Impacts of increasing volume of digital forensic data

https://journals.sagepub.com/doi/pdf/10.1177/014920630002600505

A Theoretical and Empirical Analysis of Journal Rankings: The Case of Formal Lists

This study examines (1) the relationship between the feedback environment and job satisfaction and (2) the mediating role of leader–member exchange in a Belgian context. Results from a sample of 155 employees of a governmental service for employment and vocational training supported our hypotheses. A favorable supervisor feedback environment was related to higher levels of job satisfaction 5 months later, and this relationship was fully mediated by the quality of leader–member exchange. These findings highlight the usefulness of diagnosing and assessing the feedback environment for a better understanding of feedback processes and for enhancing feedback interventions in organisations. Ce travail examine dans un contexte culturel belge 1) la relation entre la satisfaction professionnelle et le feedback provenant de l’environnement 2) le role mediateur des echanges leader-collaborateurs. Nos hypotheses ont ete confirmees par les conclusions issues d’un echantillon compose de 155 employes d’un service d’Etat de retour a l’emploi et de formation professionnelle. Un environnement retroactif positif provenant du chef immediat etait en rapport avec un niveau plus eleve de satisfaction professionnelle cinq mois plus tard, et cette relation etait maximisee par la qualite des echanges entre le leader et les membres du groupe. Ces resultats montrent qu’il faut prendre en compte et evaluer la retroaction environnementale pour une meilleure apprehension des processus de feedback et pour ameliorer les interventions dans les organisations portant sur le feedback.

/pdf/the-long-term-impact-of-the-feedback-environment-on-job-3cf5xz43gj.pdf

The Long-Term Impact of the Feedback Environment on Job Satisfaction: A Field Study in a Belgian Context

Purpose – This paper aims to explore the performance appraisal (PA) aspects that are connected with organizational justice, and more specifically three kinds of justice, namely distributive, procedural and interactional justice.Design/methodology/approach – The research is based on a sample of 170 respondents who answered a questionnaire giving their perceptions on the purpose and criteria of PA, their satisfaction from PA and organizational justice.Findings – The results show that procedural, distributive and interactional justice are related with different elements of performance appraisal. Elements of satisfaction are strongly related to all aspects of organizational justice. The PA criteria are related to procedural justice.Research limitations/implications – The main limitation is that the research provides information based only on one source, that of the appraisee. However, it highlights the role of employee satisfaction to organizational justice, linking different sources of satisfaction to differ...

Organizational justice and employee satisfaction in performance appraisal

Perceptions are important in determining performance appraisal system success. The growing body of research in this area has clearly documented the differences in perceptions between appraisers and appraisees. However, many of these findings are predominately based on aspects of the system in judging its overall effectiveness and rely heavily on self-report questionnaire responses with weak methodological rigor. Not much is known about the deeper cognitive perceptions of appraisers and appraisees in better explaining their attitudinal and behavioral outcomes. This paper breaks away from conventional questionnaire-generated perceptions and applies a unique clinical cognitive mapping methodology called the repertory grid technique to elicit the personal constructs of how real respondents perceive appraisal systems based on their real-life experiences. The method allowed the investigation to go much deeper than past research into the core perceptions that influenced respondents' attitudes and subsequent behaviors. Though the findings showed some commonality in personal constructions of appraisal systems with those found in the literature, new constructs, core perceptual dimensions, and collective cognitive maps were elicited for the very first time, opening up new questions and issues for further research. Implications to theory and practice are also discussed. Copyright © 2004 John Wiley & Sons, Ltd.

Mapping cognitions to better understand attitudinal and behavioral responses in appraisal research

Performance appraisal usage is expanding in public sector organizations across the U.S. Organizations employ the formal appraisal process with the belief that it provides them with a host of potent...

Public Sector Performance Appraisal Effectiveness: A Case Study:

Criminal profiling and insider cyber crime

Although Transactional Analysis (TA) is a widely used organisational intervention change strategy, little data exists on its relative effectiveness. This research attempts to understand the relationship between TA and QWL. More specifically, can TA improve workers' perceptions of their group processes? Work groups (intact) from a nationwide U.S. company were used in a change intervention. These intact groups were pre-test and post-test measured. The results show a statistically significant difference between the group that received TA training and the group that did not. A systematic programme of TA in an organisational context resulted in an improvement of perceived group processes by organisational members. The positive results of this study provide new insight into workers' perceptions of group processes. Furthermore, it showed that TA is compatible with the increasing interest in QWL.



Alors que l'analyse transactionnelle (A.T.) est une technique de changement organisationnel largement repandue, peu de donnees existent sur son efficacite relative. Cette recherche essaie d'explorer la relation existant entre l'A.T. et la qualite de la vie professionnelle. Plus precisement, l'A.T. peut-elle ameliorer la perception que les travailleurs ont de leurs processus de groupe? Des groupes de travail reels d'une entreprise americaine de dimension nationale ont ete l'objet d'une strategie de changement. Ces groupes ont ete sondes avant et apres l'intervention. Les resultats devoilent une difference statistiquement significative entre le groupe qui n'a pas et celui qui a beneficie d'une formation par A.T. Un programme systematique d'A.T. dans un contexte organisational a debouche sur une amelioration de la comprehension de processus de groupe par les membres de l'organisation. Les resultats positifs de cette etude fournissent une vision nouvelle des perceptions des processus de groupe par les travailleurs. Elle montre en outre que l'A.T. est compatible avec l'interet croissant portea la qualite de la vie au travail.

Nick Nykodym

Papers

Public Sector Performance Appraisal Effectiveness: A Case Study:

Criminal profiling and insider cyber crime

Criminal profiling and insider cyber crime

Improving Quality of Work Life with Transactional Analysis as an Intervention Change Strategy

Personal Appearance: Is Attractiveness a Factor in Organizational Survival and Success?