Match!

Reviewing and developing employee performance

Published on Oct 1, 2015
· DOI :10.1017/cbo9781139197120.008
John Shields11
Estimated H-index: 11
,
Michelle Brown16
Estimated H-index: 16
Abstract
  • References (454)
  • Citations (1)
📖 Papers frequently viewed together
2016
1978
1 Author (Peter B. Warr)
8 Citations
2019
2 Authors (Hou Xuanfang, Yuan Qiao)
78% of Scinapse members use related papers. After signing in, all features are FREE.
References454
Newest
#1Isabel Maria Xavier (UNSW: University of New South Wales)H-Index: 1
#2Denise M. Jepsen (Macquarie University)H-Index: 10
This study investigated whether environmental stressors predict perceptions of psychological contract breach and associated feelings of violation in employees from a large manufacturing organization. It was proposed that increasing levels of job stress as a result of changes in the employment context may account for the rising incidence of perceived contract breach. The results suggest that breach and violation are more likely when employees are experiencing role conflict, perceive a lack of car...
10 CitationsSource
#1Joo Hun Han (RU: Rutgers University)H-Index: 4
#2Kathryn M. Bartol (UMD: University of Maryland, College Park)H-Index: 39
Last. Seongsu Kim (SNU: Seoul National University)H-Index: 13
view all 3 authors...
Drawing upon line-of-sight (Lawler, 1990, 2000; Murphy, 1999) as a unifying concept, we examine the cross-level influence of organizational use of individual pay-for-performance (PFP), theorizing that its impact on individual employees’ performance-reward expectancy is boosted by the moderating effects of immediate group managers’ contingent reward leadership and organizational use of profit-sharing. Performance-reward expectancy is then expected to mediate the interactive effects of individual ...
21 CitationsSource
#1T. BraunH-Index: 1
#2Clare Bambra (Durham University)H-Index: 47
Last. Eugene Milne (Durham University)H-Index: 10
view all 5 authors...
Background This paper presents the results of an evaluation of the Better Health at Work Award—a structured regional workplace health programme which combined changes to the work environment with lifestyle interventions. Methods Baseline and follow-up data on sickness-absence rates and programme costs were collected retrospectively via a web survey of all participating organizations. Changes over time were calculated using 95% confidence intervals of the mean, supplemented by hypothesis testing ...
18 CitationsSource
Although there is now considerable research concerning organizational citizenship behavior (OCB), little is known about the possibility of the transposition of such a research topic to a Japanese context. This study proposes and substantiates a three-dimension model of OCB in the Japanese context, comprising voluntary involvement, generalized compliance, and personal industry. Furthermore, the examination of the relationship between organizational commitment and OCB indicates that affective comm...
18 CitationsSource
#1Carolyn Timms (JCU: James Cook University)H-Index: 14
#2Paula Brough (Griffith University)H-Index: 33
Last. Danny LoH-Index: 6
view all 7 authors...
Flexible work arrangements (FWAs) are often written into company policies to demonstrate organisational sensitivity to potentially difficult interfaces between employees’ work and non-work domains. The current research investigated employees’ use of FWAs and relationship to work engagement, with turnover intentions and psychological strain also used as criterion variables for comparison purposes. A heterogeneous sample of Australian employees (N = 823) responded to two waves of data collection s...
44 CitationsSource
#1Oana Alexandra Albertsen (AU: Aarhus University)H-Index: 1
#2Rainer Lueg (AU: Aarhus University)H-Index: 13
Purpose – This paper aims to review the literature on the balanced scorecard (BSC) system. The BSC may well be one of the most popular performance measurement systems, but this is not synonymous with successful. The inventors of the BSC, Kaplan and Norton, actually emphasize that a BSC can only really impact the organizational performance if it is linked to the actors’ intrinsic and extrinsic incentives. As BSC has existed for more than 20 years, the authors find it relevant to survey the extant...
24 CitationsSource
#1Nyasha Tirivayi (UM: Maastricht University)H-Index: 6
#2Henriette Maassen van den Brink (UM: Maastricht University)H-Index: 22
Last. Wim Groot (UM: Maastricht University)H-Index: 36
view all 3 authors...
The effects of teachers’ group incentives on student achievement are examined by reviewing theoretical arguments and empirical studies published between 1990 and 2011. Studies from developing countries reported positive effects of group incentives on student test scores. However, experimental studies from developed countries reported insignificant effects. Some of the evidence appears to show a positive association between small group size of teachers and the effectiveness of group incentives. S...
12 CitationsSource
#1Ron Z. Goetzel (Johns Hopkins University)H-Index: 10
#2Rachel Mosher Henke (Truven Health Analytics)H-Index: 10
Last. R. Douglas MetzH-Index: 8
view all 22 authors...
Objective: To respond to the question, “Do workplace health promotion programs work?” Methods: A compilation of the evidence on workplace programs’ effectiveness coupled with recommendations for critical review of outcome studies. Also, reviewed are recent studies questioning the value of workplace programs. Results: Evidence accumulated over the past three decades shows that well-designed and well-executed programs that are founded on evidence-based principles can achieve positive health and fi...
127 CitationsSource
#1Seejeen Park (FSU: Florida State University)H-Index: 2
#2Frances Stokes Berry (FSU: Florida State University)H-Index: 16
Pay-for-performance (PFP) is a popular management approach that came out of the business sector and was adopted as a centre piece of the 1978 US Civil Service Reform Act. An extensive set of studies assess PFP as largely unsuccessful in the federal government, and many of the private sector studies also found problems in PFP in the private sector. Yet, PFP continues to be adopted by governments in Europe, the United States and Australia. Our study examines the original adoption of PFP in 1978 to...
21 CitationsSource
#1Rsw Rick Csiernik Msw (King's University College (University of Western Ontario))H-Index: 1
#2David A. ShararH-Index: 5
Last. Stanford W. GranberryH-Index: 2
view all 3 authors...
A secondary analysis of data provided the initial examination of comparative metrics pertaining to Canadian employee assistance program (EAP) vendors. Contracts held by the 12 participating organizations ranged from 10 to 6,500 with lives covered ranging from 300,000 to 6.3 million, underscoring not only the diverse nature of EAP vendors in Canada but issues with comparing data among such vastly different providers. The most prominent model of service provision was capped EAP counseling which le...
11 CitationsSource
Cited By1
Newest
Source