Showing papers on "Job performance published in 2003"
TL;DR: This article defined job burnout as a prolonged response to chronic emotional and interpersonal stressors on the job and defined it by the three dimensions of exhaustion, cynicism, and sense of inefficacy.
Abstract: Job burnout is a prolonged response to chronic emotional and interpersonal stressors on the job and is defined here by the three dimensions of exhaustion, cynicism, and sense of inefficacy. Its presence as a social problem in many human services professions was the impetus for the research that is now taking place in many countries. That research has established the complexity of the problem and has examined the individual stress experience within a larger social and organizational context of people's response to their work. The framework, which focuses attention on the interpersonal dynamics between the worker and other people in the workplace, has yielded new insights into the sources of stress, but effective interventions have yet to be developed and evaluated.
2,636 citations
TL;DR: A model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.
Abstract: Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.
1,664 citations
TL;DR: The authors reported the results of a series of studies that developed and tested the validity of the Core Self-Evaluations Scale (CSES), a direct and relatively brief measure of the trait.
Abstract: Despite an emerging body of research on a personality trait termed core self-evaluations, the trait continues to be measured indirectly. The present study reported the results of a series of studies that developed and tested the validity of the Core Self-Evaluations Scale (CSES), a direct and relatively brief measure of the trait. Results indicated that the 12-item CSES was reliable, displayed a unitary factor structure, correlated significantly with job satisfaction, job performance, and life satisfaction, and had validity equal to that of an optimal weighting of the 4 specific core traits (self-esteem, generalized self-efficacy, neuroti-cism, and locus of control), and incremental validity over the 5-factor model. Overall, results suggest that the CSES is a valid measure that should prove useful in applied psychology research.
1,638 citations
TL;DR: The authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions and posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment.
Abstract: The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity.
1,274 citations
TL;DR: In this paper, a study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism, and the results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration.
1,120 citations
TL;DR: This paper examined the relationship between individual-level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well-being, motivation, and performance and found that psychological climate, operationalized as individuals' perceptions of their work environment, does have significant relationships with individuals' work attitudes, motivation and performance.
Abstract: Summary In this study, meta-analytic procedures were used to examine the relationships between individual-level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well-being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta-analytic findings indicate that psychological climate, operationalized as individuals’ perceptions of their work environment, does have significant relationships with individuals’ work attitudes, motivation, and performance. Structural equation modeling analyses of the meta-analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees’ work attitudes. We also found that the James and James (1989) PCg model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual-level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences. Copyright # 2003 John Wiley & Sons, Ltd.
979 citations
TL;DR: The authors empirically examined the extent to which senior managers with a high emotional intelligence employed in public sector organizations develop positive work attitudes, behavior and outcomes, and found that emotional intelligence augments positive work attitude, altruistic behavior and work outcomes.
Abstract: The literature suggests that managerial skills in general, and emotional intelligence in particular, play a significant role in the success of senior managers in the workplace. This argument, despite its popularity, remains elusive. This can be attributed to the fact that although a few studies have provided evidence to support this argument, it has not received an appropriate empirical investigation. This study attempts to narrow this gap by empirically examining the extent to which senior managers with a high emotional intelligence employed in public sector organizations develop positive work attitudes, behavior and outcomes. The results indicate that emotional intelligence augments positive work attitudes, altruistic behavior and work outcomes, and moderates the effect of work‐family conflict on career commitment but not the effect on job satisfaction.
898 citations
TL;DR: In this paper, the predictive validity of the job demands and resources model for self-reported absenteeism and turnover intentions was examined among 477 employees working in the call centre of a Dutch telecom company.
Abstract: This study among 477 employees working in the call centre of a Dutch telecom company (response 88%) examined the predictive validity of the job demands – resources (JD – R) model for self-reported absenteeism and turnover intentions. The central hypothesis was that job demands would be the most important predictors of absenteeism, through their relationship with health problems (i.e., exhaustion and Repetitive Strain Injury—RSI), whereas job resources would be the most important predictors of turnover intentions, through their relationship with involvement (i.e., organizational commitment and dedication). Results of a series of SEM analyses largely supported these dual processes. In the first energy-driven process, job demands (i.e., work pressure, computer problems, emotional demands, and changes in tasks) were the most important predictors of health problems, which, in turn, were related to sickness absence (duration and long-term absence). In the second motivation-driven process, job resources (i.e., s...
860 citations
TL;DR: Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control over and over.
Abstract: Acceptance, the willingness to experience thoughts, feelings and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N = 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance.
733 citations
TL;DR: In this article, the authors examined the relationship between psychological contract fulfillment and three types of employee behavior: in-role performance, organizational citizenship behavior directed at the organization, and organizational citizenship behaviour directed at individuals within the organization.
733 citations
TL;DR: The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations as discussed by the authors, and results showed that job demands are primarily and positively related to the exhaustion component of burnout, whereas job resources are primarily related to cynicism (negatively) and professional efficacy.
Abstract: The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations. The central assumption in the model is that burnout develops when certain job demands are high and when job resources are limited because such negative working conditions lead to energy depletion and undermine worker motivation and learning opportunities, respectively. A series of multigroup structural equation modeling analyses provide strong evidence for the JD-R model. Specifically, results showed that job demands are primarily and positively related to the exhaustion component of burnout, whereas job resources are primarily related to cynicism (negatively) and professional efficacy (positively). The theoretical and practical implications of the JD-R model are discussed.
TL;DR: In this paper, the authors argue that to the extent entrepreneurs are high on a number of distinct individual-difference dimensions (e.g., selfefficacy, ability to recognize opportunities, personal perseverance, human and social capital, superior social skills) the closer will be the person-entrepreneurship fit and, consequently, the greater the likelihood or magnitude of their success.
02 Oct 2003
TL;DR: A review and critical appraisal of these empirical studies can be found in this paper, where the authors discuss the major theoretical frameworks that have served as conceptual foundations for empirical studies and discuss implications of this body of work for human resource management.
Abstract: The examination of contextual factors that enhance or stifle employees’ creative performance is a new but rapidly growing research area. Theory and research in this area have focused on antecedents of employee creativity. In this paper, we review and discuss the major theoretical frameworks that have served as conceptual foundations for empirical studies. We then provide a review and critical appraisal of these empirical studies. Based on this review, we propose exciting possibilities for future research directions. Finally, we discuss implications of this body of work for human resource management.
TL;DR: In this article, the authors examined the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross-section of firms in the USA and found that job satisfaction was positively related to clan and adhocracy cultures, and negatively related to market and hierarchy cultures.
Abstract: This empirical investigation examines the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross‐section of firms in the USA. Cameron and Freeman’s (1991) model of organizational cultures comprising of clan, adhocracy, hierarchy, and market was utilized as the conceptual framework for analysis. The results indicate that job satisfaction levels varied across corporate cultural typology. Within the study conceptual framework, job satisfaction invoked an alignment of cultures on the vertical axis that represents a continuum of organic processes (with an emphasis on flexibility and spontaneity) to mechanistic processes (which emphasize control, stability, and order). Job satisfaction was positively related to clan and adhocracy cultures, and negatively related to market and hierarchy cultures.
TL;DR: The results suggest that the 3 higher order facets of climate (affective, cognitive, and instrumental) affected individual level outcomes of job performance, psychological well-being, and withdrawal through their impact on organizational commitment and job satisfaction.
Abstract: Although workplace climate has been extensively studied, the research has not led to firm conclusions as to its relationship with individual level work outcomes. The authors used C. Ostroff's (1993) taxonomy to organize dimensions labeled as workplace climate and then used meta-analytic techniques to test a path analytic model. The model posited that climate affects individual level outcomes through its impact on underlying cognitive and affective states. An extensive literature search yielded 51 empirical studies with 70 samples. The results suggest that the 3 higher order facets of climate (affective, cognitive, and instrumental) affected individual level outcomes of job performance, psychological well-being, and withdrawal through their impact on organizational commitment and job satisfaction.
TL;DR: Overall, the study found that emotion regulation is a viable platform for understanding emotional labor and indicated that it has to be implemented precisely in terms of regulating emotion for organizational goals.
Abstract: The study used a time-sampling method to test aspects of A. Grandey’s (2000) emotion regulationmodel of emotional labor. Eighteen customer service employees from a call center recorded dataon pocket computers every 2 hr at work for 2 weeks. Participants completed ratings of emotionregulation, events, expressed and felt emotions, well-being, and performance on 537 occasionsand completed questionnaires containing individual and organizational measures. Multilevelanalyses supported many aspects of the model but indicated that it has to be implementedprecisely in terms of regulating emotion for organizational goals. Results also showed that deepand surface acting had different consequences for employees. Overall, the study found thatemotion regulation is a viable platform for understanding emotional labor.
TL;DR: Investigation of nurse attitudes, context of care, and structure of care on job satisfaction and intent to leave supported the influence of nurse attitude onJob satisfaction relative to other contributing factors.
Abstract: BackgroundNurse job dissatisfaction has been the primary predictor of intent to leave; however, although many predictors of job satisfaction have been identified, little is known about the influence of variable nurse attitudes, such as psychological empowerment and hardiness, on job satisfaction.Obj
TL;DR: In this paper, the impact of bundles of HR practices on workplace trust, job satisfaction, commitment, effort and perceived organizational performance was assessed using data collected through a postal survey of UK local government employees.
Abstract: This paper assesses the impact of bundles of HR practices on workplace trust, job satisfaction, commitment, effort and perceived organizational performance. A theoretical model is developed and tested using data collected through a postal survey of UK local government employees. The results support the hypothesis that HR practices are powerful predictors of trust and organizational performance. These findings demonstrate the need for public organizations to re-evaluate their current battery of HR practices in an attempt to improve overall performance.
TL;DR: There has been a growing body of literature that examines the relationships among some of psychology's most studied traits (Neuroticism, self-esteem, and locus of control).
Abstract: Over the past five years there has been a growing body of literature that examines the relationships among some of psychology’s most studied traits (Neuroticism, self-esteem, and locus of control). Core self-evaluation theory posits a conceptual and empirical relationship between these traits and job satisfaction. After briefly reviewing core selfevaluation theory, we examine the empirical evidence documenting a relationship between these traits and the two central criteria of interest to I/O psychologists—job satisfaction and job performance. We then examine the relationship between core self-evaluation traits and the Big Five personality traits. We conclude with a discussion of the contributions and limitations of core self-evaluation research and opportunities for future research. Copyright # 2003 John Wiley & Sons, Ltd. In 1997, Judge, Locke, and Durham published a conceptual paper linking an integrative personality trait—termed core self-evaluations—to job satisfaction. In the five years since the publication of that paper, more than a dozen core self-evaluation studies have been conducted, addressing issues ranging from the construct validity of the trait to its role in explaining and predicting job satisfaction and job performance. Amir Erez, Ed Locke, Carl Thoresen, and the authors of this paper have conducted a focused program of research, which will be reviewed in this paper. We begin by reviewing the theoretical foundations of core self-evaluation research and summarizing empirical findings. Next, we discuss the construct validity of the trait and its relationship to the Big Five. We conclude with an appraisal of the state of this research literature and an agenda for future research.
01 Jul 2003
TL;DR: The authors survey supervisors' ratings, analyses of piece-rates and employer-employee datasets as well as other approaches used to estimate how individual productivity varies with age, finding that older individuals maintain a relatively high productivity level in work tasks where experience and verbal abilities matter more.
Abstract: This article surveys supervisors' ratings, analyses of piece-rates and employer-employee datasets as well as other approaches used to estimate how individual productivity varies with age. The causes of productivity variations over the life cycle are addressed with an emphasis on how cognitive abilities affect labour market performance. Earnings tend to increase until relative late in the working life, while most evidence suggests that individuals' job performance tends to increase in the first few years of one's entry into the labour market, before it stabilises and often decreases towards the end of one's career. Productivity reductions at older ages are particularly strong when problem solving, learning and speed are important, while older individuals maintain a relatively high productivity level in work tasks where experience and verbal abilities matter more.
TL;DR: In this paper, the authors confirm the existence of the inverted U-shaped relationship between time and performance, and demonstrate the moderating effects of performance measurement (objective versus subjective measures of performance) and job complexity.
TL;DR: Overall Job Satisfaction and Satisfaction with Security were predicted by ROA and EPS more strongly than the reverse (although some of the reverse relationships were also significant); Satisfaction With Pay suggested a more reciprocal relationship with RO a and EPS.
Abstract: Employee attitude data from 35 companies over 8 years were analyzed at the organizational level of analysis against financial (return on assets; ROA) and market performance (earnings per share; EPS) data using lagged analyses permitting exploration of priority in likely causal ordering. Analyses revealed statistically significant and stable relationships across various time lags for 3 of 7 scales. Overall Job Satisfaction and Satisfaction With Security were predicted by ROA and EPS more strongly than the reverse (although some of the reverse relationships were also significant); Satisfaction With Pay suggested a more reciprocal relationship with ROA and EPS. The discussion of results provides a preliminary framework for understanding issues surrounding employee attitudes, high-performance work
TL;DR: In this article, the authors compared how three work venues (traditional office, n =4316, virtual office and home office) may influence aspects of work (job performance, job motivation, job retention, workload success, and career opportunity) and personal/family life.
TL;DR: This paper used meta-analytic techniques to estimate the true population correlations between various influence tactics and work-related outcomes and found that ingratiation and rationality have positive effects on work outcomes.
Abstract: Recent research on influence tactics has focused on the benefits that accrue as a result of using such tactics. The current study utilizes meta-analytic techniques to estimate the true population correlations between various influence tactics and work-related outcomes. Results indicate that ingratiation and rationality have positive effects on work outcomes. Additional analyses suggest that these and other influence tactics have significant effects in certain situations and on specific work outcomes. Copyright © 2003 John Wiley & Sons, Ltd.
TL;DR: In this paper, a broad insight into the field of industrial relations, taking into account the economic, political, and social influences and the relative power of capital is provided, with a broad overview of the main players in industrial relations.
Abstract: Book Description: This major work offers a broad insight into the field of industrial relations, taking into account the economic, political, and social influences and the relative power of capital ...
TL;DR: Parker et al. as mentioned in this paper used Karasek's demand-control-support model to determine whether either job control or job social support or both can reduce signs of fatigue and simultaneously enhance intrinsic motivation among employees facing high job demands.
Abstract: In this study, we used Karasek’s demand-control-support model to determine whether either job control or job social support or both can reduce signs of fatigue and simultaneously enhance intrinsic motivation among employees facing high job demands. Survey data on 555 nurses suggest that job control in particular reduces fatigue in highly demanding jobs, whereas high levels of instrumental support produce elevated levels of intrinsic motivation, regardless of the level of job control and job demands. In order to become successful or even more successful, today’s work organizations need to maximize the use of their employees’ actual and potential skills. More than ever before, organizations in both the private and public sector are introducing new forms of work and organizational design and management, such as total quality management, lean production, and empowerment (Parker & Wall, 1998). These initiatives may enhance intrinsic motivation and inspire employees to learn and develop the skills they need to meet increasing job demands, but simultaneously the initiatives may raise levels of job strain and other negative healthrelated outcomes among employees, generating significant costs in terms of sickness, lost time, and low productivity (Parker & Sprigg, 1999; Theorell & Karasek, 1996). Building on the demand-controlsupport model (DCS model) developed by Karasek and his associates (Karasek, 1979; Karasek & Theorell, 1990), the present study examines job conditions that minimize job strain and maximize intrinsic motivation in highly demanding jobs. The interaction between job demands and control has been studied frequently with respect to job strain (e.g., Ganster & Fusilier, 1989; Karasek, 1979; Schaubroeck & Merritt, 1997; Theorell & Karasek, 1996; Wall, Jackson, Mullarkey, & Parker, 1996; Xie, 1996), but has been largely neglected with respect to work motivation. Moreover, the role of job social support in the interaction between demands and control has drawn little empirical attention as far as job strain is concerned, and no empirical or theoretical attention with regard to intrinsic motivation (cf. Parker & Sprigg, 1999; Van der Doef & Maes, 1999). The present study contributes substantially to management theory and empirical knowledge by focusing on intrinsic work motivation and, more specifically, by examining the interaction between job demands, job control, and job social support on fatigue and intrinsic motivation simultaneously.
TL;DR: In this paper, a dynamic, process-oriented approach to understand emotional labor is presented, utilizing concepts from control theory models of behavioral self-regulation, where the goal hierarchy aspect of control theory is used to describe emotional labor in the broader context of job performance.
Abstract: A dynamic, process-oriented approach to understanding emotional labor is presented, utilizing concepts from control theory models of behavioral self-regulation. Emotional labor is characterized as involving a discrepancy monitoring and reduction process, whereby perceptions of emotional displays and emotional display rules are continuously compared. If a discrepancy between emotional displays and display rules is detected, individuals are proposed to use emotion regulation strategies to reduce the discrepancy. The goal hierarchy aspect of control theory is used to describe emotional labor in the broader context of job performance and explain how positive and negative outcomes can result from the emotional labor process. Propositions are developed throughout the paper. Copyright © 2003 John Wiley & Sons, Ltd.
TL;DR: Results from a 3 year quasi-experimental field study suggest negative effects on employee outcomes after the implementation of 3 lean production practices: lean teams, assembly lines, and workflow formalization.
Abstract: The author discusses results from a 3 year quasi-experimental field study (N = 368), which suggest negative effects on employee outcomes after the implementation of 3 lean production practices: lean teams, assembly lines, and workflow formalization. Employees in all lean production groups were negatively affected, but those in assembly lines fared the worst, with reduced organizational commitment and role breadth self-efficacy and increased job depression. A nonequivalent control group had no negative changes in outcomes. Mediational analyses showed that the negative effects of lean production were at least partly attributable to declines in perceived work characteristics (job autonomy, skill utilization, and participation in decision making). The study also shows the longitudinal effects of these work characteristics on psychological outcomes. Implications for lean production, work design, and employee well-being are discussed.
TL;DR: In this paper, the authors investigated a specific job context, specifically, naval officer trainees undergoing their sea training, and found that a general model of stress is unhelpful in identifying the predictors of stress and job satisfaction in specific job contexts.
Abstract: Applied research indicates strong connections between dimensions of the work place, stress and job satisfaction. Yet, there is an absence of theory to provide conceptual understanding of these relationships. In 1999, Sparks and Cooper advocated using job‐specific models of stress as a way of developing a better understanding of the relationships. The current study adopted this recommendation and investigated a specific job context, specifically, naval officer trainees undergoing their sea training. The results indicate that a general model of stress is unhelpful in identifying the predictors of stress and job satisfaction in specific job contexts. Instead, the authors recommend identifying salient workplace dimensions rather than a broad‐brush approach when seeking workplace associations with stress.