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Gotowe bibliografie tematyczne / Workplace performance / Artykuły w czasopismach

Artykuły w czasopismach na temat „Workplace performance”

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Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 21 lutego 2023

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Hastuti, Dwi. "Exploring the Relationship Between Personality Factors and Workplace Deviant Behavior Among Pekanbaru City Civil Servants". Performance 24, nr 1 (29.09.2017): 1. http://dx.doi.org/10.20884/1.performance.2017.24.1.309.

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This study investigated personality factors as predictors of workplace deviance behavior among civil servants in Pekanbaru, Indonesia. Using cross-sectional survey method, data were conducted to 263 civil servants from various departments and Agencies in Pekanbaru by using questionnaires. The instrument for data collection includes the Big Five Inventory (BFI) and the Workplace Deviance Scale. The hypothesis was used multiple regression with data analyzed by using Partial Least Square (PLS). The results revealed that there were a significant influence personality factors to workplace deviance behavior. The independently, extraversion and conscientiousness have negative significant to workplace deviance behavior and neuroticism and openness to experience have positive significant to workplace deviance behavior but not agreeableness significantly. This study recommended that the importance of taking personality traits into consideration during employee recruitment processes to minimize workplace deviant behavior.

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Williams, Claire. "Measuring Workplace Performance". Ergonomics 51, nr 6 (17.05.2008): 951. http://dx.doi.org/10.1080/00140130701680403.

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Chevalier, Roger. "Improving Workplace Performance". Performance Improvement 53, nr 5 (maj 2014): 6–19. http://dx.doi.org/10.1002/pfi.21410.

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Mitchell, Richard, i Joel Fetter. "Australian Workplace Agreements and High Performance Workplaces: A Reply". Journal of Industrial Relations 45, nr 4 (grudzień 2003): 528. http://dx.doi.org/10.1111/j.0022-1856.2003.00098.x.

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de Menezes, Lilian M., i Ana B. Escrig. "Managing performance in quality management". International Journal of Operations & Production Management 39, nr 11 (9.12.2019): 1226–59. http://dx.doi.org/10.1108/ijopm-03-2019-0207.

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Purpose The purpose of this paper is to address potential effects of the control element in quality management. First, behavioural theories on how elements of performance management can affect organisational performance are examined. Second, theoretical models on how perceptions of work conditions may impact well-being and performance are considered. Direct and indirect pathways from performance management to productivity/quality are inferred. Design/methodology/approach Matched employee-workplace data from an economy-wide survey in Britain and two-level structural equation models are used to test the hypothesised associations. Findings The use of practices in workplaces is inconsistent with a unified performance management approach. Distinct outcomes are expected from separate components in performance management and some may be contingent on workplace size. For example, within quality planning, strategy dissemination is positively associated with workplace productivity; targets are negatively associated with perceptions of job demands and positively correlated with job satisfaction, which in turn can increase workplace productivity. With respect to information and analysis: keeping and analysing records, or monitoring employee performance via appraisals that assess training needs, are positively associated with workplace productivity and quality. Originality/value This paper illustrates how control in quality management can be effective. Although the merits of performance management are subject to ongoing debate, arguments in the literature have tended to focus on performance appraisal. Analyses of economy-wide data linking performance management practices, within quality management, to employee perceptions of work conditions, well-being and aggregate performance are rare.

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K. Dimoff, Jennifer, E. Kevin Kelloway i Aleka M. MacLellan. "Health and performance: science or advocacy?" Journal of Organizational Effectiveness: People and Performance 1, nr 3 (2.09.2014): 316–34. http://dx.doi.org/10.1108/joepp-07-2014-0031.

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Purpose – The purpose of this paper is to examine the literature assessing the return-on-investment (ROI) of healthy workplace programs. Design/methodology/approach – Used a narrative review to summarize and evaluate findings. Findings – Although substantial ROI data now exist, methodological and logical weaknesses limit the conclusions that can be drawn. Practical implications – A strategy for monetizing the benefits of healthy workplaces that draws on both human resource accounting and strategic human resource management is described. Social implications – The promotion of healthy workplaces is an important goal in its own right. To the extent that ROI estimates are important in advancing this goal, these estimates should be based on clear logic and strong methodology. Originality/value – The paper suggests the need for stronger research designs but also note the difficulties in monetizing outcomes of the healthy workplace.

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Bryson, Alex, John Forth i Patrice Laroche. "Evolution or revolution? The impact of unions on workplace performance in Britain and France". European Journal of Industrial Relations 17, nr 2 (czerwiec 2011): 171–87. http://dx.doi.org/10.1177/0959680111400907.

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We use nationally representative workplace surveys to examine the relationship between unionization and workplace financial performance in Britain and France. We find that union bargaining is detrimental to workplace performance in both countries. However, in Britain the effect is confined to the declining proportion of unionized workplaces where there is active collective bargaining. In the French case, the effect is confined to the minority of cases where unions have high density and to unions with a reputation for militancy.

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Addison, John T., i Paulino Teixeira. "Trust and Workplace Performance". British Journal of Industrial Relations 58, nr 4 (8.01.2020): 874–903. http://dx.doi.org/10.1111/bjir.12517.

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Metcalf, David. "Workplace governance and performance". Employee Relations 17, nr 6 (wrzesień 1995): 5–24. http://dx.doi.org/10.1108/01425459510147516.

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Weakliem, David L., i Stephen J. Frenkel. "Morale and Workplace Performance". Work and Occupations 33, nr 3 (sierpień 2006): 335–61. http://dx.doi.org/10.1177/0730888406290054.

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Pariyanti, Eka, i Najmidun Najmidun. "MENGURANGI KONFLIK KARYAWAN MELALUI SPIRITUALITAS ISLAM DI TEMPAT KERJA "MENGANALISIS KINERJA KARYAWAN DI BANK SYARIAH”". Ekombis Sains: Jurnal Ekonomi, Keuangan dan Bisnis 6, nr 1 (19.04.2021): 55–62. http://dx.doi.org/10.24967/ekombis.v6i1.1112.

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The research aims to empirically examine the effect of Employee Conflict through the workplace of Islamic spirituality and Analyze Employee performance at Islamic Banks. The data collection method uses a questionnaire. The total sample of 36 employees at the Islamic Bank in Indonesia. Data analysis techniques using linear regression and path path. The results showed that the Spiritual Workplace influenced the conflict of Islamic Bank employees. Conflict affects the performance of Islamic Bank employees. Spiritual Islamic Workplace affects the performance of Islamic Bank employees. Indirectly employee conflict through Islamic Workplace employees has a significant effect on the performance of Islamic Bank employees. The results of the study are expected to be an input for managers to reduce conflicts in the company with Islamic spirituality workplaces

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Pradhan, Ajay, i Jalsha Joshi. "Impact of Workplace Bullying on Employee Performance". International Research Journal of Management Science 4 (1.12.2019): 1–13. http://dx.doi.org/10.3126/irjms.v4i0.27882.

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Background of the study: The past decade bullying has received growing attention in organization research where analysts have announced disturbing discoveries about the negative results related with harassing, both for the people and the associations concerned. It is a behavior that occurs over a period of time and is meant to harm someone who feels powerless to respond. Verbal bullying includes teasing and threatening to cause harm whereas social bullying is occurred in the workplace that might happen by leaving someone out of a meeting on purpose of publicly reproaching someone. Objectives: The main objective of this study is to examine whether there is existence of any bullying practices in the Nepalese workplaces. It also aims to examine the association between workplace bullying and employee’s performance. Methods: The study was employed descriptive and causal comparative research design. Primary data for each variable was collected from 80 employees of different hospitals working in Kathmandu and Lalitpur. To observe the employee bullying and employee’s performance, structured questionnaire was used to collect responses. Results: Results of study reveals that workplace bullying, working environment and individual job characteristics have significant positive association with employee performance and negative relationship between organizational responses and employee performance. Conclusions: The study concludes that the most persuasive factor that influences the employee performance is working environment followed by individual job characteristics, workplace bullying and the least one being organizational responses. Implications: To meet organizational goal, respondents mentioned that hospital should create conducive working environment. The firm should imply “The Sexual Harassment at Workplace Prevention Act, 2015” as mentioned by Nepal Government. Everyone should be equally treated in an organization provided that every individuals’ rights being protected at the same time.

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Patel, Bhoomi, i Tarjani Desai. "Effect of Workplace Fun on Employee Morale and Performance". International Journal of Scientific Research 2, nr 5 (1.06.2012): 323–26. http://dx.doi.org/10.15373/22778179/may2013/109.

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Sun, C., C. Thelen, I. Sancho Sanz i A. Wittmann. "Real-time performance of filtering facepiece respirators at the workplace/Echtzeit-Performance partikelfiltrierender Halbmasken am Arbeitsplatz". Gefahrstoffe 79, nr 10 (2019): 378–84. http://dx.doi.org/10.37544/0949-8036-2019-10-20.

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The efficacy of a respirator under real workplace conditions is presented by its workplace protection factor (WPF). The aim of this study was to assess a portable measuring system for the determination of WPF for particulate filtering facepiece respirators. WPFs of CE-marked FFP2 and FFP3 filtering facepiece respirators were measured as a pilot test conducted at two workplaces: an inter-company training facility and a paper mill, with a total of seven test subjects. Each subject was quantitatively fit tested prior to the field measurements. Two TSI PortaCount instruments measured the particle concentrations simultaneously and continuously inside and outside the respirator for 15 min, with three repetitions. The results of the fit test (overall fit factor) ranged from 22 to 199. Individual WPF results ranged from 16 to 568 for FFP2 respirators, and from 13 to 232 for FFP3 respirators. The geometric means (GM) of the WPF were 135 with a 5th percentile value of 37 (FFP2), and 47 with a 5th percentile value of 12 (FFP3). This pilot test provides a new method of evaluating the workplace performance of filtering facepiece respirators.

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Al-Hammadi, Faisal Ahmed Ali, i Ahmad Amri Zainal Adnan. "The Moderating Effect of Organisational Culture on the Relationship Between Workplace Learning and Employees’ Performances in the United Arab Emirates". European Journal of Economics and Business Studies 6, nr 2 (15.08.2020): 96. http://dx.doi.org/10.26417/174lnd17e.

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The purpose of the current study was to elaborate the moderating effect of culture on workplace learning and employees’ performances in the United Arab Emirates. The study had a purpose to contribute new knowledge to the existing literature available on the workplace learning and job performances. It also highlighted the contemporary literature on the topic specifically formal and information learning, as well as, performance related to tasks and contextual. The research explained and highlighted the role of training and development on employees’ performances to improve the quality of task process. An empirical study was conducted and data was collected through questionnaire to obtain the results. The present study aimed to contribute to new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analysed contemporary literature on workplace learning and job performances, specifically formal and informal learning as well as employee task performance and contextual performance. The study hypothesized that informal, incidental and formal workplace learning had direct positive significant relationships with employee task and contextual performance. Findings of the study developed that adopting effective techniques of workplace learning, and techniques can improve employees’ performances. The study, further, showed that the Informal, formal and incidental workplace learning had direct and positive impact on employee task and contextual performance. The study showed that there is a significant positive relationship between workplace learning including formal, informal and incidental learning, and job performance including task performance, contextual performance and counterproductive work behaviour. It was also found that there was a positive relationship between result-oriented cultures with two types of job performance but there was a significant relationship between team orient culture and task performance. Furthermore, the moderating effect of innovation, communication and people-oriented culture on the relationship between incidental workplace learning and contextual performance was significant.

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Fitriastuti, Triana, i Alex Vanderstraeten. "Being Out of the Loop: Workplace Deviance as a Mediator of the Impact of Impression Management on Workplace Exclusion". Sustainability 14, nr 2 (17.01.2022): 1004. http://dx.doi.org/10.3390/su14021004.

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This study investigates the extending negative effects of impression management (IM) on organizational outcomes in the nursing context. Specifically, this study aims to understand the impact of IM on workplace exclusion through workplace deviance. The data came from 277 head nurses (nurses in leadership positions) in elderly care homes in Belgium. Structured paper-and-pencil questionnaires were administered on site in the respondents’ workplaces. In the findings of the current research, IM is positively related to workplace exclusion and the relationship is mediated by workplace deviance. Although, initially, IM is performed by the actors as a natural behavior to maintain their image, at some point, the actors can become fatigued with maintaining their image. Under ego depletion theory, the exhausted IM actors will be highly experienced in deviance or bad performance. Furthermore, consistent with social information processing theory and a correlation study between employees’ poor performance and workplace exclusion, the IM actors who fail to deliver good performance or behavior following their like-based rewards may be subject to social exclusion in their workplace.

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Ranasinghe, Vimansha R., i Samantha M. Samarasinghe. "The Effect of Workplace Spirituality on Innovative Work Behavior". International Business Research 12, nr 12 (8.11.2019): 29. http://dx.doi.org/10.5539/ibr.v12n12p29.

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Workplace spirituality is a novel concept and it has been identified as a unique way to improve organizational performance. On the other hand, many organizations are experiencing undesirable consequences of lack of workplace spirituality, such as employee stress, turnover, absenteeism, and lack of employee creativity. Hence, organizations are now focusing on developing workplace spirituality in the workplaces as it offers many advantages to organizations. Despite the growing interest on workplace spirituality, there is still a dearth of research on the topic of workplace spirituality. Literature suggests that employee innovative work behavior directly leads to enhance organizational performance and workplace spirituality leads to increase innovativeness and creativity of employees. Hence, the purpose of this paper is to fill the gap in literature, to a certain extent by proposing a conceptual model to examine the effect of workplace spirituality on employee innovative work behavior. Thus, it proposed that there is a positive effect of workplace spirituality on employee innovative work behavior. Consequently, intrinsic motivation from componential theory of creativity was integrated to identify the mediating effect of intrinsic motivation on the effect of workplace spirituality on innovative work behavior.

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Prasodjo, Pandu, Sabarina Moksin i Leil Badrah Zaki. "The Accuracy of Business English Curriculum to Students’ Communication Performance: The EFL Students’ Perception". Lingual: Journal of Language and Culture 12, nr 2 (27.11.2021): 40. http://dx.doi.org/10.24843/ljlc.2021.v12.i02.p06.

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Measuring the accuracy of a private university in Batam Business English course curriculum to the present needs of workplaces in Batam from students’ perception is essential. Because 85% of the university students are working, it is compulsory to maintain the gap low between what students learned in class and what is implemented in the working field. A questionnaire consists of three dimensions (curriculum, communication performance, and motivation) distributed randomly to 60 students from a population (N=328) of the third-semester students programmed Business English course at a private university in Batam. The result suggested that the curriculum needs to add more practices, peer work, and case studies to improve students’ communication performance. Students’ perspectives in the Business English course reflected a new technical vocabulary that needed to practice in a correlated context. The curriculum content’s relevance to the workplace’s contextual needs is moderately related because not all working students used the English language in their workplace. Additional focus on internal and external motivation through group work and peer work is needed to improve students’ communication performance and confidence. Finally, the existing Business English curriculum is reasonably accurate, supporting students’ communication performance, both written and oral, at their workplace.

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Voordt, Theo J. M. van der, i Per Anker Jensen. "Measurement and benchmarking of workplace performance". Journal of Corporate Real Estate 20, nr 3 (10.09.2018): 177–95. http://dx.doi.org/10.1108/jcre-10-2017-0032.

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Purpose The purpose of this paper is to present a process model of value-adding corporate real estate and facilities management and indicators that can be used to measure and benchmark workplace performance and the added value of workplace interventions for an organisation. Design/methodology/approach The paper compares the performance measurement and benchmarking theory with current practice and data from different work environments. The paper builds on two books on adding value through buildings, facilities and services, both edited and co-authored by the authors of this paper. The books were based on literature reviews, interviews with practitioners, cross-border studies of performance measurement and benchmarking and in-depth analyses of various value parameters by experts from different countries. In addition, theory and empirical examples of benchmarking have been included. Findings The paper presents 12 value parameters that are seen as relevant in measuring and benchmarking of workplace performance: four people-oriented, four business processes-related, two economic and two social parameters. Because not all values can be easily expressed in monetary units, various other ways of measuring are presented that can help to monitor and to benchmark workplace performance. The 12 values and ways to measure can be used to support a more integrated business case approach that goes beyond “dollar-metrics” and spreadsheet-based decision-making. Both quantitative and qualitative performance indicators, including hard and soft factors, are needed to define the trade-off between the costs and benefits of interventions in corporate real estate, facilities and services and to cope with the interests and needs of different stakeholders. Practical implications To add value to an organisation, workplaces have to provide value for money by a positive trade-off between the benefits, i.e. support of the organisational objectives and the primary processes and the costs, time and risks connected with achieving these benefits. Widely used indicators to measure the costs are the investment costs, running costs and total cost of occupancy. These metrics are primarily connected to efficiency, i.e. to optimal use of the resources of a firm, but much less to effectiveness and benefits such as user satisfaction, productivity, health and well-being. Originality/value The paper links performance measurement and benchmarking to value-adding corporate real estate and facilities management and presents new ways to measure and benchmark the performance of buildings, facilities and services in connection to organisational performance.

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Lõun, K., J. Lavin, J. Riives i T. Otto. "High performance workplace design model". Estonian Journal of Engineering 19, nr 1 (2013): 47. http://dx.doi.org/10.3176/eng.2013.1.05.

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Garcia-Zamor, Jean-Claude. "Workplace Spirituality and Organizational Performance". Public Administration Review 63, nr 3 (maj 2003): 355–63. http://dx.doi.org/10.1111/1540-6210.00295.

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Rosen, Christopher C., K. Michele Kacmar, Kenneth J. Harris, Mark B. Gavin i Wayne A. Hochwarter. "Workplace Politics and Performance Appraisal". Journal of Leadership & Organizational Studies 24, nr 1 (28.07.2016): 20–38. http://dx.doi.org/10.1177/1548051816661480.

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Knight, Derrick P., Steven J. Orfield i Thomas J. Smith. "Environmental impact on workplace performance". Journal of the Acoustical Society of America 115, nr 5 (maj 2004): 2371. http://dx.doi.org/10.1121/1.4779970.

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Brown, Sarah, Daniel Gray, Jolian McHardy i Karl Taylor. "Employee trust and workplace performance". Journal of Economic Behavior & Organization 116 (sierpień 2015): 361–78. http://dx.doi.org/10.1016/j.jebo.2015.05.001.

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Samnani, Al-Karim, Parbudyal Singh i Souha Ezzedeen. "Workplace bullying and employee performance". Organizational Psychology Review 3, nr 4 (14.02.2013): 337–59. http://dx.doi.org/10.1177/2041386613475370.

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Scullen, Steve. "Predicting Workplace Performance over Time". Academy of Management Proceedings 2012, nr 1 (lipiec 2012): 14313. http://dx.doi.org/10.5465/ambpp.2012.14313symposium.

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Akgül, Tuong-Deniz, i Vildan Güneş. "Minority Stress of Workers as Internal Customers: A Case Study in Turkey". Athens Journal of Business & Economics 9, nr 1 (3.01.2023): 109–30. http://dx.doi.org/10.30958/ajbe.9-1-7.

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LGBT+ workers are invisible in Turkish work life. This paper aims to investigate LGBT+ workers as internal customers and how their performance in the workplace is affected by minority stress. Since LGBT+ individuals face covert discrimination in the workplace, this might cause minority stress. According to this argument, this study will investigate whether minority stress causes performance loss in the workplace and whether this affects LGBT+ people's performance as internal customers. Grounded theory approach has been used in this research. To conduct the qualitative study, 36 phone interviews were conducted. Participants were recruited with the snowball sampling method. The interview form was prepared according to the Human Rights Campaign’s Corporate Equality Index questionnaire and included a video that shows a job interview. Based on the results, minority stress causes performance loss in the workplace. The findings highlight that LGBT+ individuals generally prefer not to be out at their workplaces because of internalized homophobia, perceived stigma, and prejudiced events concerning their sexual identity and gender expression. Furthermore, nondiscrimination is not legally enshrined in Turkey. LGBT+ individuals face covert discrimination in the workplace, which affects their performance as internal customers. Only a few Non-Governmental Organizations have reported on LGBT+ individuals’ working situation. This research paper comprehensively examines their work lives and attitudes towards companies. Keywords: LGBT+, internal customer, minority stress, gender, workplace

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Magdalena, Ayu, Praptini Yulianti i Muh Asrori Afandi. "Sales Performance dan Faktor yang Mempengaruhinya". BALANCE: Economic, Business, Management and Accounting Journal 18, nr 2 (29.07.2021): 22. http://dx.doi.org/10.30651/blc.v18i2.7111.

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This study aims to determine the effect of organizational justice, intrafirm competition, and salesperson organization fit on salesperson deviance workplace behavior and their impact on sales performance. This study uses a quantitative approach, with the method of collecting data through a questionnaire. The number of samples in this study was 108 employees. The analysis technique used is Partial Least Square (PLS). This study indicates that (1) organizational justice and intrafirm competition have a negative and significant effect on deviance workplace behavior. (2) intrafirm competition has a positive and significant effect on deviance workplace behavior. (3) salesperson organization fit has a negative and insignificant effect on deviance workplace behavior. (4) deviance workplace behavior has a negative and significant effect on the sales performance of sales force employees in the banking industry.Keywords : Deviance Workplace Behavior; Intrafirm Competition; Organizational Justice; Salesperson Organization Fit; Sales PerformanceCorrespondence to : ayu.magdalena@gmail.com Penelitian ini bertujuan untuk mengetahui pengaruh organizational justice, intrafirm competition dan salesperson organization fit terhadap salesperson deviance workplace behaviour dan dampaknya terhadap sales performance. Penelitian ini menggunakan pendekatan kuantitatif, dengan metode pengumpulan data melalui kuesioner. Jumlah Sampel dalam penelitian ini 108 karyawan. Teknik analisis yang digunakan adalah Partial Least Square (PLS). Hasil dari penelitian ini menunjukkan bahwa (1) organizational justice dan intrafirm competition berpengaruh negatif dan signifikan terhadap deviance workplace behavior. (2) intrafirm competition berpengaruh positif dan signifikan terhadap deviance workplace behavior. (3) salesperson organization fit berpengaruh negatif dan tidak signifikan terhadap deviance workplace behavior. (4) deviance workplace behavior berpengaruh negatif dan signifikan terhadap sales performance pada karyawan tenaga penjualan yang ada di industri perbankan.Kata Kunci : Deviance Workplace Behavior; Intrafirm Competition; Organizational Justice; Salesperson Organization Fit; Sales Performance

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Archer, Dawn, i Phil Willcox. "The faces at play in performance appraisals: With a focus upon a UK retail organization". Journal of Politeness Research 14, nr 2 (26.07.2018): 167–92. http://dx.doi.org/10.1515/pr-2018-0012.

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Abstract A variety of face types can be in operation in workplaces, dependent on, for example, the kind of workplace, the various activities engaged in in that workplace, the status/role/gender of participants working in and/or connected with the workplace, etc. This paper offers an adapted version of Archer’s (2015) Facework Scale as a means of accounting for the different types of face in evidence in one activity - Performance Appraisals - in one workplace, relating to a UK retail organization. We will show that interlocutors used facework strategies that emphasized different or multiple facets of face on both a professional and personal level (Jagodziński 2013). This includes attempting to safeguard/support their working relationships (Haugh 2013) by managing impressions of self and/or the company (Jones and Pitman 1982) at the same time as maintaining credibility for self and/or other(s) (Bolino et al. 2016). We use our findings to argue that employers and their employees would benefit from having an understanding of face(work), and briefly discuss the training implications for Performance Appraisals if face(work) notions were introduced.

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Theis, Leonie, i Tanja Bipp. "Workplace Goal Orientation". European Journal of Psychological Assessment 36, nr 2 (marzec 2020): 399–409. http://dx.doi.org/10.1027/1015-5759/a000522.

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Abstract. We investigated the construct and criterion-related validity of workplace goal orientation via two studies. Aiming to extend prior findings on this construct ( Van Dam, 2015 ), in Study 1 ( N = 334), we inspected the predictive role that learning, performance-approach, and performance-avoidance goal orientation at work play in terms of employees’ learning, task, and contextual performance. In Study 2 ( N = 201), we examined the mediating role of proactive behavior concerning the relationship between workplace (learning) goal orientation and performance. First, we found evidence for the three-dimensional structure of the translated and adapted German measurement instrument across two independent samples of employees. Second, we found support for the criterion-related validity of workplace goal orientation for important work-related outcomes. Especially learning goal orientation was positively related to learning and performance outcomes within the work context. Third, we demonstrated that the link between workplace learning goal orientation and performance is mediated by proactive behavior. It therefore seems inevitable for organizations to support the setting and pursuit of learning goals within the workplace to increase the probability of the occurrence of proactive behavior and sustain employees’ high performance and continuous learning.

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Khotchasing, Wassana, i Somchit Jaruratanasirikul. "Work Director’s Evaluation and Self-Evaluation of Professional Performance of Pediatricians Graduated from Prince of Songkla University". Songklanagarind Medical Journal 35, nr 3 (2.08.2017): 205. http://dx.doi.org/10.31584/smj.2017.35.3.730.

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Objectives: To compare the work performance of 2004-2013 Prince of Songkla University (PSU) pediatric residencytraining graduates as evaluated by their workplace directors and the graduates self-evaluation.Material and Method: All 78 pediatric graduates from PSU 2004-2013 were located: 52 (66.7%) were in the publicsector and 26 (33.3%) in the private sector. Ten-item performance evaluation questionnaires were sent to both thegraduates and their workplace directors. A rubric scale was used for rating each item from 1 to 10 (1=very poor, 10=excellent). The workplace director was asked to give an open answer for one “outstanding performance” item of the graduates and suggest one “performance that should be improved” item.Results: Forty-five directors (57.7%) and 63 graduates (80.8%) returned their questionnaires. The workplace directors rated the PSU graduates more favorably than the graduates’ self-evaluations in 8 of the 10 items, but without significant differences. The average overall scores for professional performance by both the directors and the graduates were over 8.00, with the highest ratings in ethics/morals in medical care (directors 9.11±0.88 and graduates 9.01±0.92), and the lowest ratings for “concerns in health economics” (directors 8.37±0.93 and graduates 8.04±0.97).Conclusion: Most of our pediatric graduates have achieved career success as most of them were rated by theirdirectors as showing very good performance in their workplaces. The workplace directors tended to rate the PSUgraduates slightly more favorably than the graduates’ own self-evaluations.

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Kabir, Qazi S., Kevin Watson i Theekshana Somaratna. "Workplace safety events and firm performance". Journal of Manufacturing Technology Management 29, nr 1 (15.01.2018): 104–20. http://dx.doi.org/10.1108/jmtm-07-2017-0133.

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Purpose The purpose of this paper is to address a deficiency in the literature by exploring the impact of negative workplace safety announcements on firm performance. The authors analyze the issue from a corporate social responsibility perspective and explore ways supply chain managers can contribute to improve firm performance through the development of safe working environments. Design/methodology/approach Utilizing a sample of 227 negative workplace safety announcements, this paper explores the implications of negative workplace safety announcements on the stock price of a firm using event study methodology. Findings The authors find that negative workplace announcements are associated with an abnormal decrease in shareholder value. Furthermore, the authors find evidence that negative workplace safety announcements have a more pronounced negative effect on firm value in the present environment than in any previous time period. Practical implications Operations managers need to play leading roles in ensuring safe working environments. The results provide the support needed to acquire the financial resources necessary to mitigate exposure to unsafe working conditions. Originality/value This study explores the impact of negative workplace safety announcements on a firm’s stock performance. It is the first large-scale study to look at public announcements of workplace incidents and to explore the impact of such announcements in the context of time.

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Ojstersek, R., A. Javernik i B. Buchmeister. "The impact of the collaborative workplace on the production system capacity: Simulation modelling vs. real-world application approach". Advances in Production Engineering & Management 16, nr 4 (18.12.2021): 431–42. http://dx.doi.org/10.14743/apem2021.4.411.

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In recent years, there have been more and more collaborative workplaces in different types of manufacturing systems. Although the introduction of collaborative workplaces can be cost-effective, there is still much uncertainty about how such workplaces affect the capacity of the rest of production system. The article presents the importance of introducing collaborative workplaces in manual assembly operations where the production capacities are already limited. With the simulation modelling method, the evaluation of the introduction impact of collaborative workplaces on manual assembly operations that represent bottlenecks in the production process is presented. The research presents two approaches to workplace performance evaluation, both simulation modelling and a real-world collaborative workplace example, as a basis of a detailed time study. The main findings are comparisons of simulation modelling results and a study of a real-world collaborative workplace, with graphically and numerically presented parameters describing the utilization of production capacities, their efficiency and financial justification. The research confirms the expediency of the collaborative workplaces use and emphasise the importance of further research in the field of their technological and sociological impacts.

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Alzghoul, Amro, Hamzah Elrehail, Okechukwu Lawrence Emeagwali i Mohammad K. AlShboul. "Knowledge management, workplace climate, creativity and performance". Journal of Workplace Learning 30, nr 8 (17.10.2018): 592–612. http://dx.doi.org/10.1108/jwl-12-2017-0111.

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Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

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Kuo, Chien-Chih, i Chih-Ying Wu. "Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation". Career Development International 27, nr 2 (4.03.2022): 260–73. http://dx.doi.org/10.1108/cdi-02-2021-0035.

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PurposeThis study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation.Design/methodology/approachMultisource data were collected from 160 employees and their immediate supervisors in Taiwan.FindingsAs predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.Practical implicationsTo eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.Originality/valueThis study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.

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Hough, Christie, Cameron Sumlin i Kenneth Wilburn Green. "Impact of ethics, trust, and optimism on performance". Management Research Review 43, nr 9 (20.04.2020): 1135–55. http://dx.doi.org/10.1108/mrr-09-2019-0409.

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Purpose The purpose of this paper is to empirically assess the combined impact of the ethical environment, organizational trust and workplace optimism on individual performance. Design/methodology/approach A structural model is theorized and data from 250 individuals working for private organizations were analyzed using partial-least-squares structural equation modeling. Findings Both the ethical environment and organizational trust positively impact workplace optimism. Of the ethical environment, organizational trust and workplace optimism, only workplace optimism directly impacts individual performance. The impact of the ethical environment and organizational trust on individual performance is indirect through workplace optimism. Research limitations/implications To the authors’ knowledge, this is the first empirical study to assess the combined impact of the ethical environment, organizational trust and workplace optimism on individual performance. It is important to conduct similar studies to verify these findings. Practical implications An ethical environment and organizational trust foster high levels of workplace optimism that in turn lead to improved employee performance. Originality/value The important role that workplace optimism plays within the ethical climate of organizations is theorized and assessed. This is the first empirical assessment of the mediational role of workplace optimism on the established relationships between ethical environment and individual performance, and organizational trust and individual performance.

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Herwanto, Herwanto, Fitrah Tul Ummi, Dewi Rustiana i Pratitasari Retna H. "ASPEK-ASPEK PSIKOLOGIS YANG BERPENGARUH TERHADAP KINERJA PROFESIONAL GURU SEKOLAH DASAR (SD)". JPPP - Jurnal Penelitian dan Pengukuran Psikologi 7, nr 2 (25.10.2018): 98–105. http://dx.doi.org/10.21009/jppp.072.07.

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This study investigated the impact of psychological aspects, such as workplace well-being, work-family conflict and self-concept) towards the performance of elementary school’s teacher in East Jakarta. Certified teachers from several public elementary schools were included in this study. The purposive sampling technique was applied to recruit the sample of the study. The result of this study demonstrated the positive impact of workplace well-being towards teacher’s performance. Our result yielded that 33.1% of teacher’s professional performance in public elementary schools were affected by workplace well-being. Self-concept was also found having a positive impact in predicting teacher’s performance. On the other hand, this study found that work-family conflict had a significant negative impact on teacher’s performance. These findings implied that the positive workplace well-being and self-concept would decrease the teacher’s performances, meanwhile the increasing of work-family conflict would result in decreasing teacher’s performances.

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Lee, Young, i Francesco Aletta. "Acoustical planning for workplace health and well-being: A case study in four open-plan offices". Building Acoustics 26, nr 3 (16.08.2019): 207–20. http://dx.doi.org/10.1177/1351010x19868546.

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Noise is the most frequent reason for complaints about environmental conditions in the workplace. It is associated with individual health and well-being and decreased productivity and performance. This study identified a set of acoustic strategies for open-plan workplaces and examined a case study applying those to four open-plan offices in the United States. The set of measures was defined based on a literature review and a focus group interview with 17 experts. A total of four topics were identified as key performance indicators of proper acoustic environments in the open-plan workplaces. A total of 19 items were then developed within these 4 topics as the protocols for planning acoustic strategies for workplace health and well-being. In the case study, the level of acoustic performance for workplace health and well-being was highest in the Dallas office (27.5 points out of a total of potential 40.0) followed by the Minneapolis office (26.0). Both offices outperformed the other offices in achieving space planning principles to control noises and occupant noise control in open spaces for acoustical privacy. A further examination on the relationships between acoustic strategies and other health and well-being key performance indicators in these offices suggests that guidance to increase occupants’ auditory comfort, well-being, and performance should be sought by designers in a holistic and integrative way.

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Ahmad, Prof Shoeb. "Motivation and Performance: A Psychological Process". International Journal of Business and Management Research 9, nr 2 (5.04.2021): 104–12. http://dx.doi.org/10.37391/ijbmr.090201.

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The achievement of a workplace entirely depends on the skill of managers that how to offer a motivating environment to its employees. The performance of a workplace entirely depends upon employee motivation which is a crucial element in creating an amicable environment for producing optimal performance. Employee motivation is highly responsible in stimulating workplace harmony, commitment and overall employee performance at the workplace. It is decisive in relating to long term benefits for the organization. Motivated employees signify staff retention and loyalty towards the workplace which in turn foster growth & development of business. In the competitive business environment, the biggest challenge for managers is to retain the employees and keep them motivated to perform satisfactorily at the workplace. Equally, it is important that the manager must be aware of the behavioural instinct of employees and of the factors of what possibly motivate them. Individuals can be motivated due to various factors like: leadership, rewards, incentives, etc. and other organizational constituents in which they perform the duties. Keeping in mind these views, the study primarily focuses upon the effects of motivational factors on employees’ performance. Subsequently, the study highlights the connection among employee motivation along with performance.

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Lin, Dar Ong. "Employees" job performance at the workplace". Актуальні проблеми економіки, nr 11 (137) (2012): 418–24.

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Becker, Meryl, i Richard Rabin. "Workplace Rights: A Popular Theater Performance". NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 24, nr 2 (sierpień 2014): 195–201. http://dx.doi.org/10.2190/ns.24.2.e.

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Williams, John A., i Fred J. Demicco. "Profiling for the High-Performance Workplace". Journal of Quality Assurance in Hospitality & Tourism 1, nr 2 (czerwiec 2000): 77–88. http://dx.doi.org/10.1300/j162v01n02_05.

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Waker, A. J., K. Szornel i J. Nunes. "TEPC Performance in the CANDU Workplace". Radiation Protection Dosimetry 70, nr 1 (1.04.1997): 197–202. http://dx.doi.org/10.1093/oxfordjournals.rpd.a031942.

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Wagar, Terry H., i Kent V. Rondeau. "Labour‐management forums and workplace performance". Journal of Management in Medicine 16, nr 6 (grudzień 2002): 408–21. http://dx.doi.org/10.1108/02689230210450972.

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Petchsawang, Pawinee, i Dennis Duchon. "Workplace spirituality, meditation, and work performance". Journal of Management, Spirituality & Religion 9, nr 2 (czerwiec 2012): 189–208. http://dx.doi.org/10.1080/14766086.2012.688623.

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Brown, Sarah, Jolian McHardy, Robert McNabb i Karl Taylor. "Workplace Performance, Worker Commitment, and Loyalty". Journal of Economics & Management Strategy 20, nr 3 (22.07.2011): 925–55. http://dx.doi.org/10.1111/j.1530-9134.2011.00306.x.

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Devonish, Dwayne. "Workplace bullying, employee performance and behaviors". Employee Relations 35, nr 6 (30.09.2013): 630–47. http://dx.doi.org/10.1108/er-01-2013-0004.

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Coffey, Christopher C., Donald L. Campbell i Ziqing Zhuang. "Simulated Workplace Performance of N95 Respirators". AIHAJ 60, nr 5 (wrzesień 1999): 618–24. http://dx.doi.org/10.1202/0002-8894(1999)060<0618:swponr>2.0.co;2.

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Makhbul, Zafir Mohd. "Workplace Environment Towards Health and Performance". International Business Management 6, nr 6 (1.06.2012): 640–47. http://dx.doi.org/10.3923/ibm.2012.640.647.

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Coffey, Christopher C., Donald L. Campbell i Ziqing Zhuang. "Simulated Workplace Performance of N95 Respirators". American Industrial Hygiene Association Journal 60, nr 5 (wrzesień 1999): 618–24. http://dx.doi.org/10.1080/00028899908984481.

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