Context Effects in Performance Evaluation: The Impact of Ratee Sex and Performance Level on Performance Ratings and Behavioral Recall

1996 ◽  
Vol 66 (1) ◽  
pp. 31-41 ◽  
Author(s):  
David J. Woehr ◽  
Sylvia G. Roch
Keyword(s):  
Performance Evaluation ◽  
Context Effects ◽  
Performance Level ◽  
Performance Ratings ◽  
And Performance ◽  
The Impact

scholarly journals Even Pacing Is Associated with Faster Finishing Times in Ultramarathon Distance Trail Running—The “Ultra-Trail du Mont Blanc” 2008–2019

2020 ◽  
Vol 17 (19) ◽  
pp. 7074 ◽  
Author(s):  
Daniel Suter ◽  
Caio Victor Sousa ◽  
Lee Hill ◽  
Volker Scheer ◽  
Pantelis Theo Nikolaidis ◽  
...  
Keyword(s):  
General Linear Model ◽  
Performance Level ◽  
Age Group ◽  
Younger Age ◽  
Pacing Strategies ◽  
And Performance ◽  
Group Sex ◽  
The Impact ◽  
Trail Running ◽  
One Way Anova

In recent years, there has been an increasing number of investigations analyzing the effects of sex, performance level, and age on pacing in various running disciplines. However, little is known about the impact of those factors on pacing strategies in ultramarathon trail running. This study investigated the effects of age, sex, and performance level on pacing in the UTMB® (Ultra-trail du Mont Blanc) and aimed to verify previous findings obtained in the research on other running disciplines and other ultramarathon races. Data from the UTMB® from 2008 to 2019 for 13,829 race results (12,681 men and 1148 women) were analyzed. A general linear model (two-way analysis of variance (ANOVA)) was applied to identify a sex, age group, and interaction effect in pace average and pace variation. A univariate model (one-way ANOVA) was used to identify a sex effect for age, pace average, and pace variation for the fastest men and women. In our study, pace average and a steadier pace were positively correlated. Even pacing throughout the UTMB® correlated with faster finishing times. The average pace depended significantly on sex and age group. When considering the top five athletes in each age group, sex and age group also had significant effects on pace variation. The fastest women were older than the fastest men, and the fastest men were faster than the fastest women. Women had a higher pace variation than men. In male competitors, younger age may be advantageous for a successful finish of the UTMB®. Faster male runners seemed to be younger in ultramarathon trail running with large changes in altitude when compared to other distances and terrains.

scholarly journals Simulation Research on Information-Sharing Value of Two-Level Supply Chain

2021 ◽  
Vol 2021 ◽  
pp. 1-8
Author(s):  
Xiaheng Zhang ◽  
Zekai Lin ◽  
Lin Xiao
Keyword(s):  
Supply Chain ◽  
Performance Evaluation ◽  
Information Sharing ◽  
Chain Model ◽  
Simulation Research ◽  
Incentive Effect ◽  
Actual Evaluation ◽  
Demand Information ◽  
And Performance ◽  
The Impact

In the two-stage supply chain model, the incentive effect to the supplier’s sharing of demand information and performance evaluation and the effect of various parameters on the incentive effect of the supply chain are studied through a multiagent simulation model constructed for the purpose. It is found that the incentive coefficient of demand information-sharing degree, the number of selected suppliers, the order allocation coefficient, and the order proportion are positively related to the incentive effect of demand information sharing. So, the greater the demand information sharing is, the greater the impact of these parameters on the incentive effect is. Based on the demand information sharing, the supplier performance evaluation rules are shared, and when the actual evaluation rules are inconsistent with the supplier’s expectations, the incentive effect is further enhanced. Other parameters do not affect the incentive effect of demand information sharing and performance evaluation rule sharing.

HRM Practices in Banking Sector of Pakistan

2016 ◽  
Vol 7 (2) ◽  
pp. 25-50
Author(s):  
Roya Rahimi ◽  
Vipin Nadda ◽  
Muhammad Hamid
Keyword(s):  
Performance Evaluation ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Survey Methodology ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Continuance Commitment ◽  
Hr Practices ◽  
And Performance ◽  
The Impact

Current study aims to critically investigate the impact of HR practices on organizational commitment of employees in the Banking Sector of Pakistan. The impact of training, compensation, performance evaluation, and promotion practices have been assessed on affective, normative and continuance commitment of employees via 12 hypotheses. Survey methodology was adopted via using structured questionnaire. A sample of 100 respondents was drawn from the employees working with various branches of the National Bank of Pakistan (NBP) located in Lahore, Pakistan. Collected data was subjected to Pearson Correlation and Regression analysis. The results of Pearson Correlation matrix demonstrated a positive correlation between HR practices and organizational commitment of employees which confirms all proposed hypotheses. Regression results showed a significant positive impact of training and performance evaluation on organizational commitment of employees. However, the significance of compensation and promotional practices could not be proved.

scholarly journals The Impact of Sex and Performance Level on Pacing Behavior in a 24-h Ultramarathon

2019 ◽  
Vol 1 ◽  
Author(s):  
Allan Inoue ◽  
Tony Meireles Santos ◽  
Florentina J. Hettinga ◽  
Daniel de Souza Alves ◽  
Bruno Ferreira Viana ◽  
...  
Keyword(s):  
Performance Level ◽  
And Performance ◽  
The Impact

The impact of impression management over time

2014 ◽  
Vol 29 (3) ◽  
pp. 266-284 ◽  
Author(s):  
Mark C. Bolino ◽  
Anthony C. Klotz ◽  
Denise Daniels
Keyword(s):  
Field Study ◽  
Impression Management ◽  
Performance Ratings ◽  
Content Type ◽  
New Employees ◽  
Negative Effect ◽  
Repeated Use ◽  
And Performance ◽  
The Impact ◽  
Positive Effect

Purpose – The purpose of these studies was to investigate how the repeated use of impression management (IM) tactics is related to supervisor perceptions in newly formed supervisor-subordinate dyads. Design/methodology/approach – Two studies were conducted – a lab study in which participants evaluated a confederate who performed an accounting task while using different types of IM across five trials, and a field study examining the IM tactics of new employees and their supervisors' ratings of likability and performance at two points in time. Findings – In the lab study, the repeated use of ingratiation had an increasingly positive effect on performance ratings, whereas repeated apologies had an increasingly negative effect on evaluations of performance. The influence of IM tactics on ratings of subordinate likability did not change with repeated use. In the field study, subordinates' use of apologies and justifications was more strongly associated with supervisor evaluations of likability and performance in earlier stages of their relationship. Practical implications – Employees need to be mindful that IM tactics may vary in their effectiveness depending on the timing and frequency of their use. Furthermore, supervisors should consider the initial influence that IM has on their ability to objectively evaluate new subordinates. Originality/value – This research is unique in that it examined how the repeated use of both assertive (i.e. ingratiation and self-promotion) and defensive (i.e. apologies and justifications) IM tactics are related to both evaluations of likability and performance ratings at multiple points in time.

scholarly journals A study on the impact of Job Satisfaction on Job Performance of Employees working in Automobile Industry, Punjab, India

2017 ◽  
Vol 9 (1) ◽  
pp. 117
Author(s):  
Shaju. M. ◽  
Subhashini Durai
Keyword(s):  
Job Satisfaction ◽  
Performance Evaluation ◽  
Job Performance ◽  
Automobile Industry ◽  
Social Factors ◽  
Employee Performance ◽  
Exploratory Research ◽  
Business World ◽  
And Performance ◽  
The Impact

Performance evaluation is a major measure adopted by the organizations in evaluating the quantitative and qualitative contributions rendered by their employees. The competitive and employee oriented business world has now joined hands with the HR department in assisting and managing employee performance. Psycho-social factors of employees would be considered at various managerial levels for enhancing employees’ job performance. Job satisfaction is such a psychological attribute, whose contribution to the concept of employee performance is much more. A satisfied employee would have an emotional bond with the organization and takes pride in their membership, which paves way to keep up industrial integrity and a high morale. This is an exploratory research, attempting to discover how the dimensions of job satisfaction are significantly related to the job performance of an employee. The data were collected from employees working in Automobile industry, Punjab having experience of above or below 10 years, so as to ensure relatively accurate responses on performance evaluation at different groups of employees in the Automobile industry. The result shows the existence of a positive correlation between the dimensions of job satisfaction and performance of employees at both supervisors and workers levels working in the Automobile industry.

The Influence of a Merit Pay Guide Chart on Employee Attitudes toward Pay at a Transit Authority

1996 ◽  
Vol 25 (1) ◽  
pp. 103-117 ◽  
Author(s):  
K. Dow Scott ◽  
Steven E. Markham ◽  
Michael J. Vest
Keyword(s):  
Regression Analysis ◽  
Merit Pay ◽  
Employee Attitudes ◽  
Performance Ratings ◽  
Future Research ◽  
Pay Satisfaction ◽  
The Public ◽  
And Performance ◽  
The Impact ◽  
The Relationship

The influence of the merit pay guide chart on managerial, professional, technical, and clerical attitudes toward pay is examined in a large transit authority. Although findings indicate that both instrumentality and merit pay satisfaction are influenced by a merit pay guide chart (i.e. position in range and performance ratings) and the size merit increases, the relationship are not necessarily in the predicted direction. Regression analysis indicated that the impact of guide chart ratings on merit pay satisfaction is considerably more than on instrumentality belief. Employees who received merit increases larger than suggested by the guide chart are more satisfied with their merit pay increase than those who receive what is specified or less than what is specified. Implications for future research and compensation practices in the public sector are discussed.

scholarly journals The Role of the Motivation in Changes and Performance Assessment of the Managerial Staff in Kosovo Businesses

2018 ◽  
Vol 14 (7) ◽  
pp. 224
Author(s):  
Hidajet Karaxha ◽  
Halit Karaxha ◽  
Berim Ramosaj
Keyword(s):  
Performance Evaluation ◽  
Relevant Literature ◽  
Secondary Data ◽  
Primary Data ◽  
Performance Culture ◽  
Low Performance ◽  
And Performance ◽  
The Impact ◽  
Managerial Staff

Performance evaluation functions as an important tool in adjusting performance potential by removing intermediate barriers and motivating human resources. Each business objectives relate to performance motivation, helping individuals to improve their skills, creating a performance culture, determining which should be promoted, and eliminating employees who have low performance. The paper deals with the moderating role of performance evaluation in motivating managers in Kosovo businesses. This paper consists of the use of a methodology that incorporates a combination of primary and secondary data. The majority of secondary data includes research relevant literature from different libraries, the latest scientific research. Primary data constitute field findings from businesses interviewed in Kosovo. In this study, quantitative approach was used. This approach consists of data collection and analysis in various forms. In order to determine the impact of performance evaluation on motivation of managerial staff, a questionnaire was drafted. This questionnaire was addressed to owners/co-owners, directors, general directors, and all managers in Kosovo's businesses. The last part of this paper is related to discussion of results, conclusions, and recommendations.

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