion satisfaction moderated the health process of the model. Contribution/value-add: The findings of previous studies and the studies of the special issue were integrated in the JD-R model that can be used to predict well-being and performance at work. New avenues for future research were suggested. Practical/managerial implications: The JD-R model is a framework that can be used for orgamsations to improve employee health and motivation, whilst simultaneously improving various organisational outcomes. [ABSTRACT FROM AUTHOR]

Political skill is the capacity to understand others in working life effectively, and to apply such knowledge to induce others to act in ways that add to one's personal or organizational goals. The present investigation reported the results of 2 studies designed to examine the job performance prediction effectiveness of political skill when investigated in conjunction with general mental ability (GMA) and personality characteristics. The results demonstrated that political skill accounted for a significant proportion of job performance variance beyond GMA and personality variables cross-sectionally in Study 1, and predictively (i.e., using a 1-year timeframe) in Study 2 examining effects on multiple dimensions of job performance. The implications of these results, strengths, limitations, and directions for future research are discussed. [ABSTRACT FROM AUTHOR]