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Dissertations / Theses on the topic 'Individual performance'

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Published: 4 June 2021
Last updated: 6 September 2023

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1

Wootton, Sileanne. "The investment performance of individual investors." Thesis, Henley Business School, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.409556.

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2

Gonzalez, Roxana M. "Individual Versus Group Resource-Allocation Performance." W&M ScholarWorks, 2001. https://scholarworks.wm.edu/etd/1539626341.

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3

Foster, Dennis Geoffrey. "Individual performance in management buy-out teams." Thesis, University of Hertfordshire, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365979.

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The purpose of the research was to study individual team members performances within a context determined by the culture of the top MBO team and the organisational system. In order to achieve this objective the study also investigates and describes the relevant business factors/outcomes which determine the structure/culture of MBOs as a context for individual team members to interpret. A review of MBO, team, team working, culture, climate and motivation theory literature provided the basis for identifying the underlying psychological variables relating to individual performance. These variables were incorporated into a model that established a theoretical framework for generating hypotheses and describing individuals performances in their MBO teams. The research design was based on exploratory and explanatory studies. An exploratory study (study one) based on semi-structured interviewing techniques explored the behavioural, organisational and performance issues in five MBOs, as a basis for justifYing the psychological variables used by individual team members to evaluate and interpret their context. Content analysis was applied to the interview results in order to elicit the relevant themes. In relation to the main explanatory study (study two) the methodology adopted was a postal questionnaire sent to a selected sample of MBO team members. The questionnaire consisted of items that formed scales which measured the psychological variables forming the research model. These measures were tested for reliability using Cronbach's Alpha. Factor analysis of the questionnaire items confirmed the latent (psychological) variables. The hypotheses formulated from the research model were tested using correlation, partial correlation and regression analysis techniques. Independent t-tests identified relationships between personal/organisational factors and the psychological variables in the model. Results from study one confirmed that the organisational-behavioural and performance issues in MBOs were similar to those encountered in other types of organisations. This validated using the organisational-behavioural literature to determine the psychological variables that relate to individual performance in MBO teams. The results from the main study (study two) identified a number of important factors relating to individuals performance in their MBO teams. It was established from study one that MBO performance in relation to financial and organisational objectives was instrumental in determining the behavioural and organisational context individual team members interpret. Team members interpret their context by aligning teams expectations of their behaviours with, preferences for working as collectivists and the perceptual effects of the ~emands, constraints, supports and opportunities of working in their organisations. This resulted m team members feeling challenge, meaning, trust, support, freedom and reward from working in their organisations. These feelings represented individuals psychological climates (or states) which, operating principally through the dimensions of challenge and meaning, were found to be instrumental in determining their performances in their organisations. Team members evaluation of their expected behaviours in their teams and its alignment with their preferences for working as collectivists and internalised values determined their motivation to affirm their collective selfconcepts in their teams. The effects of team members organisational systems determined behaviour-consequence connections which motivated them to affinn their task specific selfconcepts in their teams. The study highlighted limitations in contemponuy cognitive based theories (i.e. expectancy and goal setting) by demonstrating the influence of context interpretation on personal performance. Cognitive based theories fail to reflect individuals capacity to work flexibly (by coping) within a dimension of collectivism-individualism and also ignore their motivation to express personal identities and internalised values. In this respect cognitive based theories were seen to be enshrined in hedonism thus failing to recognise that collectivist team members also behave in accordance with their personal values (or self-concepts) or collective identities.
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4

Ditchburn, Graeme Jonathan. "Personality as a determinant of inter-individual differences in intra-individual performance change." Thesis, Birkbeck (University of London), 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.415080.

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5

Tuliozi, Beniamino. "From individuals to groups and back: interaction between individual variation in behaviour and group performance." Doctoral thesis, Università degli studi di Padova, 2019. http://hdl.handle.net/11577/3423187.

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Stark differences in individual behavioural responses are a well-known feature of animal diversity. Even within a social group many distinct strategies coexist, and this variation has been recently found out to play a significant role in resource exploitation, social learning and various collective behaviours. How the entire group performs can therefore depend on various characteristics, all linked to its members’ behaviour and the relationships that connect them. While there are theorical analyses focusing on the consequences of systems where individual variation and group environment influence each other by interacting through feedbacks, most of the assumptions and the effects hypothesized by these models have rarely been experimentally studied in controlled conditions. My aim was thus to test if the interactions between variation in behavioural strategies and the social environment might have an effect on the performance of single individuals within the group and of the group itself. I approached the complex issue by performing a series of experiments on a captive population of House Sparrow (Passer domesticus). I started by examining the effect of predation on a potential proxy for life-history traits, i.e. relative telomere length, and the connection of the latter to various behavioural traits. In the second experiment I investigated if social connections between individuals within a group might have an influence on the measurable benefits obtained by its members. Expanding on this topic, I questioned if previous familiarity with a companion might be a factor strong enough to affect exploration of a novel environment, or if the presence of any conspecific would allow social facilitation. This investigation was also a necessary step to take before testing any group-related effect, as an attachment to one own’s group was a necessary prerequisite for the next experiment. In fact, I then assessed the performances of two flocks facing each other over limited resources. While there have been studies comparing groups’ performances, it has rarely been taken into account how two groups would interact together, even if in the natural environment groups sharing resources are quite common. For my last experiment I focused on one of the most well-studied dichotomous behavioural strategy, i.e. the leader/follower dynamic. I decided to investigate this variable strategy not only during exploration but also in a different situation, one of the most crucial in the life of any animal: the attack of a predator and the split-second reactions to it. The first experiment showed no influence of predation on telomere dynamics: relative telomere length however changed with successive samples. In the second experiment results showed that social connections affected the rate of discovery of a novel food source, with individuals more closely connected to the first feeder foraging before the others. In the following experiment I discovered that averaging over familiarity and sex the presence of a companion strongly increased exploratory behaviour. Familiarity with the companion however had an influence on the social exploration of female sparrows: they explored faster and consumed more resources only when accompanied by a familiar individual. In the experiment where two groups of sparrows faced each other we found out a that group membership affected the outcome of the confrontation, as the group that foraged first ended up almost always consuming more of the limited resource. This meant that whoever shared the group with a risk-averse individual, one that foraged first at a novel food source, gained benefits regardless of their own behavioural traits. Finally, individuals that led movements during exploration were followers during a simulated attack and vice versa, showing that social positions in this species are context dependent. In conclusion, these experiments shed light on interactions between variation in behavioural strategies and the social environment. Our results underscored how various assumptions made by theoretical models on the potential role of complex feedbacks between individual traits and the performance of the entire group were indeed correct and testable in a controlled setting. In the future, in order to keep investigating how social animals trade off costs and benefits in crucial contexts such as novel environment exploration and predator attacks it will be imperative to account for the role of diversity within the social environment.
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6

Magron, Camille-Eléonore. "Portfolio management by individual investors : a behavioral approach." Thesis, Strasbourg, 2014. http://www.theses.fr/2014STRAB007/document.

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Cette thèse est composée de quatre chapitres qui contribuent à une meilleure connaissance des comportements d’échange des investisseurs individuels et de leur performance. Dans le premier chapitre, nous réalisons la première étude consacrée aux performances de portefeuille des investisseurs individuels français. A partir d’une base de données de plus de 8 millions de transactions réalisées par 56 723 investisseurs, nous montrons que les investisseurs français affichent des rentabilités ajustées au risque négatives sur leurs portefeuilles et font des choix d’investissement pénalisants. De plus, nous mettons en évidence que les investisseurs les plus sophistiqués ne sont pas plus performants que leurs pairs.Dans le second chapitre, nous montrons que l’aspiration individuelle constitue un déterminant clé pour expliquer l’hétérogénéité des performances de portefeuille. Nous définissons les aspirations selon la Théorie Comportementale du Portefeuille. Les investisseurs qui ont de fortes aspirations détiennent des portefeuilles plus risqués, échangent plus fréquemment et diversifient moins que les investisseurs ayant de faibles aspirations. En contrôlant de la fréquence des échanges, de la diversification et des facteurs de risque habituels, nous montrons que les investisseurs ayant de fortes aspirations sous-performent les investisseurs ayant de faibles aspirations.Dans le troisième chapitre nous analysons les performances des investisseurs individuels via des mesures adaptées à leurs préférences. Lorsque leurs performances sont évaluées avec ces mesures plutôt qu’avec le ratio de Sharpe, une plus grande part des investisseurs bat l’indice de marché. Cette observation jette un regard nouveau sur les capacités de gestion des investisseurs individuels. Cependant, nous montrons que l’amélioration des performances est liée à la skewness des portefeuilles plutôt qu’à une sélection de titres pertinente.Dans le dernier chapitre, nous explorons les comportements de rachat des investisseurs individuels. Nous montrons que les investisseurs préfèrent racheter (1) les titres pour lesquels ils ont réalisé une plus-value lors de la vente (2) les titres dont le prix a diminué depuis la vente. Nos tests excluent les explications rationnelles et confirment que l’évitement du regret est à l’origine de tels comportements. Sur la base d’une analyse de survie, nous montrons que les investisseurs sophistiqués sont moins sujets à ces préférences
This dissertation is composed of four chapters that make a substantial contribution to existing knowledge of the trading behavior and performance of individual investors. The first chapter provides the most extensive study of the trading performance of French individual investors to date. Based on a large database of nearly 8 million trades realized by56,723 investors, we show that French investors exhibit negative risk-adjusted returns on their portfolios, and make penalizing choices in their trades. We find that more sophisticated investors do not perform better than their peers, and we conclude that investors would gain more from applying a passive strategy. In the second chapter, we evidence that individual aspiration is a key determinant of existing heterogeneity in portfolio performance. We define aspirations according to the Behavioral Portfolio Theory. Investors who have high aspirations hold riskier portfolios, trade more frequently and diversify less than investors who have low aspirations. After controlling for turnover, diversification and usual risk factors, we find that investors with high aspirations underperform investors with low aspirations.In the third chapter we highlight alternative measures of performance that efficiently convey the real preferences of investors. When they are evaluated with these alternative measures rather than with the Sharpe ratio, a higher proportion of investors beat the market index. This observation challenges the global evidence that individual investors are poor portfolio managers. However, our evidence suggests that the improvement of an investor’s performance is linked to portfolio skewness rather than relevant stock selection.In the last chapter, we explore the repurchase behavior of individual investors. We find that French investors prefer to repurchase (1) stocks that have been sold for a gain and (2) stocks that have lost value since their sale. Our tests exclude rational explanations for these preferences and confirm our hypothesis that such patterns can be traced to the avoidance of regret in trades. We use survival analysis to demonstrate that sophisticated investors suffer less from there purchase preferences
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7

Randolph, Adriane B. "Individual-technology fit matching individual characteristics and features of biometric interface technologies with performance /." unrestricted, 2007. http://etd.gsu.edu/theses/available/etd-05182007-113229/.

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Thesis (Ph. D.)--Georgia State University, 2007.
Title from file title page. Melody Moore, committee chair; Detmar Straub, Veda Storey, Bruce Walker, committee members. Electronic text (166 p. : ill. (some col.)) : digital, PDF file. Description based on contents viewed Nov. 5, 2007. Includes bibliographical references (p. 160-164).
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8

Randolph, Adriane. "Individual-Technology Fit: Matching Individual Characteristics and Features of Biometric Interface Technologies with Performance." Digital Archive @ GSU, 2007. http://digitalarchive.gsu.edu/cis_diss/11.

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Abstract INDIVIDUAL-TECHNOLOGY FIT: MATCHING INDIVIDUAL CHARACTERISTICS AND FEATURES OF BIOMETRIC INTERFACE TECHNOLOGIES WITH PERFORMANCE By ADRIANE B. RANDOLPH MAY 2007 Committee Chair: Dr. Melody Moore Jackson Major Department: Computer Information Systems The term biometric literally means “to measure the body”, and has recently been associated with physiological measures commonly used for personal verification and security applications. In this work, biometric describes physiological measures that may be used for non-muscularly controlled computer applications, such as brain-computer interfaces. Biometric interface technology is generally targeted for users with severe motor disabilities which may last long-term due to illness or injury or short-term due to temporary environmental conditions. Performance with a biometric interface can vary widely across users depending upon many factors ranging from health to experience. Unfortunately, there is no systematic method for pairing users with biometric interface technologies to achieve the best performance. The current methods to accommodate users through trial-and-error result in the loss of valuable time and resources as users sometimes have diminishing abilities or suffer from terminal illnesses. This dissertation presents a framework and methodology that links user characteristics and features of biometric interface technologies with performance, thus expediting the technology-fit process. The contributions include an outline of the underlying components of capturing and representing individual user characteristics and the impact on the performance of basic interaction tasks using a methodology called biometric user profiling. In addition, this work describes a methodology for objectively measuring an individual’s ability to control a specific biometric interface technology such as one based on measures of galvanic skin response or neural activity. Finally, this work incorporates these concepts into a new individual-technology fit framework for biometric interface technologies stemming from literature on task-technology fit. Key words: user profiles, biometric user profiling, biometric interfaces, fit, individual-technology fit, galvanic skin response, functional near-infrared, brain-computer interface
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9

Warren, Stephanie M. "Individual performance in the Canada goose Branta canadiensis." Thesis, University of East Anglia, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.386272.

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10

Jackson, A. C. "Group and individual performance on microcomputer-based problems." Thesis, University of Hertfordshire, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376545.

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11

Shulman, Tirza Elana. "Individual differences in cognitive performance : an affect regulatory approach /." Search for this dissertation online, 2006. http://www.lib.umi.com/cr/ksu/main.

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12

Kanz, Cindy Lynn. "The measurement of process control in individual performance evaluation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ35901.pdf.

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13

Cook, Jill Melanie. "The effects of individual protective equipment on work performance." Thesis, University of Southampton, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242561.

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14

Aguilar, Barrientos Sara. "Cultural intelligence and individual performance in global virtual teams." Doctoral thesis, Pontificia Universidad Católica del Perú, 2018. http://tesis.pucp.edu.pe/repositorio/handle/123456789/12875.

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The purpose of this research was to find the relationship that exists between cultural intelligence and contextual performance, when moderated by cultural diversity in global virtual teams. A sample of 215 employees from a multinational services company was used. Data analysis was performed using a multi-group invariance structural equation model (x2/df% = 1.22, p > .01; RMSEA = .05; CFI = .97; SRMR = .08). There was a positive and significant correlation between cultural intelligence and contextual performance, which led to accept hypothesis 1 (Group 1: H1, Y11=.52, p<.01; Y12=.74, p<..01. Group 2: Y1'=.28, p<.01; Y12=.39, p<.01). Categorical moderation revealed that a high cultural diversity, increases the relationship between the independent and dependent constructs, therefore hypothesis 2 was also accepted (H2, Y11=.52, Y12=.74 > Y11=.28, Y12=.39). This allowed concluding that having cultural intelligence impacts positively individual contextual performance in global virtual teams, and that the more culturally diverse people are in the work unit, the higher is this link.
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15

Bush, Jerry J. "Individual differences in the recall of performance appraisal feedback." Thesis, Virginia Tech, 1993. http://hdl.handle.net/10919/45003.

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16

Bush, Jerry J. "Individual differences in the recall of performance appraisal feedback /." This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10062009-020032/.

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17

Dustin, Susan Lynn. "The impact of negative compensation shocks on individual performance." Diss., University of Iowa, 2009. https://ir.uiowa.edu/etd/2695.

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This study examines the impact of negative compensation shocks on individual performance over time. To do so, performance data over a two year time period were obtained for individuals who remained with their organization after experiencing a reduction in compensation. Using both equity theory and the unfolding model of turnover as theoretical perspectives, the study examines whether the magnitude of the shock matters, whether the individual's pay level affects their reaction to a negative shock, and whether or not the impact of a negative compensation shock dissipates over time. Additionally, this study proposes an extension to the unfolding model of turnover by suggesting that a logical outcome in response to a negative shock may be to stay with an organization but to reduce one's performance in response to a dissatisfying situation. Based on equity theory, it was predicted that individuals would decrease their performance (inputs) in response to a decrease in compensation (outputs). To examine these questions, the study used an interrupted time series with a nonequivalent no-treatment control group method of design. Data on 292 individuals were analyzed. The findings were contrary to expectations in that negative compensations shocks caused performance to increase rather than decrease. The contradictory findings may be due to the fact that pay was highly linked to individual performance for the individuals participating in this study. Some of the study's findings do show consistency with expectations. First, the results show that in response to a negative compensation shock, individuals at high pay levels change their performance less than individuals at lower pay levels. Thus, high pay seems to be an insulating factor as it relates to negative compensation shocks. Second, the effects of negative compensation shocks on performance tend to dissipate time. Third, the study shows that the magnitude of the shock matters such that the larger the shock, the larger the resulting performance impact. The practical implications of these findings provide important new insights into contingencies that may affect the outcomes of pay for performance programs, particularly in the case of individuals whose performance in tightly linked to their compensation.
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18

Stack, Petrina Veola. "Comparison of Army Veterans' and Nonveterans' Individual Work Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7255.

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Business managers lack knowledge and understanding of the transferability of Army veterans' individual work performance (IWP) in the private sector, which results in organizations' failure to hire Army veterans who possess strong IWPs. The purpose of this nonexperimental, cross-sectional study was to compare Army veterans' and nonveterans' transferable IWP as defined by task performance (TP), contextual performance (CP), and counter-productive work behavior (CWB). The IWP framework provided the theoretical foundation for this study. The research question examined how veterans' IWPs compared to those of nonveterans. The sample frame included U.S. Army civilian veterans and nonveterans at a large military installation in the United States. Data were collected from the IWP questionnaire with 210 participants (105 veterans and 105 nonveterans). Independent-sample t tests were used to analyze the data based on an alpha of 0.05 and a medium effect size of 0.50. Rejection of null hypotheses provided evidence to indicate differences between veterans' and nonveterans' TP, CP, CWB, and the composite index of IWP. Veterans measured higher compared to nonveterans for all hypotheses tested. The results of the study have several implications for positive social change. Business managers, veterans, and society benefit by improving understanding of veterans' transferable IWPs. Results of this study could lead to an improvement in perceptions of veterans as possessing positive and sought-after work attributes and with a competitive advantage in the workplace, leading to lower unemployment of veterans and higher productivity of companies that hire veterans.
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19

Perez, Rebeca. "Individual Executive Characteristics and Firm Performance: Evidence from CEO Narcissism." Thesis, University of Oregon, 2017. http://hdl.handle.net/1794/22658.

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Narcissism refers to persistent feelings of grandiosity, a need for admiration, and a lack of empathy (American Psychiatric Association 2013). The literature has found narcissism to be associated with individuals making decisions for a firm that fulfill their egos rather than maximize firm value. The literature in psychology, however, suggests that when firms face financial distress, narcissism could be a desirable trait in an individual, enabling the CEO to take the necessary risks and make the necessary decisions for the firm to recover. I study the context under which a firm may benefit from a narcissistic CEO. In this study, I use two measures from prior literature (CEO photo prominence in the annual report and a CEO’s use of first-person personal pronouns) to form a combination measure to investigate whether firms in financial distress are more likely to appoint a CEO with more narcissistic traits. I find some evidence to support this hypothesis. I also examine whether the association between narcissism and future firm performance is affected by the economic conditions of a firm and the visibility of the firm. I find results consistent with firm financial distress increasing a narcissistic CEO’s effect on firm performance in low-visibility firms.
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20

Banerji, Ramendra Nath Ron. "The impact of individual performance related pay on industrial relations." Thesis, University of East London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532632.

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Individual Performance Related Pay (IPRP) has become increasingly popular in the public as well as private sector. There have been moves to extend their coverage to the lower reaches of the organisational hierarchy-clerical and administrative staff, skilled and semi skilled manual workers from the narrow to higher managerial bands. IPRP is being prescribed as a strategic tool used as a way of simulating or reinforcing broader organisation transformation. For example IPRP has been mobilised to simulate greater employee commitment, individualise the employment relationship, revitalise the role and authority of the line manager, enhance staff management communications, and weaken the influence of trade union's. The aim of this study is to evaluate employee attitude towards their line /appraising manager, Also managers prescribe towards trade union operating in partnership with their organisation. The focus of this work is on examining the influence of IPRP on industrial relations. Resultsw ill be derivedf rom quantitativea ndq ualitativea nalysiso f datao btained from employeea ttitudes urveya nd industrialr elationss urveysT. he informationh as been used to gauge whether there is an impact of IPRP on industrial relations and if so to what extent. Information gathering took place as follows: several semi - structured and informal interviews, with managers who introduced or are operating such schemes were conducted. Further to initial knowledge gained from literature review and subsequent information gained from interviews helped a great deal to identify and structure a list of topic for further review to identify and structure a list of topic for further review and to the development of questionnaire for surveys.
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21

Prins, Henry F. "Developing an individual performance management instrument for Overberg District Municipality." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49909.

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Thesis (MPA)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: Overberg District Municipality is required by law to develop and implement a organisational performance management system. This requirement by law is in recognition of the need for government to take real steps to ensure that municipalities effectively deliver on their constitutional mandate. The transformation of local government ushered in a pertinent focus on developing and implementing performance management systems. The researcher experienced that municipalities are at this stage primarily focusing on developing systems for organisational performance management, resulting in minimum attention to individual performance management. The purpose of this research is to develop an individual performance management instrument, integrating the strategic objectives as identified in the Integrated Development Plan of the Overberg District Municipality with the objectives of the individual. The proposed instrument should enhance integrated human resource management and be commensurate with applicable labour legislation. A literature review of performance management and related human resource management practices was conducted in order to gain better insight into the topic. Further to this, legislation and policy documents were analysed with specific reference to performance management. After gathering the information through the literature review, a proposed individual performance management instrument was developed and submitted to subject matter experts for their input. The research is concluded with a presentation of recommendations for implementation at Overberg District Municipality.
AFRIKAANSE OPSOMMING: Die Overberg Distriksmunisipaliteit moet volgens wet 'n organisatoriese prestasiebestuurstelsel ontwikkel en implementeer. Hierdie wetlike vereiste erken die vereiste dat die regering doelgerigte stappe moet doen om te verseker dat munisipaliteite hul grondwetlike mandaat doeltreffend uitvoer. Die transformasie van plaaslike regering het 'n besliste fokus op die ontwikkeling en implementering van prestasiebestuurstelsels meegebring. Die navorser het ondervind dat munisipaliteite op hierdie stadium hoofsaaklik op die ontwikkeling van stelsels vir organisatoriese prestasiebestuur ingestel is, en dus die minimum aandag aan individuele prestasiebestuur gee. Die oogmerk van hierdie navorsing is om 'n individuele prestasiebestuursinstrument te ontwikkel, en daardeur die strategiese doelwitte wat in die Geintegreerde Ontwikkelingsplan van die Overberg Distriksmunisipaliteit geidentifiseer is, met die individu se doelwitte te integreer. Die voorgestelde instrument moet geintegreerde menslikehulpbronbestuur versterk en in ooreenstemming met toepaslike arbeidswetgewing wees. 'n Literatuuroorsig van prestasiebestuur en verwante menslike hulpbronbestuurspraktyke is gedoen ten einde 'n beter begrip van die onderwerp te kry. Verder is wetgewing en beleidsdokumente ontleed met spesifieke verwysing na prestasiebestuur. Nadat die inligting by wyse van die literatuuroorsig versamel is, is 'n voorgestelde individuele prestasiebestuursinstrument ontwikkel en aan kundiges op hierdie gebied voorgelê vir hulle insette. Die navorsing is afgesluit met aanbevelings vir implementering by die Overberg Distriksmunisipaliteit.
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22

Rosenqvist, Olof. "Essays on Determinants of Individual Performance and Labor Market Outcomes." Doctoral thesis, Uppsala universitet, Nationalekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-296299.

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Essay 1 (with Oskar Nordström Skans): This paper provides field evidence on the causal impact of past successes on future performances. Since persistence in success or failure is likely to be linked through, potentially time-varying, ability it is intrinsically difficult to identify the causal effect of succeeding on the probability of performing well in the future. We therefore employ a regression discontinuity design on data from professional golf tournaments exploiting that almost equally skilled players are separated into successes and failures half-way into the tournaments (the “cut”). We show that players who (marginally) succeeded in making the cut substantially increased their performance in subsequent tournaments relative to players who (marginally) failed to make the cut. This success-effect is substantially larger when the subsequent (outcome) tournament involves more prize money. The results therefore suggest that past successes provide an important prerequisite when performing high-stakes tasks. Essay 2: Recent experimental evidence suggests that women in general are more discouraged than men by failures which potentially can explain why women, on average, are less likely than men to reach top-positions in firms. This paper provides the first quasi-experimental evidence from the field on this issue using data from all-female and all-male professional golf tournaments to see if this result can be replicated among competitive men and women. These top-performing men and women are active in an environment with multiple rounds of competition and the institutional set-up of the tournaments makes it possible to causally estimate the effect of the result in one tournament on the performance in the next. The results show that both male and female golfers respond negatively to a failure and that their responses are virtually identical. This finding suggests that women’s difficulties in reaching top-positions in firms are caused by external rather than internal barriers. Essay 3: Voting is a fundamental human right. Yet, individuals that are younger than 18 do typically not have this right since they are considered uninformed. However, recent evidence tentatively suggests that the political knowledge of youths is endogenous to the voting age. I test for the existence of such dynamic adjustments utilizing voting age discontinuities caused by Swedish laws. I employ a regression discontinuity strategy on Swedish register data to estimate the causal effect of early age voting right on political knowledge around age 18. The results do not support the existence of positive causal effects of early age voting right on political knowledge. Thus, we should not expect that 16-year-olds respond by acquiring more political knowledge if they are given the right to vote. This finding weakens the case for a lowering of the voting age from 18 to 16. Essay 4 (with Lena Hensvik): We postulate that firms’ production losses  from absence depend on the employees’ internal substitutability, incentivizing firms to keep absence low in positions with few substitutes. Using Swedish employer-employee data we show that absence is substantially lower in such positions even conditional on establishment and occupation fixed effects. The result reflects sorting on both entry and exit margins, with stronger separations responses when it was difficult to predict the absence of the employees beforehand. These findings highlight that internal substitution insures firms against production disruptions caused by absence and that absence costs are important aspects of firms’ hiring and separations decisions.
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23

Ulman, Sophia Marie. "Gait Variability for Predicting Individual Performance in Military-Relevant Tasks." Diss., Virginia Tech, 2019. http://hdl.handle.net/10919/94346.

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Human movement is inherently complex, requiring the control and coordination of many neurophysiological and biomechanical degrees-of-freedom, and the extent to which individuals exhibit variation in their movement patterns is captured by the construct of motor variability (MV). MV is being used increasingly to describe movement quality and function among clinical populations and elderly individuals. However, current evidence presents conflicting views on whether increased MV offers benefits or is a hindrance to performance. To better understand the utility of MV for performance prediction, we focused on current research needs in the military domain. Dismounted soldiers, in particular, are expected to perform at a high level in complex environments and under demanding physical conditions. Hence, it is critical to understand what strategies allow soldiers to better adapt to fatigue and diverse environmental factors, and to develop predictive tools for estimating changes in soldier performance. Different aspects of performance such as motor learning, experience, and adaptability to fatigue were investigated when soldiers performed various gait tasks, and gait variability (GV) was quantified using four different types of measures (spatiotemporal, joint kinematics, detrended fluctuation analysis, and Lyapunov exponents). During a novel obstacle course task, we found that frontal plane coordination variability of the hip-knee and knee-ankle joint couples exhibited strong association with rate of learning the novel task, explaining 62% of the variance, and higher joint kinematic variability during the swing phase of baseline gait was associated with faster learning rate. In a load carriage task, GV measures were more sensitive than average gait measures in discriminating between experience and load condition: experienced cadets exhibited reduced GV (in spatiotemporal measures and joint kinematics) and lower long-term local dynamic stability at the ankle, compared to the novice group. In the final study investigating multiple measures of obstacle performance, and variables predictive of changes in performance following intense whole-body fatigue, joint kinematic variability of baseline gait explained 28-59% of the variance in individual performances changes. In summary, these results support the feasibility of anticipating and augmenting task performance based on individual motor variability. This work also provides guidelines for future research and the development of training programs specifically for improving military training, performance prediction, and performance enhancement.
Doctor of Philosophy
All people move with some level of inherent variability, even when doing the same activity, and the extent to which individuals exhibit variation in their movement patterns is captured by the construct of motor variability (MV). MV is being increasingly used to describe movement quality and function among clinical populations and elderly individuals. However, it is still unclear whether increased MV offers benefits or is a hindrance to performance. To better understand the utility of MV for performance prediction, we focused on current research needs in the military domain. Dismounted soldiers, in particular, are expected to perform at a high level in complex environments and under demanding physical conditions. Hence, it is critical to understand what strategies allow soldiers to better adapt to fatigue and diverse environmental factors, and to develop tools that might predict changes in soldier performance. Different aspects of performance were investigated, including learning a new activity, experience, and adaptability to fatigue, and gait variability was quantified through different approaches. When examining how individual learn a novel obstacle course task, we found that certain aspects of gait variability had strong associations with learning rate. In a load carriage task, variability measures were determined to be more sensitive to difference in experience level and load condition compared to typical average measures of gait. Specifically, variability increased with load, and the experienced group was less variable overall and more stable in the long term. Lastly, a subset of gait variability measures were associated with individual differences in fatigue-related changes in performance during an obstacle course. In summary, the results presented here support that it may be possible to both anticipate and enhance task performance based on individual variability. This work also provides guidelines for future research and the development of training programs specifically for improving military training, performance prediction, and performance enhancement.
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Feldman, Joseph Allan. "Factors of workforce diversity that influence individual and organizational performance." Thesis, University of Pretoria, 2001. http://hdl.handle.net/2263/29395.

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Affirmative action to redress past discriminatory practices is being implemented on a growing scale in the world, and is creating more diversity in the workforce of organizations. With the implementation of affirmative action in organizations, dramatic changes in the composition of the workforce takes place, especially at management level. Many leaders and managers have a poor awareness of the impact of changes in workforce composition on individual and organizational performance and its management. The central issue in dealing with workforce diversity is power-sharing. A heightened awareness in managers with regard to workforce diversity means becoming open to differences between employees. It also presuppose the creation of an inclusive environment that new groups will need to be let into positions of decisionmaking and influence. Beyond opening the system, organizations will need to create strategies to help staff at all levels to overcome their resistance to this demographic transformation, and deal with one another in harmonious, co-operative ways. Racial fears and tensions have historically shaped the management style of dominant groups to the point where thoughtless prejudice and stereotypical reactions have become the norm. Reactions of workers to such a management style reflects distrust. Diversity-related performance problems can be encountered in organizations, due to the role that diversity plays in individual and organizational behaviour. Dominant groups may project prejudice and stereotyping that result in relationship and task performance problems. Negative effects like absenteeism, lack of training and so forth, give rise to inefficiency and low productivity. Thus, diversity-related problems can increase with increases in diversity (due to affirmative action and employment equity programmes), resulting in an increase in its negative effects on organizational efficiency, if diversity is not managed. The South African economy cannot afford the disregard for the management of diversity. Such disregard poses three dilemmas. The first dilemma is the reality of the consequences of Affirmative action in the context of the management of diversity. Whilst any increase in the level of task non-competitiveness cannot be afforded and accommodated (which in itself is the result of increasing diversity that is not managed), affirmative action has to be implemented. Against this background, it is obvious that South African organizations do not have the option of not understanding the dynamics of affirmative action and its role in the dynamics of workforce diversity. The second dilemma is that there exists a research-need to understand workforce diversity and its issues (diversity-related problems) in South Africa as a prerequisite for developing strategies that are more effective than legislation in dealing with employee-perceptions of equity in the workplace. The third dilemma is the issue of knowing how to manage diversity. Most research in the world to date on was done on “unmanaged diversity”. The status quo of diversity in South Africa is such that diversity related problems are intrinsic to the types of diversity discussed in this study. Diversity will increase in South Africa, which may facilitate the deterioration of the status quo. To reduce the possible negative impacts of this development, the need exists for research to address the three dilemmas discussed. The research method included firstly a literature study on the most recent appropriate perspectives on the dynamics of workforce diversity, and secondly a research design that was used to determine the diversity-related organization form factors of workforce diversity in South Africa. In chapter 2 workforce diversity was studied in the context of Behavioural science, specifically in its contribution to organizational behaviour, with emphasis on group behaviour. Shortcomings of the established Interactional Model of Cultural of Diversity (IMCD) in explaining diversity-related group behaviour is remedied to satisfy research requirements of this study. A new paradigm of workforce diversity is created by integrating research perspectives on diverse-team processes, change-models and the IMCD. The outcome of this study is tested within the context of the results of a pilot-study done in 1997 on the progress made in managing diversity in South Africa. In chapter 3 the management of workforce diversity is studied. The transformation of homogeneity through affirmative action to increased diversity, is investigated. Dimensions of workforce diversity and its role and nature in diversity processes is studied. Most relevant empirical South African research perspectives on the dimensions of diversity in South Africa are integrated with conclusions of chapters 2 and 3 in the construction of a Cultural-specific change model of workforce diversity. In chapter 4 the research design was outlined The diversity-related organization form (mono-cultural, non discriminatory or multicultural), dimensions and factors of workforce diversity is empirically determined at two levels: Firstly, organization form, dimensions, and factors of workforce diversity are identified in a descriptive study. Secondly, the factors of workforce diversity is then determined in a causal study. In chapter 5 the results were reported in terms of the dimensions and organization form that was determined, and the identified factors. The results of the determination of the factors, are presented in the context of a theoretical model of workforce diversity in South Africa, that was established in the causal study. In chapter 6 conclusions and recommendations were reported strictly on the basis of the data of the empirical study and the results. The factors that were determined, are presented as transformational (long-term leadership), and transactional (short-term management) factors. Recommendations are made on appropriate strategies and interventions to manage workforce diversity. This study has limitations that impose constraints on the scope of the study. The population sample is an unrestricted non-probability convenience sample, with size n = 614. Thus, it is very difficult to estimate precision, and interpretations of variance of the mean statistic has to be done very conservatively. The results of the analysis of covariance to be used in inferential methods is affected by the sample’s status as a convenience sample, as variances affect.
Thesis (DBA (Organizational Behaviour))--University of Pretoria, 2001.
Human Resource Management
unrestricted
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SHAW, TYLER HARRISON. "Predicting Vigilance Performance, Stress, and Coping with Individual Difference Measures." University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1212003114.

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Shah, Neha Parikh. "The individual performance effects of multiplex relationships in workplace social networks." Diss., Restricted to subscribing institutions, 2010. http://proquest.umi.com/pqdweb?did=2024769981&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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Kingston, Kieran Michael. "Goal-setting : a psychological skill and an individual difference factor." Thesis, Bangor University, 2000. https://research.bangor.ac.uk/portal/en/theses/goalsetting--a-psychological-skill-and-an-individual-difference-factor(5a06bc37-3fde-4030-bdc3-946452277963).html.

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This thesis comprises a collection of research papers within the areas of goalsetting as a psychological skill, and as an individual difference factor (previously interpreted as a personality characteristic). It uses a variety of methodologies and statistical analyses to address pertinent research questions identified from the goalsetting and goal perspectives literature. The first two studies examined the influence of goal-setting practices on performance and associated cognitions. Specifically, the results from the first study provide support for the use of self-referenced goals, while indicating that process goals have additional benefits over and above those associated with performance goals. The second study into goal-setting suggested that utilising process goals in a more holistic (rather than specific) manner might prove efficacious when they are incorporated into a pre-performance routine. Although the findings providing some support for the use of process goals, it appears that the exact nature of the process goals used is important. The remaining three research studies looked at the propensity of individuals to judge personal ability according to normative and/or self-referenced criteria (ego and task goal orientations). The first study in this area suggested that these criteria change in a systematic fashion in response to naturally occurring situations, and that ability level moderates this effect. The results of the second study indicated that competition performance is differentially affected according to the specific goal orientation profile that athletes hold. The third research study provides evidence which suggests that skill level might be predi icted according to the patterning of goal orientations possessed by athletes.
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Neubauer, Rainer M. "Individual differences in nonconscious information processing and performance of complex tasks /." Access abstract and link to full text, 1990. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9022599.

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Dybdahl, Andreas. "Source Code Inspection : Measuring the Difference Between Individual and Group Performance." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for datateknikk og informasjonsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-22989.

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The purpose of this study is to examine the relationship between the performances of group efforts versus individual efforts. Study of previous research on software inspection has shown that opinions are divided on whether to have a group work stage in the inspection or not. Initially believed to be beneficial for finding defects in source code it has in more recent years shown to be not as effective as once believed and possibly not worth the cost. This study examines the result of an experiment that conducts a slightly altered version of software inspection where subjects work either solely in groups or solely as individuals where the traditional method has subjects first inspect the code alone and then forming a group to discuss their findings. The hypothesis was that the subjects working in groups in such a fashion will perform better, but it is shown that neither group of subjects outperforms the other at finding defects. These results are consistent with previous research in the field, however it is interesting to note that even without individual preparation groups perform similarly to how they have performed in other studies. Since one of the chief arguments against group work is its high cost eliminating a stage from the review process would make it less costly and thus perhaps more desirable as an inspection method.
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Austin, Lydia B. (Lydia Bronwen). "Individual differences in knowledge representation and problem- solving performance in physics." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=41100.

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Concept mapping in college-level physics was investigated. The study was carried out in three parts. First, an attempt was made to validate concept mapping as a method of evaluating student learning at the junior college level (ages 16-21). Several measures were found to be sensitive to differences in students' achievement. Second, the effectiveness of concept mapping as an instructional strategy was investigated. It was found that the strategy led to improvement in multistep problem-solving performance but not in performance on single step problems. Third, the concept maps made by experts in the field were compared with the maps made by high achieving and average achieving students to see if this is yet another way in which high performance and expertise are related. It was found that the high achieving students made maps which more nearly resembled the maps made by experts than those made by average achieving students.
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Jackson, James George. "The relationship between tinnitus, cognitive performance and demands on the individual." Thesis, University of Hull, 2005. http://hydra.hull.ac.uk/resources/hull:5836.

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This Thesis attempted to first replicate the work of Andersson et al. (2000) to identify possible cognitive decrements in tinnitus sufferers. In addition, a number of trait variables were measured in comparison to a matched control group. It was discovered that the tinnitus population did not differ in terms of any trait, yet still performed worse on a number of cognitive tasks - performing as accurately, but significantly more slowly. It was thus concluded that the presence of the tinnitus interfered with cognition by consuming valuable and finite attentional resources. A second study attempted to narrow this down further, identifying specific tasks and specific circumstances in which tinnitus sufferers performed less effectively than their non-tinnitus counterparts. From these results, it was postulated that the relationship between tinnitus severity and cognitive performance is moderated by demand and as such, a longitudinal diary study (six weeks) was undertaken to measure (self-rated) effectiveness under a wide range of demands in real life. Moderated hierarchical regression techniques were thus able to identify situations in which mental demand levels drive the relationship between tinnitus and performance, thus supporting the hypothesis.
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Simmons, Nakisa L. "Identifying environmental and individual factors that influence new nurse graduate performance." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10239545.

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Nursing leaders continue to voice concerns over new nurse graduates’ performance problems. Gaps in new nurse graduate practice and performance problems have been identified primarily using nursing theoretical models. The key objective of this research was to examine new nurse performance through the lens of a human performance model. Using Gilbert’s (1978) updated Behavior Engineering Model (Chevalier, 2003), this study examined the performance of acute pediatric new nurse graduates with 3-15 months of experience in an urban Northeast United States hospital. The New Graduate Nurse Performance Survey (The Nurse Executive Center, 2007) and the updated PRObing BEhavior (Chevalier & Hersey, 2005) questionnaire were used to assess how new nurse graduates rated their performance, work environment, and individual behavior, as well as to identify the environmental and individual factors that support and inhibit their performance. Using a mixed method design, quantitative and qualitative data were collected by means of a web-based survey. Findings revealed new nurse graduates were satisfied with their clinical performance and clinical skills and rated their work environment and individual behavior as satisfactory. Communication, receiving adequate resources, a supportive work setting, and organizational incentives supported new nurse graduates’ work environment. Inadequate feedback, in addition to challenges with preceptors and patient care technicians, inhibited new nurse graduates’ performance. Clinical training programs were found to support new nurse graduates’ performance, whereas difficulties with managing job-related stress, lack of self-care, and strained working relationships with support staff, inhibited their performance. Implications from this study are that nursing leaders and nursing educators should assess the unique needs of their new nurse graduates. This would allow healthcare organizations to design and implement tailored strategies and programs to support their novice nurses’ specialized needs. In addition, nursing leaders can tackle barriers to their new nurse graduates’ nursing practice and role transition. Further studies could explore the hardships new nurse graduates experienced with support staff during their transition by looking at the dynamics, interactions, and working relationships between novice nurses and support staff. Future studies using Gilbert’s BEM (1978), Chevalier’s updated BEM (2003), Gilbert’s PROBE model (1982, as cited in Hersey and Chevalier, 2005), and Hersey and Chevalier’s updated PROBE Model (2005), or other human performance models could be used in the nursing field to investigate different aspects of new nurse graduates’ performance, role, and workflow. Another area for future consideration is examining pediatric nurses at other stand-alone pediatric acute care hospitals and non-specialty acute care hospitals among general clinical nurses to determine what work factors present challenges for them within the work environment.

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Hayes, Read. "US store detectives : the relationship between individual characteristics and job performance." Thesis, University of Leicester, 2001. http://hdl.handle.net/2381/31257.

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US retailers lose over $30 billion in merchandise annually. Merchants also suffer billions more in losses of cash, supplies, time, equipment, and growing civil liability costs. In order to control these losses, retail companies use a combination of people, programs, and systems. A review of the literature indicates specialised loss prevention employees are an important part of many asset protection programs.;A major interest of managers is improving the efficiency of their crime and loss control processes, including loss prevention store detective programs. Retail managers commonly use job performance reviews to gauge the individual efficacy of store detectives. In addition to job training, and job output supervision, research has indicated certain stable characteristics of individuals helps explain actual job performance, making pre-employment selection a critical part of process improvement. However, relatively little attention has been devoted to the selection of in-store detectives in the literature.;Qualitative research was used to identify critical job tasks in order to develop and validate a specialised job performance instrument. The preliminary research with subject matter experts indicated four distinct job roles of store detectives. This job analysis also resulted in a new job performance rating instrument later tested in the quantitative phase of the project.;Subsequently, a quantitative study of 201 US store detectives (using the performance instrument in a concurrent validity design) developed four distinct selection models designed to help explain role-specific job performance variance. Four hypothesis regarding the relationship between biographical data, personality traits, cognitive ability and the four measures of job performance were tested using multiple and logistic regression. The four resulting models explained between 13% and 23% of the variance in detective job performance measures.;Implications of the project's findings, and suggestions are also discussed in context t the current sample, as well as prior work in pre-employment selection research.
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Branco, Ana Marta Falua. "O efeito do estilo de tomada de decisão na performance individual." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/20199.

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Mestrado em Gestão e Estratégia Industrial
A tomada de decisão assume um papel fulcral na gestão das organizações, sendo na maior parte das vezes considerada como o critério relevante na avaliação da performance individual. O presente estudo tem como primeiro objetivo identificar os estilos de tomada de decisão adotados pelos profissionais de gestão e treinadores de basquetebol portugueses. O segundo objetivo visa compreender se o estilo de tomada de decisão influencia a performance individual, consoante o contexto onde os indivíduos estão inseridos. Os resultados obtidos mostram que a performance individual é influenciada pelo estilo de tomada de decisão, nomeadamente existem diferenças na performance alcançada entre o estilo comportamental face ao analítico e parcialmente no estilo diretivo face ao analítico. Por outro lado, o contexto onde os decisores estão inseridos não afeta a relação entre o estilo de tomada de decisão do gestor/treinador e a sua performance individual.
Decision making plays a central role in the management of organizations and is often considered as the most significant criterion for performance evaluation. The main objective of this study is to define the decision-making styles adopted by public and private administration professionals and portuguese basketball coaches, as well as understanding if the decision-making style influences individual performance, considering the context in which variables are embedded. The results obtained in the present study show that the individual performance is influenced by the decision making style, namely there are differences in the performance achieved between the behavioral style towards the analytical and partially in the directive style against the analytical. The context in which decision makers are inserted does not change the correlation between the manager/coach's style and individual performance.
info:eu-repo/semantics/publishedVersion
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Fox, Jeremy. "Individual performance in a piecework setting: an analysis of employee differences." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/74780.

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Incentive pay systems are of interest to both researchers and practitioners as a way to improve employee productivity and efficiency. Past research has considered the design of incentive systems, the effects of systems and costs/benefits to employers. Little consideration has been given to another issue: what characteristics are associated with high incentive pay performers? Research that has considered the effect of personal variables on incentive-rewarded performance has failed to provide a theoretical framework in which findings could be considered, and thus lacks the underlying unity and cohesiveness that a theoretical model could provide. In order to investigate the relationship between an individual's characteristics and incentive-rewarded performance, a questionnaire was administered to 453 employees of a major garment manufacturer. Employees responded to questions about their background, their interests and their attitudes toward their work. Performance was measured using employee production data from a nine week period collected by the company. This study proposed and investigated a theoretical model of piecework performance which postulates that motivation, within a piecework setting, is a function of the valences of pay and workgroup affiliation. This model proposes that this measure of motivation, in combination with an ability measure, is related to performance. Quantitative results indicate that this model is useful in understanding piecework performance. Both the valence of pay and ability were found to be predictive of performance. Moreover, the valence of pay was related to age and Protestant ethic while previous findings that employees high in affiliation need were susceptible to rate restriction were not supported. Findings from this study hold promise for more effective selection of piecework employees and add insight into the use of incentive pay to increase individual performance.
Ph. D.
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Hill, Nora Sharon. "Virtual team member performance and viability the influence of individual characteristics /." College Park, Md. : University of Maryland, 2008. http://hdl.handle.net/1903/8119.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2008.
Thesis research directed by: Robert H. Smith School of Business. Dept. of Management and Organization. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Chaves, Vladson Filgueiras. "Individual values and performance averages leadership: an exploratory study in an industry of foods." Universidade Federal do CearÃ, 2014. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=15490.

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nÃo hÃ
This thesis presents a study on individual values, averages leadership and self-reported performance, promoting interest, raising questions and discussions on organizational behavior of the field with respect to these constructs. The main objective It was to identify the value priorities of the middle leaders and relate them to the professional performance, and the methodological procedure to carry out an exploratory-descriptive study, through the application of a survey, which was scaled using questionnaires: SVS individual values and self-reported performance, both on the Likert scale and deductive logic. The survey was conducted with all individuals who hold positions of medium leaders in a state of Cearà the food industry. Data were collected electronically and analyzed by SPSS software descriptive and statistical factor. The results of value priorities pointed to the motivacionaisBenevolÃncia types associated with compliance, and for those with better self-reported performance combination took different: Grace associated with self-determination. The overall objective was reached because the value priorities of average leaders were identified and related to job performance, checking what motivational types are on top of those with better autoreportado performance. We conclude, therefore, that this trabalhopode contribute with regard to organizational behavior, especially with regard to business management, in addition to emphasizing the importance of the middle leaders in the context of organizational leadership, compreensÃodos its values, its performance and, consequently, motivations
A presente dissertaÃÃo apresenta um estudo sobre valores individuais, mÃdias lideranÃas e desempenho auto-reportado, promovendo interesse, levantando questÃes e discussÃes no campo do comportamento organizacional com relaÃÃo a estes construtos. O objetivo principal deste trabalho foi identificar as prioridades axiolÃgicas das mÃdias lideranÃas e relacionÃ-las ao desempenho profissional, tendo como procedimento metodolÃgico a realizaÃÃo de um estudo exploratÃrio-descritivo, por meio da aplicaÃÃo de uma survey, a qual foi dimensionada utilizando-se os questionÃrios: SVS de valores individuais e desempenho auto-reportado, ambos em escala likert e com lÃgica dedutiva. A pesquisa foi realizada com todos os indivÃduos que ocupam cargos de mÃdias lideranÃas em uma indÃstria de alimentos do estado do CearÃ. Os dados foram coletados por meio eletrÃnico e analisados pelo software SPSS com estatÃstica descritiva e fatorial. Os resultados das prioridades axiolÃgicas apontaram para os tipos motivacionaisBenevolÃncia associado com Conformidade, e para aqueles com melhor desempenho auto-reportado a combinaÃÃo se deu diferente: BenevolÃncia associado com AutodeterminaÃÃo. O objetivo geral do trabalho foi atingido porque as prioridades axiolÃgicas das mÃdias lideranÃas foram identificadas e relacionadas ao desempenho profissional, verificando quais os tipos motivacionais estÃo no topo de quem tem melhor desempenho autoreportado. Conclui-se,portanto, que este trabalhopode contribuir no tocante ao comportamento organizacional, em especial no que tange à gestÃo empresarial, alÃm de ressaltar a importÃncia das mÃdias lideranÃas no contexto da lideranÃa organizacional, da compreensÃodos seus valores, sua performance e, conseqÃentemente, motivaÃÃes.
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Luotonen, David, and Markus Hasselström. "Subjective and objective performance assessment : Performance pay at Trelleborg Forsheda AB." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9660.

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The purpose of this thesis is to understand the opinions and potential effects of objective and subjective assessments of performance as a basis for performance pay for blue-collar workers.

The study takes a qualitative approach to find out how and why four companies - Trelleborg Forsheda, Finnveden Powertrain, Isaberg Rapid and Parker Hannifin- work with salaries, incentive system and performance assessment the way they do.

The concept of individual salary is central in this thesis, and individual salary is based on four criteria; capabilities, performance, work demand and formal competence. These can be divided in subjective or objective criteria. Individual salaries also contribute to salary divergence, which in many studies have indicated higher performance. Important to remember is that it has to exist a purpose to salary divergence and how salary is diverged in the company is related to the goals and strategy of the company. If the company chooses to have performance based salaries- which is salary divergence- another question arise; what is good performance?

In organizations that have performance salaries, a group or an individual (often the middle manager) have to decide if a certain group of personnel performs good or bad. This can mainly be done in two different ways; objective performance assessment or subjective performance assessment. Objective performance assessment is based on numerical calculation of measures, which will form the basis for rewarding employees using a salary system that reward performance. Subjective performance measurements are based on judgment. Instead of relying on numerical calculations, one evaluates if the results reflect good or bad performance.

For both methods it is essential that the personnel feels that the salaries are fair, and that the salary system is clear and easy to understand. Something else that is important to understand is that employer and employee have different views in what is a fair salary.

Objective assessments are based on numerical calculations of measures, and one important property such measures have is that they don’t leave any room for excuses. Research indicate that performance pay has important motivation enhancing effects, but the profitability doesn’t always benefit from it. When monitoring costs are high, or product quality or long term thinking is required, hourly wages may be preferable. Tasks which are measured, will naturally be prioritized by the organization. This means that the choice of measures is very important. The amount of measures mustn’t be too high, and they have to be carefully considered. Subjective assessments are the opposite to objective ones. The advantages with subjective performance assessments are, among other things, that additional information which have surfaced during the period of measurements can be taken into consideration, errors in the measurement process can be corrected and unlucky circumstances can be dealt with. However, problems exist in unfair assessments, which are based on prejudice.

Findings in this report shows that profitable companies have large differences in their salary systems. This is also supported by other research. The company Isaberg Rapid AB only uses objective criteria, focused on simplicity and group rewards. Finnveden Powertrain on the other hand, has a system focused on individuals and subjective assessments. Some conclusions could be drawn; one of the most important being that connections between the type of activities and the salary system is positive, and that salary systems have to be updated and revised continuously.

 

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Cianciolo, Anna Therese. "Unitary or differentiated ability constructs for describing performance? : investigating individual differences and task characteristics." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29915.

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Ioannou, Athina. "Examining the role of mindfulness in mitigating technostress and its negative consequences." Thesis, Brunel University, 2018. http://bura.brunel.ac.uk/handle/2438/16334.

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The proliferation and ubiquity of information technologies (ICTs) have transformed the working environment of organizations, making imperative the engagement of individuals with various technologies for the accomplishment of their work tasks. Although ICTs have offered significant benefits both to individuals and organizations, those advances have come with some costs. Recently, academic literature has shown an increased interest in the dark side or else the negative aspects of technology usage within the workplace, focusing on the stress that individuals experience due to the extended usage of ICTs called technostress. A considerable amount of literature has been published on the concept of technostress revealing its severe consequences on individuals, leading to huge monetary costs for organizations; however, few studies have investigated mechanisms for the alleviation of this phenomenon thus the need for further research is crucial. Addressing this call of research, the present study contributes to the technostress literature by adopting for the first time a mindfulness perspective. The current study aims to examine the role of mindfulness as an organizational mechanism that can mitigate the impact of technostress on individuals as well as alleviate its negative consequences. By following a mixed methods approach, the current study involved two phases; At first, a theoretical framework was developed, based on the transactional-based model of stress, in order to examine the influence of mindfulness on technostress as well as its impact on job related and IT usage related outcomes. By conducting a survey-based approach and exploring a sample of 500 working individuals, the developed model was validated through SEM analysis revealing that mindfulness constitutes a powerful mechanism that can effectively reduce technostress, increase job satisfaction while also enhance user satisfaction while utilizing ICTs for work tasks and improve task performance. During the second phase of the study, the thematic analysis of the collected data, derived from semi-structured interviews, validated the results of the quantitative analysis confirming the role of mindfulness in reducing technostress conditions; while also yielded deeper insights revealing a set of strategies that more mindful individuals deploy during technostress experiences. Overall, the current study enhances existing literature in the IS domain by revealing the valuable role of mindfulness in protecting individuals against the negative impact of stressful events occurring due to ICT usage while also providing substantial practical implications; By introducing mindfulness programs for their employees, corporate and HR managers can significantly improve employees' work life, increase individual productivity and enhance overall wellbeing at work thus ultimately improving the business performance and overall success of the organization.
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Ly, Linda. "Performance Appraisal in a Family Business." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10605651.

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This qualitative study explored the perceptions of effectiveness of a performance review process at one family business. Ten employees across the firm were interviewed in order to describe the process, identify its strengths and weaknesses, and offer suggestions for improvement. Findings suggest that participants understood the process steps and timing, but had less accurate understanding of the process outcomes. Participants generally perceived the process as fair, helpful, and valuable to their development. Noted strengths included the process design and support from direct managers, executive leaders, and the organization. Weaknesses included the lack of structure, poor consistency in ratings, timing issues, and lack of goal alignment. Recommendations include improving the rating system, adjusting the process timing and structure, leveraging evaluation data as a talent management tool, and increasing stakeholder involvement. However, these study findings are considered exploratory, and more research should be conducted to determine how representative these findings are of family businesses.

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42

Joshua-Gojer, Ashwini. "The cross-cultural adjustment of self-initiated expatriates and individual work performance." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849667/.

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Globalization in the past few decades has been marked by increased mobility of highly skilled workers from one country to another. Even though self-initiated expatriation is a widespread phenomenon, it is a relatively under-researched phenomenon in the academic literature, especially in an organizational context. Existing literature shows that not all individuals are equally suited to embark on a new life in another country, and self-initiated expatriates (SIEs) could be particularly susceptible to failure since they have no support from a home organization. This study was designed to investigate the experiences of self-initiated professional expatriates and the effect it had on their work performance. The purpose was to understand how their organizational and social experience affected their cross-cultural adjustment process and in turn affected their individual work performance. The researcher used a qualitative method using semi-structured interviews, observations, and documents with ten self-initiated expatriates. This study contributed to the expanding literature on the experiences of self-initiated expatriates, specifically how different support systems affected cross-cultural adjustment and individual work performance.
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43

Malone, LaToya D. "Individual differences and stress reactions as predictors of performance in pilot trainees." Thesis, Manhattan, Kan. : Kansas State University, 2010. http://hdl.handle.net/2097/4131.

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44

Coelho, Jose Flavio Guerra Machado, and f. coelho@bigpond com. "SUSTAINABILITY PERFORMANCE EVALUATION MANAGEMENT SYSTEMS MODEL FOR INDIVIDUAL ORGANIZATIONS AND SUPPLY CHAINS." Central Queensland University, 2006. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20060720.094327.

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The title of the research is Sustainability Performance Evaluation Management Systems Model for Individual Organizations and Supply Chains. This research has achieved its aim to develop and demonstrate the practical implementation of a simple and objective sustainability performance evaluation management system model for individual organizations and supply chains. It has resulted in the recognition that a new concept – Network of Interested Partners – underpins the achievement of sustainability. The term acknowledges the interdependence and reflects the essential cooperation that must be achieved between business organisations, their commercially related entities and the local community if progress towards sustainability is to be achieved. It therefore encompasses and extends the concept of a supply chain as currently used. Sustainable Development is defined by the World Commission on Environment and Development as development, which meets the needs of the present without compromising the ability of future societies to meet their own needs. Organizations, as part of human activities, also have to be sustainable. The sustainability of organizations is directly linked to the continual improvement of business performance. Many organizations have found a way to improve performance through the establishment of management systems. International Organization for Standardization (ISO) standards are recognized worldwide as reliable and efficient tools for the implementation of management systems. However, they do not always result in the desired improvement in outcomes. Therefore, if the required improvement of business performance is to be achieved, improved methodologies for development and implementation of performance evaluation (PE) processes are necessary. These methodologies must take into consideration sustainability principles. They also have to be applicable to individual entities and supply chains, with or without management systems in place. Supply chains are important because it is being increasingly recognized that overall supply chain performance is a means of adding value and competitive advantage to all businesses. In the first part of the research a performance evaluation model or PE (version 1 model) was developed. This was used as criteria to compare and evaluate existing performance evaluation processes and outcomes of individual organisations and their respective supply chain within the Gladstone region, Australia. Questionnaires have also been used to identify and evaluate the needs of the interested parties in relation to the organizations’ and supply chains’ business performance and processes of performance evaluation. All the information provided in the first part of the research was used by the researcher to develop the Sustainability Performance Evaluation Management Systems model or SPEMS (version 2 model). This incorporates the concepts of Network of Interested Parties/Partners. In particular, one of the outcomes is recognition that organizations need to establish partnerships if effective supply chain performance improvement is to be achieved. Therefore the establishment of partnerships has become a key requirement for the implementation of SPEMS. The establishment of partnership among participants of a supply chain of Gladstone and implementation of the eight first steps of the SPEMS (version 2 model) in this supply chain was commenced successfully through workshops. The supply chain was formed by commercial organizations, government entities and interested parties from the community. SPEMS requires that partners all have the same level of ownership and authority in the decisions of the supply chain. Some new terms and their definitions have been created within the research to support the new SPEMS model. They include: Network of Interested Partners, sustainability for organizations, sustainability KPI and sustainability friendly organizations. All of the above are encompassed within the final SPEMS (version 3 model).
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VALADARES, RODRIGO COPONY. "THE INFLUENCE OF PERFORMANCE MANAGEMENT SYSTEM INTO INDIVIDUAL COMMITMENT IN THE ORGANIZATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=8732@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
Na literatura mais recente da gestão observa-se o crescente discurso ressaltando a importância das pessoas dentro da organização. Como conseqüência, as empresas vêm implementando políticas e práticas que visam elevar o comprometimento e a produtividade de seus empregados. Entre essas ferramentas está o Sistema de Gestão de Desempenho. O presente estudo tem como objetivo investigar a influência dos Sistemas de Gestão de Desempenho no comprometimento dos indivíduos com relação às organizações e às metas estabelecidas. Através de um estudo de campo com a utilização de questionários, a pesquisa observou que as variações nos níveis de comprometimento são mais visíveis quando indivíduo percebe que o Sistema de Gestão de Desempenho propicia ganhos para o funcionário, tais como oportunidades de crescimento profissional, maior acesso à informação e maior autonomia de decisão. Além de uma maior influência sobre o comprometimento para com as metas, tais práticas levam à formação de um comprometimento normativo (quanto à organização e a meta) e, em menor escala, a um comprometimento afetivo com a organização.
In the current literacy we observe a growing speech showing the importance of the employees to the organizations. As a consequence, organizations have been implementing policies and practices with the aim to increase employee´s commitment and productivity. Among these practices we identify the Performance Management System. The present study intends to investigate the influences of Performance Management System in individual commitments towards the established goals and the organizations itself. Analyzing the questionnaires handed out to individuals working in different organizations, the present study concluded that commitment level´s variation are more visible when the employee has the perception that Performance Management System offers him some kind of return, like an opportunity to develop their careers, greater information´s availability or a chance to acquire more autonomy to make decisions. In addition of increasing the influence over goals commitments, these practices also ascend over normative commitment (towards the goals and the organizations as well) and, in a minor scale, over an affective commitment towards the organization.
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NIEMEYER, JEANE RODRIGUES LUCENA. "ETHICAL LEADERSHIP AND LMX (LEADER MEMBER EXCHANGE): AN ANALYSIS OF INDIVIDUAL PERFORMANCE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=23907@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
Em um contexto marcado por crises políticas, sociais e econômicas, correntes teóricas acerca do tema Liderança assumem nova configuração ressaltando a relevância da ética e moralidade no processo de liderar. Diante do clima de medo e incerteza gerado por essas adversidades (NORTHOUSE, 2010), o grande desafio dos últimos tempos parece ser restabelecer a confiança, esperança e otimismo (AVOLIO e GARDNER, 2005). Este estudo analisou a influência da liderança ética sobre os funcionários no que diz respeito ao desempenho, comprometimento com a meta e cidadania organizacional através da qualidade da relação de troca entre o líder e seus subordinados (LMX). A pesquisa foi realizada em uma empresa multinacional de telecomunicações, com uma amostra de 161 vendedores e 15 gerentes de lojas. Os resultados indicam que há uma relação significativa da ética do líder com a qualidade do relacionamento com seus seguidores e consequente desempenho individual.
In a context marked by political, social and economic crisis, theoretical currents concerning the subject leadership assume new configurations standing out the relevance of the ethics and morality in the leadership process. Given the climate of fear and uncertainty generated bythese adversities (NORTHOUSE, 2010), the great challenge of the present tiem seems to be to reestablish confidence, hope and optimism (AVOLIO and GARDNER, 2005). This study analyzed the influence of ethical leadership on the performance of the workers, goal commitment and organizational citizenship through the quality of the relationship (LMX) established between the leader and his subordinate. The research was carried through in a multinational telecommunications company, with a sample of 161 salesmen and 15 store managers. The results indicate a significant relationship between the ethics of the leader and the quality of the relationship they have with their followers and consequent individual performance.
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47

Wang, Fang. "Individual Characteristics in Performance Appraisal." Thesis, 2010. http://spectrum.library.concordia.ca/7425/4/Wang_MSc_S2011.pdf.

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48

Chia-YingTsou and 鄒佳穎. "Employee Perceived High Performance Work System and Individual Performance." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/h5e335.

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碩士
國立成功大學
國際企業研究所
106
Until now, sustainable development is the one and only way for all companies to inherit. In addition to providing comprehensive human resources management system within organization, companies also need to cultivate the relationship among employees and create the climate of work environment. When companies establish a suitable series of career development mechanisms and follow-up in the long run, and providing sufficient resources, then employees with high organizational commitment as a matter of course. Employees would identify themselves with organization and make all-out effort. Nowadays, every trade is experiencing the talent competition. Employees are the key factor of companies’ success only when companies realize that employees as their valuable assets. Therefore, coordinating HR for the maximum effect is the purpose of this study. The study try to explore the relationship between employee perceived HPWS and job engagement, self-efficacy, which affects individual performance. We also exam whether job engagement and self-efficacy as mediators between employee perceived HPWS and individual performance. Furthermore, we test whether concern for worker climate moderate the relationship between job engagement, self-efficacy and individual performance. The research is performance through the questionnaires survey with two version to Taiwanese companies, one for team leader and the other for team member. Overall, a total of 247 questionnaires were distributed, and 215 valid questionnaires were returned, resulting in a return rate of 87.4%. We use hierarchical regression analysis to verify all hypotheses. Our results can be summarized as follows. First, employee perceived HPWS is positively related to job engagement and self-efficacy. Second, job engagement and self-efficacy are positively related to individual performance. Third, job engagement mediates the relationship between employee perceived HPWS and individual performance. Finally, self-efficacy mediates the relationship between employee perceived HPWS and individual performance.
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Silvano, Diogo Teixeira Lourenço Silva. "Do smart homes influence individual performance?" Master's thesis, 2020. http://hdl.handle.net/10362/99856.

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Dissertation presented as the partial requirement for obtaining a Master's degree in Statistics and Information Management, specialization in Marketing Research e CRM
The penetration of smart home devices in people’s homes have increased and multiple studies have been done regarding its health, financial and environmental benefits. Given the lack of studies on the psychological and wellbeing benefits, we study if there is an influence of the use of these devices on individual performance, while also studying the main factors influencing the perceived value of this technology. The results of 175 users of smart home devices, show usefulness, enjoyment and perceived fee to be the main dimensions involved in the perceived value of this technology, while its use positively effects individual performance.
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50

Fernandez, Jeffrey Evan. "Coaches' motivational techniques and individual athletic performance." 2005. http://www.oregonpdf.org.

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