Showing papers on "Job performance published in 2006"
TL;DR: The authors define context as situational opportunities and constraints that affect the occurrence and meaning of organizational behavior as well as functional relationships between variables, and propose two levels of analysis for thinking about context, one grounded in journalistic practice and the other in classic social psychology.
Abstract: I argue that the impact of context on organizational behavior is not sufficiently recognized or appreciated by researchers. I define context as situational opportunities and constraints that affect the occurrence and meaning of organizational behavior as well as functional relationships between variables, and I propose two levels of analysis for thinking about context–one grounded in journalistic practice and the other in classic social psychology. Several means of contextualizing research are considered.
2,881 citations
TL;DR: The authors proposed that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined).
Abstract: Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined). The principle was sustained by a combination of meta-analysis and structural equations showing better fit of unified versus diversified models of meta-analytic correlations between those criteria. Overall job attitude strongly predicted a higher-order behavioral construct, defined as desirable contributions made to one’s work role (r .59). Time-lagged data also supported this unified, attitude-engagement model.
1,156 citations
TL;DR: The authors examine how uncertainty moderates the trust-performance relationship in alliances, building on the distinction between behavioral uncertainty, which relates to anticipating and understanding paring, and trust performance, which is related to the ability to anticipate and understand paring.
Abstract: We examine how uncertainty moderates the trust-performance relationship in alliances, building on the distinction between behavioral uncertainty, which relates to anticipating and understanding par...
955 citations
TL;DR: In this article, the authors examined how emotional intelligence and cognitive intelligence are associated with job performance and developed and tested a compensatory model that posits that emotional intelligence becomes more positive as cognitive intelligence decreases.
Abstract: This paper examines how emotional intelligence and cognitive intelligence are associated with job performance. We develop and test a compensatory model that posits that the association between emotional intelligence and job performance becomes more positive as cognitive intelligence decreases. We report the results of a study in which employees completed tests of emotional intelligence and cognitive intelligence, and their task performance and organizational citizenship behavior were assessed by their supervisors. Hypotheses from the model were supported for task performance and organizational citizenship behavior directed at the organization, but not for organizational citizenship behavior directed at individuals. We discuss the theoretical implications and managerial ramifications of our model and findings.
806 citations
TL;DR: In this article, the effects of knowledge and experience on both mean and variance measures of individual and team innovations were investigated, and it was shown that multiple knowledge domains produce novel combination of knowledge domains.
Abstract: This study focuses on effects of knowledge and experience on both mean and variance measures of individual and team innovations. We propose that multiple knowledge domains produce novel combination...
726 citations
TL;DR: In this article, the authors examined the relationship among employees' emotional intelligence, their manager's emotional intelligence and employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise.
715 citations
TL;DR: In this paper, the authors used longitudinal structured interviews to let job seekers explain how they made critical job search and choice decisions, and found that recruitment practices played a variety of roles in job seeker decisions.
Abstract: Recent literature reviews have called into question the impact of recruitment activities on applicants’job choices. However, most previous findings have been based on cross-sectional ratings obtained immediately after initial screening interviews, thus raising questions about the degree to which prior conclusions are bound to that particular methodology. In contrast, the present study used longitudinal structured interviews to let job seekers explain, in their own words, how they made critical job search and choice decisions. Interview transcripts revealed that recruitment practices played a variety of roles in job seeker decisions. For example, consistent with signaling theory, subjects interpreted a wide variety of recruitment experiences (recruiter competence, sex composition of interview panels, recruitment delays) as symbolic of broader organizational characteristics. In addition, a number of “contingency” variables emerged that seemed to affect the perceived signaling value of recruitment experiences (e.g., prior knowledge of the company, functional area of the recruiter). Also notable were the strongly negative effects of recruitment delays, particularly among male students with higher grade point averages and greater job search success. Finally, our results suggest that certain applicant reactions may be systematically related to sex, work experience, grade point average, and search success. The article concludes with practical and research implications.
682 citations
TL;DR: This paper examined the effects of transformational and transactional leadership on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in the context of schools in a specific developing country context, that of Tanzania.
Abstract: This article examines the effects of transformational and transactional leadership on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in the context of schools in a specific developing country context, that of Tanzania. It does so by testing a model of such effects using a set of data collected from a sample of Tanzanian primary school teachers. Regression analyses show transformational leadership dimensions to have strong effects on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior. Transformational leadership had significant add-on effects to transactional leadership in prediction of job satisfaction, organizational commitment, and organizational citizenship behavior. Job satisfaction appears to be a mediator of the effects of transformational leadership on teachers' organizational commitment and organizational citizenship behavior. Implications and directions for future research are discussed.
665 citations
TL;DR: The authors used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction.
Abstract: This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample (n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees’ attitudes about their jobs explain, in part, these personality‐behavior associations.
645 citations
TL;DR: In this article, the authors combine findings from 155 samples of more than 31,000 salespeople to test alternative models of antecedents and consequences of adaptive selling behavior (ASB) and customer orientation (CO).
Abstract: The authors combine findings from 155 samples of more than 31,000 salespeople to test alternative models of antecedents and consequences of adaptive selling behavior (ASB) and customer orientation (CO). A random-effects meta-analysis yields average values for 28 different correlations ranging from −.16 to .35, 19 of which are significant. Controlling for salesperson gender and selling experience, structural equation modeling indicates that ASB increases self-rated, manager-rated, and objective measures of performance, whereas CO increases only self-rated performance. Both ASB and CO increase job satisfaction. Tests of reciprocal relationships indicate that ASB increases CO and job satisfaction increases performance rather than vice versa. Selling experience increases performance but not job satisfaction, and saleswomen rate their performance and satisfaction slightly higher than salesmen do. The magnitudes of the relationships indicate that ASB and selling experience have greater effects than CO ...
633 citations
TL;DR: This article investigated the relationship between trait emotional intelligence (trait EI) and four job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment).
Abstract: This article investigated the relationships between trait emotional intelligence ("trait EI" or "emotional self-efficacy") and 4 job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment). Gender-specific data (N= 167, 87 females) were analyzed via multigroup structural equation modeling. Perceived job control had a negative effect on stress and a positive effect on satisfaction. Stress had a negative effect on satisfaction, which, in turn, had the strongest positive effect oil commitment. There were many gender differences in the model, mainly concerning age, which was negatively related to control and commitment in the female sample only. Trait El had specific, rather than widespread, effects in the model. Discussion focuses on trait EI's implications in the workplace.
TL;DR: The authors report the collaborative efforts of 2 research teams that independently investigated the effects of stable personality traits (the Big Five) and specific behavioral competencies (cultural flexibility, task and people orientations, and ethnocentrism) on key dimensions of expatriate effectiveness: psychological adjustment, assignment withdrawal cognitions, and job performance.
Abstract: The authors report the collaborative efforts of 2 research teams that independently investigated the effects of stable personality traits (the Big Five) and specific behavioral competencies (cultural flexibility, task and people orientations, and ethnocentrism) on key dimensions of expatriate effectiveness: psychological adjustment, assignment withdrawal cognitions, and job performance. Analyses of multiple-source and longitudinal data from 3 studies, including a diverse sample of expatriates in Hong Kong and separate samples of Korean and Japanese expatriates posted around the world, indicate several direct effects of individual differences. Further data show reliable distinctions between the traits and competencies as well as incremental prediction by either set of predictors in the presence of the others.
TL;DR: Promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion.
Abstract: Using archival organizational data, the authors examined relationships of gender and type of position (i.e., line or staff) to performance evaluations of 448 upper-level managers, and relationships of performance evaluations to promotions during the subsequent 2 years. Consistent with the idea that there is a greater perceived lack of fit between stereotypical attributes of women and requirements of line jobs than staff jobs, women in line jobs received lower performance ratings than women in staff jobs or men in either line or staff jobs. Moreover, promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion.
TL;DR: In this paper, the authors extend the Job Characteristics Model (JCM) to the lean production context to explain the theoretical relationship between job characteristics and motivational outcomes in lean production, and conclude that a configuration of lean production practices is more important for worker intrinsic motivation than are independent main effects, and that motivation may be limited by excessive leanness.
TL;DR: In this paper, four different measures of job satisfaction are related to a variety of personal and job characteristics: satisfaction with influence over job, amount of pay, satisfaction with sense of achievement, and satisfaction with respect from supervisors.
Abstract: Recently there has been a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labour market behaviour such as productivity, quits and absenteeism. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. The data used are from the 28 240 British employees in the Workplace Employee Relations Survey, 1997. This data set is larger and more recent than in any previous studies. Four measures of job satisfaction that have not previously been used are considered: satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement; and satisfaction with respect from supervisors. The paper contributes to the literature by analysing job satisfaction with respect to industrial composition and occupations. One of the striking findings is that those in the education and health sectors are less satisfied with their pay but more satisfied with their sense of achie...
TL;DR: In this paper, the authors considered the role of job insecurity on job satisfaction, organizational commitment, life satisfaction, and self-rated performance among permanent employees (N = 396) as compared with temporary ones (n = 148).
Abstract: Research on the impact of job insecurity for temporary employees has been largely exploratory and atheoretical in nature. This paper addresses this issue by considering the role of job insecurity on job satisfaction, organizational commitment, life satisfaction, and self-rated performance among permanent employees (N = 396) as compared with temporary ones (N = 148). Hypotheses are formulated using the tradition of transactional versus relational psychological contract types. Psychological contract theory assumes (1) that job insecurity effects are due to a violation of the relational psychological contract, and (2) that permanents as compared with temporaries engage more in relational psychological contracting. As a result, job insecurity is expected to be problematic in terms of outcomes for permanents, but not for temporaries. Results validate the assumptions made in psychological contract theory. Furthermore, job insecurity proved problematic for permanents but not for temporaries when job satisfaction and organizational commitment are concerned. No such differential effects are observed for life satisfaction and self-rated performance. Implications for future research are discussed.
TL;DR: In this paper, the authors explored alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment, and turnover intention in a cross-sectional survey of 593 employees from 64 Norwegian savings banks.
Abstract: The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.
TL;DR: In this article, a systematic literature search identified 16 studies dealing with the burnout-performance relationship, and a meta-analysis was conducted to obtain mean correlations between exhaustion and in-role behavior.
Abstract: Previous research has suggested that high levels of burnout lead to impaired functioning on the job. However, as this research has usually relied on self-reported performance, it is imperative to examine whether this association is also confirmed when using “objective” performance data (e.g., supervisor reports). This study reviewed previous research on the associations between burnout (exhaustion, depersonalization, and personal accomplishment) and various types of objective performance. A systematic literature search identified 16 studies dealing with the burnout–performance relationship. These studies showed the wide variety of approaches that are used to study burnout and objective performance. Using data from these 16 studies, a meta-analysis was conducted to obtain mean correlations. The meta-analytical correlations between exhaustion and in-role behaviour (based on five studies), organizational citizenship behaviour (OCB; five studies), and customer satisfaction (two studies) were −.22, −....
TL;DR: In this paper, two studies including 108 nurses and 101 police officers tested the proposition that emotionally demanding interactions with recipients may result in emotional dissonance which, in turn, may lead to job burnout and impaired performance.
Abstract: Two studies including 108 nurses and 101 police officers tested the proposition that emotionally demanding interactions with recipients may result in emotional dissonance, which, in turn, may lead to job burnout and impaired performance. More specifically, on the basis of the literature on burnout and emotional dissonance, the authors hypothesized that emotional job demands would explain variance in burnout (i.e., exhaustion and cynicism/disengagement) through their influence on emotional dissonance. In addition, the authors predicted that emotional dissonance would be (negatively) related to in-role performance through its relationship with burnout. The findings of a series of structural equation modeling analyses supported both hypotheses. The implications for research and practice are discussed, as well as avenues for additional research. (PsycINFO Database Record (c) 2006 APA, all rights reserved).
Journal Article•
TL;DR: With few exceptions, these associations remained statistically significant after controlling for other predictors, one at a time, including age, gender, education, verbal ability, the Big Five personality traits, and trait affect.
Abstract: The relation between emotional intelligence, assessed with a performance measure, and positive workplace outcomes was examined in 44 analysts and clerical employees from the finance department of a Fortune 400 insurance company. Emotionally intelligent individuals received greater merit increases and held higher company rank than their counterparts. They also received better peer and/or supervisor ratings of interpersonal facilitation and stress tolerance than their counterparts. With few exceptions, these associations remained statistically significant after controlling for other predictors, one at a time, including age, gender, education, verbal ability, the Big Five personality traits, and trait affect.
TL;DR: In this article, the authors viewed turnover as a key predictor in determining unit-level unit-levy performance and used it as a predictor of the unit level performance of employees.
Abstract: Most turnover research positions employee turnover as the dependent variable and focuses on identifying its antecedents. In this study, we viewed turnover as a key predictor in determining unit-lev...
TL;DR: In this paper, the authors investigated employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels, and found that base pay level, but not bonus level, was positively related to both self-reported work performance and affective unit commitment, and these relationships were partly mediated by intrinsic motivation.
Abstract: The purpose of this study was to investigate employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels. To examine these issues, I collected data from two business units in a large Norwegian multinational company with pay plans combining individual and collective performance and behaviors as the foundations for individual bonuses; one with two collective components (profit and behavior of the unit and the organization) and one with an individual component in addition to the two collective components. After controlling for organizational tenure, education, gender, perceived unit support, perceptions of distributive and procedural justice, and type of pay plan, the key findings are that base pay level, but not bonus level, was positively related to both self-reported work performance and affective unit commitment, and that these relationships were partly mediated by intrinsic motivation. Furthermore, moderation analyses revealed that the relationships between bonus level and the outcome variables were not affected by type of pay plan. Implications and directions for future research on pay in knowledge intensive organizations are discussed. Copyright © 2006 John Wiley & Sons, Ltd.
TL;DR: The authors investigated the effects on job performance of 3 forms of goal orientation and 4 self-regulation tactics and found that learning and performance-prove goal orientation predicted subsequent sales performance, whereas performance-avoid goal orientation negatively predicted sales performance.
Abstract: The authors investigated the effects on job performance of 3 forms of goal orientation and 4 self-regulation (SR) tactics. In a longitudinal field study with salespeople, learning and performance-prove goal orientation predicted subsequent sales performance, whereas performance-avoid goal orientation negatively predicted sales performance. The SR tactics functioned as mediating variables between learning and performance-prove goal orientations and performance. Social competence and proactive behavior directly and positively predicted sales performance, and emotional control negatively predicted performance.
TL;DR: In this article, a model that incorporates the main constructs from agency theory and organizational psychology was used to find a negative, direct effect of effort and a positive effect of job performance on job satisfaction.
Abstract: The objective of this article is to clarify ambiguities in the literature regarding the relationships among three key constructs of work relationships: effort, job performance, and job satisfaction. The relationship between job performance and job satisfaction is of central interest to research in organizational psychology. However, empirical research in that area finds that the link between these constructs is weak at best. A negative effect of effort on job satisfaction is consistent with agency theory, but there is limited empirical evidence to support this assumption. Moreover, some studies have found a positive effect of effort on job satisfaction. Using a model that incorporates the main constructs from agency theory and organizational psychology, the current study finds a negative, direct effect of effort and a positive, direct effect of job performance on job satisfaction. The authors show that conflicting findings in the literature are the result of inconsistency in both the measurement ...
TL;DR: This paper examined how macro context in multinational organizations (MNCs) influences work team learning and how team learning influences task performance and interpersonal relations and found that organizational contexts emphasizing global integration reduced team learning, but those emphasizing responsiveness and knowledge management increased team learning.
Abstract: Integrating and extending literature on international management and team effectiveness, we examined how macro context in multinational organizations (MNCs) influences work team learning and how team learning influences task performance and interpersonal relations. We examined these influences in a multimethod study of 115 teams in 20 subsidiaries of five MNCs. Controlling for micro contextual features, including team type, training, feedback, and autonomy, we found that organizational contexts emphasizing global integration reduced team learning, but those emphasizing responsiveness and knowledge management increased team learning. Team learning in turn positively influenced both task performance and the quality of interpersonal relations.
TL;DR: P-O fit's relations with job performance and turnover were partially mediated by work attitudes, and the lower 95% credibility values for the jobperformance and turnover relations included zero.
Abstract: Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results.
TL;DR: In this article, a multilevel study was conducted to test whether regulatory focus mechanisms (promotion focus and prevention focus) can help explain how group safety climate and individual differences in Conscientiousness relate to individual productivity and safety performance.
Abstract: The purpose of this multilevel study was to test whether regulatory focus mechanisms (promotion focus and prevention focus; Higgins, 1997, American Psychologist, 52, 1280–1300; Higgins, 2000, American Psychologist, 55, 1217–1230) can help explain how group safety climate and individual differences in Conscientiousness relate to individual productivity and safety performance. Results, based on a sample of 254 employees from 50 work groups, showed that safety climate and conscientiousness predicted promotion and prevention regulatory focus, which in turn mediated the relationships of safety climate and Conscientiousness with supervisor ratings of productivity and safety performance. Implications for theory and research on climate, motivation, and performance and avenues for future research are discussed.
TL;DR: In this article, the authors report on a large-scale study examining the effects of self-reported psychosocial factors on 1st-year college outcomes using a sample of 14,464 students from 48 institutions.
Abstract: The authors report on a large-scale study examining the effects of self-reported psychosocial factors on 1st-year college outcomes. Using a sample of 14,464 students from 48 institutions, the authors constructed hierarchical regression models to measure the predictive validity of the Student Readiness Inventory, a measure of psychosocial factors. Controlling for institutional effects and traditional predictors, the authors tested the effects of motivational and skill, social, and self-management measures on academic performance and retention. Academic Discipline was incrementally predictive of academic performance (grade-point average) and retention. Social Activity and Emotional Control also helped predict academic performance and retention, whereas Commitment to College and Social Connection offered incremental prediction of retention. This study elaborates recent meta-analytic findings (S. Robbins et al., 2004), demonstrating the salience of a subset of motivational, social, and self-management factors. Future research questions include how measures of psychosocial factors can be used to aid students, the salience of these measures over the entire college experience and for predicting job performance, and the need for testing theoretical models for explaining postsecondary educational outcomes incorporating traditional, motivational, self-management, and social engagement factors.
TL;DR: In this paper, the authors investigated the effects of ethical climate on salesperson's role stress, job attitudes, turnover intention, and job performance and found that ethical climate results in lower role conflict and role ambiguity and higher satisfaction, which leads to lower turnover intention and organizational commitment.
Abstract: This study builds on previous research to investigate the effects of ethical climate on salesperson’s role stress, job attitudes, turnover intention, and job performance. Responses from 138 salespeople who work for a large retailer selling high-end consumer durables at 68 stores in 16 states were used to examine the process through which ethical climate affects organizational variables. This is the first study offering empirical evidence that both job stress and job attitudes are the mechanisms through which a high ethical climate leads to lower turnover intention and higher job performance. Results indicate that ethical climate results in lower role conflict and role ambiguity and higher satisfaction, which, in turn, leads to lower turnover intention and organizational commitment. Also, findings indicate that organizational commitment is a significant predictor of job performance.
TL;DR: Li et al. as mentioned in this paper examined organizational antecedents of LMX and the mediating influence of empowerment on the relationships between LM and the work outcomes of job satisfaction, task performance and psychological withdrawal behavior.