Performance management practices, employee attitudes and managed performance

2010 ◽  
Vol 24 (6) ◽  
pp. 507-530 ◽  
Author(s):  
James Kagaari ◽  
John C. Munene ◽  
Joseph Mpeera Ntayi
Keyword(s):  
Performance Management ◽  
Public Universities ◽  
Management Practices ◽  
Cost Effective ◽  
Cross Sectional Study ◽  
Employee Attitudes ◽  
University Education ◽  
Cross Sectional ◽  
Content Type ◽  
Study Approach

PurposeThe purpose of this paper is to establish the relationship between performance management practices, employee attitudes and managed performance.Design/methodology/approachUsing a disproportionate stratified purposive approach, a sample of 900 employees was drawn from four public universities in Uganda.FindingsThe paper reveals that performance management practices and employee attitudes are crucial for achievement of managed performance in public universities.Research limitations/implicationsThis was a cross‐sectional study that inherently has common method biases. Such biases could be minimised with replication of the study using a longitudinal study approach that would also unearth all salient issues that could have remained untouched.Practical implicationsThe paper emphasises the need for public universities to institutionalise result‐oriented relationships and adapt in the external hyper changing environment.Originality/valueThe paper calls for a new approach to managing employees in public universities with increasing demand for university education and stakeholder interests in delivery of cost‐effective quality services.

Revisiting the potential of human capital development to predict commitment: an empirical approach

2019 ◽  
Vol 51 (5) ◽  
pp. 289-298 ◽  
Author(s):  
Benon Muhumuza ◽  
Sudi Nangoli
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Empirical Support ◽  
Cross Sectional Study ◽  
Development Theory ◽  
Human Capital Development ◽  
Cross Sectional ◽  
Content Type ◽  
Study Approach ◽  
Capital Development

PurposeThe purpose of this paper is to revisit the potential of human capital development to predict commitment from an empirical perspective. This followed the fact that while organisations continue to invest a lot of resources into development of their human capital, a growing tendency of the trained staff to quickly abandon the organisation and move on to search for greener pastures has also been registered.Design/methodology/approachThis study takes a positivistic approach. It is an explanatory, cross-sectional study that is based on a case study approach.FindingsThe findings revealed that developing human resources still leads to enhanced commitment among staff. The findings provide empirical support for the tenets of the human capital development theory.Research limitations/implicationsInvestment in development of human resources is still a worthy while cause for organisations as it positively and significantly contributes to commitment.Practical implicationsWhile organisations ought to keep watch of the costs that come with human capital development endeavours the practice of developing human resources should be continued as it contributes to the organisational performance of staff.Originality/valueThe paper deepens the understanding on how human capital development is currently enhancing the commitment of organisational staff in a typical developing economy and sector. Such knowledge provides a clear basis for allocating resources on people development endeavours.

Evaluating implementation of strategic performance management practices in universities in Uganda

2015 ◽  
Vol 19 (2) ◽  
pp. 42-56 ◽  
Author(s):  
Bernadette Nambi Karuhanga
Keyword(s):  
Performance Management ◽  
Public Universities ◽  
Management Practices ◽  
Principal Component ◽  
Individual Performance ◽  
Evaluation Tool ◽  
Content Type ◽  
Strategic Performance ◽  
Mission Strategy ◽  
Private And Public

Purpose – The purpose of this study was to propose a tool for evaluating implementation of strategic performance management (PM) by examining the strategic PM practices in public universities in Uganda. Design/methodology/approach – Literature was reviewed and the general features of PM practices were identified. These were captured in a survey instrument which was later administered to staff in selected universities in Uganda to determine the extent of strategic PM implementation. Principal component analysis was conducted to cluster similar variables together with an aim of identifying the focal areas for determining the extent of strategic PM practices implementation in a university. Findings – Strategic PM in public universities in Uganda exists and is aimed at achieving quality. Despite its existence, respondents generally disagreed that: an effective PM system exists in their respective universities, PM training is continuously provided to managers and staff and a formal process exists for units to provide feedback on the attainment of goals. Findings further revealed that implementation of PM practices in universities could be evaluated based on five foci, namely, alignment of organisational vision, mission, strategy and individual performance goals; staff involvement in PM implementation at unit level; existence of an improvement plan; existence of a performance evaluation plan; and staff awareness and understanding of PM. Research limitations/implications – The study focussed on only public universities in Uganda; hence, another study could be conducted considering all universities, both private and public. The list of items from literature may not be exhaustive hence additional PM practices that were not included in this tool should be identified from literature to enrich the evaluation tool. Practical implications – This study allowed the development of an empirical list of PM practices which could be used by universities and policy makers to evaluate implementation of strategic PM. Hence, the five foci could be adopted as an evaluation tool for universities with regard to strategic PM implementation. Using these five foci, university managers can identify the grey areas in their PM systems to which management attention could be focussed for improvement. Originality/value – Despite the increasing desire for effective PM implementation in most organisations the world over, there exists no empirical evidence of institutional PM implementation in public universities in Uganda. Besides, to the best of my knowledge, no study has been previously conducted with the aim of developing a tool for evaluating strategic (PM implementation in universities in Uganda.

How NPM-inspired-change impacted work and HRM in the Irish voluntary sector in an era of austerity

2020 ◽  
Vol 42 (5) ◽  
pp. 1101-1116 ◽  
Author(s):  
Pauric P. O'Rourke
Keyword(s):  
Management Practices ◽  
Cross Sectional Study ◽  
Government Funding ◽  
Cross Sectional ◽  
Content Type ◽  
Human Resource Management Practices ◽  
Institutional Forces ◽  
Mimetic Isomorphism ◽  
Conditions Of Employment

PurposeThe purpose of this article is to explore how NPM influenced the Irish NPVCS and triggered changes in work and HRM at a time of austerity.Design/methodology/approachUtilising a case study framework, the study draws on qualitative data from 38 Managers/Supervisors in two Government funded organisations in the Physical and Sensory Disability (PSD) subsector.FindingsResults indicate that due to the sector's dependence on Government funding, NPM entered the Irish NPVCS bloodstream via institutional forces of coercive, normative and mimetic isomorphism. These translated into a more formalised, standardised and commercial approach to work and HRM and downward pressures on pay and terms and conditions of employment in the sector, creating a more business facing and disciplined sector.Research limitations/implicationsAs a cross-sectional study using two large representative case study organisations from the PSD subsector, it has high generalisability for this subsector but less so for the wider Irish NPVCS. It brings into focus the sector's Achilles heel of over-reliance on Government funding and uncovers important issues which merit exploration in other subsectors of the Irish NPVCS.Practical implicationsThe study provides evidence of how NPM and austerity inspired change in human resource management practices in the sector and offers insights to Managers and other stakeholders on how the sector is changing and the challenges that must be addressed, especially around asserting its independence from Government funding.Originality/valueThe study extends our understanding of NPM and HRM in the context of the Irish NPVCS and austerity.

Performance management, budgeting, and legitimacy‐based change in educational organisations

2009 ◽  
Vol 5 (2) ◽  
pp. 168-196 ◽  
Author(s):  
Carolyn Fowler
Keyword(s):  
New Zealand ◽  
Performance Management ◽  
Primary Education ◽  
Management Practices ◽  
Policy Implications ◽  
Content Type ◽  
Reporting Practices ◽  
Study Approach ◽  
And Performance ◽  
And Control

PurposeThe purpose of this paper is to document the types of and any changes in the budgeting and performance management practices of New Zealand primary educational organisations and explain why they occurred using an institutional theory framework. In doing so, it will provide an understanding of past budgeting and performance measurement and reporting practice, as well as consider the policy implications for the contemporary public‐provided primary education system.Design/methodology/approachThe paper uses a historical archival‐based case study approach.FindingsThe historical evidence suggests that from 1844 until 1859 budgeting and performance management practices in educational organisations changed as the provision and control of education moved from not‐for‐profit community‐based organisations to become a predominantly public function. The budgeting, inspection and performance management practices and changes observed in the primary education providers were directly related to their need to obtain legitimacy and procure resources.Practical implicationsThe detailed information regarding historical budgeting and performance management practices provides rich background material for researchers as well as suggesting that split responsibility and control between the community and government for education creates a tension between the two controlling bodies.Originality/valueThis paper is the first study of internal accounting and performance reporting practices in a mid‐nineteenth century New Zealand education context.

Exploring employee well-being as underlying mechanism in organizational health: Indian R&D

2018 ◽  
Vol 7 (3) ◽  
pp. 287-311
Author(s):  
Anupama Singh ◽  
Sumi Jha
Keyword(s):  
Well Being ◽  
Underlying Mechanism ◽  
Organizational Health ◽  
Cross Sectional Study ◽  
Business Organizations ◽  
Cross Sectional ◽  
Content Type ◽  
Study Approach ◽  
Depth Interviews

Purpose The purpose of this paper is to develop a comprehensive organizational health (OH) framework for business organizations. The framework will present the antecedent-OH relationship with employee well-being (EWB) as a mediator. Design/methodology/approach The present study conducted a cross-sectional study using case study approach in which concurrent triangulation design was followed, and the collection of qualitative as well as quantitative data was conducted concurrently. A total of 441 structured survey questionnaires and 21 semi-structured in-depth interviews were collected from 10 laboratories of an Indian R&D organization. Findings The findings showed that EWB acts as a mediator in an antecedent-OH relationship supporting the full mediation model. Research limitations/implications The findings are limited to only R&D organizations. This framework can help organizations in establishing a proper communication channel and reducing occupational stress among employees by empowering the employees. Empowerment practices foster conditions which help the employee feel good about their job which shall help in enhancing EWB thereby, promoting culture for OH. Originality/value It is an attempt to conceptualize the concept of OH in business sector similarly as in the case of OH in the education sector.

Merciful yet effective elderly care performance management practices

2015 ◽  
Vol 19 (1) ◽  
pp. 61-69 ◽  
Author(s):  
Jannis Angelis ◽  
Henrik Jordahl
Keyword(s):  
Staff Development ◽  
Performance Management ◽  
Management Practices ◽  
Management Practice ◽  
Elderly Care ◽  
Cost Effective ◽  
The Elderly ◽  
Care Homes ◽  
Content Type ◽  
Private Homes

Purpose – The study aims to compare management practices in private and publicly owned elderly care homes. The demands for cost-effective care combined with emphasis on client experience highlights the importance of appropriate management practices. Design/methodology/approach – The study utilises a survey of 500 homes covering management practices on monitoring, performance management and staff development. These are highly correlated, allowing for treating the practices both in aggregate and individually in the analysis. Additional questions capture information on site and management conditions. Findings – Management practices employed at the elderly care homes vary greatly, with high and low individual scores found in most homes. But private homes consistently score higher than public homes, especially when it comes to incentive practices. Also, elderly care homes of both ownership forms score at the top and bottom of each management practice. But looking at the average management score, there are fewer private homes that score really low and more private homes that score really high. Practical implications – The results identify given characteristics and maturity of the various management practices employed to plan and control operations in the elderly care homes and provides managerial and staff insights into their use. Originality/value – The application and impact of standard management practices has previously been limited in publicly funded services. Little is known about management practices in elderly care and whether the practices are associated with better performance.

scholarly journals ANALISIS FAKTOR YANG MEMPENGARUHI PEMANFAATAN PROGRAM PENGELOLAAN PENYAKIT KRONIS (PROLANIS) BPJS KESEHATAN PADA FASILITAS KESEHATAN TINGKAT PERTAMA (FKTP)

2021 ◽  
Author(s):  
SYAMSUL ALAM
Keyword(s):  
Health Center ◽  
Health Workers ◽  
Care Program ◽  
Cost Effective ◽  
Cross Sectional Study ◽  
Enabling Factors ◽  
Cross Sectional ◽  
Family Doctors ◽  
Educational History ◽  
Study Approach

Abstract Chronic Disease Care Program[Program pengelolaan penyakit kronis(PROLANIS)] is formulated by Indonesian government and Health insurance [BPJS Kesehatan]to provide health care for BPJS Kesehatan participants who suffer from chronic diseases to achieve an optimal quality of life with cost-effective and efficient health services. Primary Level Health Facilities [Fasilitas Kesehatan Tingkat Pertama(FKTP)] such as Puskesmas, Family Doctors, and primary care clinics that have collaborated with BPJS Kesehatan are obliged to implement Prolanis. This study aims to determine the effect of enabling factors and needs on the use of Prolanis. This research is a type of analytic survey research with a cross sectional study approach which is carried out in several FKTP, namely; Gentungan Health Center, Manuju Health Center and High Moncong Health Center. The population in this study were participants in the prolanis activities at FKTP. Subjects in this study were 107 people. The results of this study indicate that the factors that influence the utilization of prolanis in FKTP are; Educational history (0.001), income (0.029), BPJS Health membership class (0.019), role of health workers (0.001) and timeliness of implementation prolanis activities (0.048). Factors that do not affect the utilization of prolanis in FKTP are; Gender (0.369), Age (0.169), Occupation (0.103), Distance from house to FKTP (0.353), Family support (0.413), Knowledge (0.145), Need for prolanis (0.400) and Disease control (0.315

scholarly journals Employees’ perceptions of human resource management practices and employee outcomes

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shaoheng Li ◽  
Christopher J. Rees ◽  
Mohamed Branine
Keyword(s):  
Performance Management ◽  
Turnover Intention ◽  
Management Practices ◽  
Employee Commitment ◽  
Employee Attitudes ◽  
Western China ◽  
Employee Outcomes ◽  
Content Type ◽  
Hrm Practices ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between employees’ perceptions of HRM practices and two outcomes, namely, employee commitment and turnover intention (TI), in small- and medium-sized enterprises (SMEs) in mainland China.Design/methodology/approachThis paper adopts a quantitative approach based on a sample of 227 employees working in 24 SMEs in eastern and western China.FindingsEmployees’ perceptions of HRM practices, such as training and development, reward management and performance management, are significant predictors of employee commitment. A negative direct relationship is found between employees’ perceptions about the use of HRM practices and TIs.Research limitations/implicationsAlthough data were collected from two representative provinces of eastern and western China, the size of the sample may limit the generalisability of the findings to the wider region.Practical implicationsThe relationship between employees’ perceptions of HRM practices and employee outcomes in Chinese SMEs provides an effective way for SME owners and HR practitioners to generate desirable employee attitudes and behaviours, which, ultimately contribute to improving organisational performance.Originality/valueThis is an original paper which makes a contribution by helping to address the dearth of studies which have explored aspects of the effectiveness of HRM in SMEs in China. In contrast to the majority of China-focussed studies on this topic, it highlights HRM outcomes at the individual level rather than the organisational level. Further, the study involves SMEs in western China which is an under-explored region.

Patients’ Attitudes Towards Involvement of Medical Students in Their Care at Three Selected University Teaching Hospitals in Uganda: A Cross Sectional Study

2021 ◽  
Author(s):  
Charles BENSTONS Ibingira ◽  
Amos Deogratius Mwaka ◽  
Seti Taremwa ◽  
Winnie Adoch ◽  
Jennifer Achan ◽  
...  
Keyword(s):  
Medical Students ◽  
Public Universities ◽  
Cross Sectional Study ◽  
Public Hospitals ◽  
University Education ◽  
University Teaching ◽  
Teaching Hospitals ◽  
Sectional Study ◽  
Cross Sectional ◽  
University Teaching Hospitals

Abstract BackgroundThe acceptance of medical students by patients during care is important and promotes appropriate clinical reasoning, competence and skills development among students. The attitudes and comfort of patients attending care at the medical and obstetrics/gynecology specialties was studied in teaching hospitals of three public universities in Uganda.MethodsThis was cross sectional study conducted among patients getting care at teaching hospitals for three public universities; of Mbarara University of Science and Technology (MUST), Makerere and Gulu Universities. Logistical regression was used to determine the magnitude of associations between independent and dependent variables. Two-sided p<0.05 was considered statistically significant.Results855 patients participated in the study. Majority (54%, n=460) were aged 18 — 39 years, female (81%, n=696) and married (67%, n=567). Seventy percent (n=599) of participants could recognize and differentiate medical students from qualified physicians, and had ever had involvement of medical students (65%, n=554) during earlier consultations. Regarding attitudes of patients towards presence of medical students during their consultations, most participants (96%; n=818) considered their involvement in patients’ care as an essential ingredient of training of future doctors/ health professionals. Most participants prefer the training of medical students to take place in the tertiary public hospitals (80%; n=683). Participants who were single/never married were 68% less likely to recognize and differentiate medical students (aOR = 0.32, 95%CI: 0.22 — 0.53) from other members of the healthcare team ,compared to married participants. Participants with university education had 55% lower odds of being comfortable with presence of medical students during consultation compared to those with primary education (aOR= 0.45, 95%CI: 0.21 — 0.94). Participants from MUST teaching hospital had 2-fold higher odds of being comfortable with presence of medical students compared to participants from Mak teaching hospitals (aOR = 2.01; 95%CI: 1.20 — 3.39).ConclusionPatients are generally comfortable with medical students’ involvement in their care; they prefer to seek care in hospitals where medical students contribute to their care. There is a need for disseminating clear messages to the public regarding the presence and roles of medical students in the university teaching hospitals in order to promote and inform patients’ autonomy and informed decisions.

Communitarian norms and employee performance management in Africa

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Loice Natukunda
Keyword(s):  
Organizational Behavior ◽  
Performance Management ◽  
Social Relations ◽  
Agricultural Research ◽  
Employee Performance ◽  
Employee Attitudes ◽  
Critical Examination ◽  
Cross Sectional ◽  
Content Type ◽  
And Control

PurposeThe paper aims to critically evaluate the day-to-day processes of employee performance management and control (EPMC) in an African-based organization and sheds light on formal and informal management controls, social relations and worker responses.Design/methodology/approachThe paper draws on research undertaken within an Ugandan-based agricultural research organization. A case study approach was used to facilitate an understanding of everyday organizational practices and context. The paper uses ethnographic research and grounded theory, with methods including interviews and observation of work practices.FindingsThe findings provide a nuanced understanding of how performance management and control plays out in practice and show that the unquestioning imposition of Western practices that ignore traditional norms is unlikely to result in desired outcomes.Research limitations/implicationsSince the paper took on a cross-sectional study, a longitudinal study might reveal whether and how the values of managers and employees in Africa-based organizations change over time.Practical implicationsThe study's findings indicate the need for a more critical examination of EPMC that takes account of employee attitudes, behaviors and social relations at the intersection of both the formal and informal organization.Originality/valueAlthough cultural and institutional approaches have been used to evaluate human resource management (HRM) practices in Africa, organizational behavior approaches to performance and control at the micro-level had been underexplored.

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