Measures aiding in identifying voluntarily helpful employees: an accounting student sample

2018 ◽  
Vol 42 (5/6) ◽  
pp. 305-318
Author(s):  
Paul Lyons ◽  
Randall P. Bandura
Keyword(s):  
Organizational Behavior ◽  
Contextual Performance ◽  
Research Literature ◽  
Work Behavior ◽  
Self Assessment ◽  
Line Managers ◽  
Student Sample ◽  
Content Type ◽  
Self Evaluation ◽  
Self Assessments

Purpose There have been few attempts to identify valid and efficient self-assessment measures for use by human resource practitioners or line managers to help distinguish job applicants and/or employees who may have a predisposition to offer voluntary helpful behavior, or contextual performance, on the job. This paper (exploratory and correlational) aims to identify measures that are positively and highly related to this valuable work behavior. Findings set the stage for further study and research aimed at creating predictive measures that possess reliable statistical properties. Design/methodology/approach Study design has two components: first, identity and analysis of measures of performance that are broadly supported in research literature; and second, correlational analysis of contextual performance measures with critical self-assessments. No effort to discover cause and effect linkages is reported; only relationships are disclosed. Findings Of the self-assessments examined, two (core self-evaluation and self-efficacy) were found to be positively and significantly related to valid measures of voluntary, helpful organizational behavior, in this case, measures of contextual performance and job dedication. Research limitations/implications The study made no attempt to establish statistically valid predictors of behavior. Sample size was relatively small and consisted of students preparing for a career in accounting. Originality/value Voluntary, helpful employee behavior is valuable in virtually all organizations. Isolated here are two brief and easy-to-administer self-assessments which may assist in the identification of individuals who possess an inclination to offer such behavior.

scholarly journals Examining correlates of organizational citizenship behavior and counterproductive work behavior in a collectivist culture: the case of Arab teachers in Israel

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aaron Cohen ◽  
Mohammad Abedallah
Keyword(s):  
Emotional Intelligence ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Self Evaluation ◽  
Core Self

Purpose This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report). Design/methodology/approach In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB. Findings Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence. Practical implications Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB. Originality/value Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.

Self-control at work: its relationship with contextual performance

2015 ◽  
Vol 30 (4) ◽  
pp. 406-421 ◽  
Author(s):  
Benjamin J. de Boer ◽  
Edwin A. J. van Hooft ◽  
Arnold B. Bakker
Keyword(s):  
Organizational Citizenship Behavior ◽  
Contextual Performance ◽  
Self Control ◽  
Work Behavior ◽  
Self Report ◽  
Proactive Coping ◽  
Citizenship Behavior ◽  
Future Research ◽  
Content Type ◽  
Personal Initiative

Purpose – Individuals differ in their levels of self-control. Trait self-control has been found to relate positively to desirable and negatively to undesirable behaviors in contexts like physical health, academic performance, and criminality. The purpose of this study is to examine the relevance of trait self-control in work-settings. The authors distinguished between two types of self-control, stop-control (inhibitory control) and start-control (initiatory control), and tested their differential validity in predicting contextual performance. Design/methodology/approach – In two independent employee samples, stop-control, start-control, organizational citizenship behavior (OCB), personal initiative, and proactive coping were measured. Counterproductive work behavior (CWB) was added in Study 2. Findings – Results showed that only start-control was positively related to OCB, personal initiative, and proactive coping. Both stop-control and start-control were negatively related to CWB. Research limitations/implications – Findings support the validity of distinguishing between stop-control and start-control, suggesting that self-control theory and models should be refined to incorporate this distinction. Limitations include the correlational design and self-report measures. Although results were similar across two independent studies, future research is needed to test the generalizability of the conclusions in other settings, using non-self-report data. Practical implications – The distinction between stop-control and start-control may help organizations in selecting staff and assigning tasks. Originality/value – The present research introduces the distinction between two conceptually different types of self-control (stop-control and start-control), demonstrating their relevance to work-related behavior.

Entrepreneurship education evaluation: revisiting Storey to hunt for the heffalump

2015 ◽  
Vol 57 (8/9) ◽  
pp. 816-833 ◽  
Author(s):  
Colette Henry
Keyword(s):  
Entrepreneurship Education ◽  
Future Research ◽  
Limiting Factor ◽  
Evaluation Tool ◽  
Self Assessment ◽  
Content Type ◽  
Self Evaluation ◽  
Practical Guidelines ◽  
Potential Benefits ◽  
Reliability And Robustness

Purpose – The purpose of this paper is to consider entrepreneurship education (EE) evaluation. Specifically, it explores some of the challenges involved in applying the HEInnovate tool, and considers ways in which its accuracy and value might be strengthened. Using Storey (2000) by way of reflective critique, the paper proposes an augmented framework to support the application of HEInnovate. It provides a further framework to help signpost those involved in EE towards a more robust consideration of EE evaluation. In so doing, the paper aims to contribute to extant theory in the field of EE by: raising awareness of the continued need for evaluation, highlighting the potential benefits as well as the associated challenges of applying a self-assessment framework such as the HEInnovate and finally, proposing an augmented framework, which enhances the accuracy and value of the HEInnovate tool. Some avenues worthy of future research are identified. Design/methodology/approach – This is a conceptual paper that draws on extant EE evaluation frameworks, specifically Storey’s “Six steps” to Heaven (2000), to explore how a more robust application of the HEInnovate self-evaluation tool might be achieved. Findings – The HEInnovate framework is an easily accessible and widely applicable self-evaluation tool that higher education institutions (HEIs) are encouraged to use to determine their level of innovativeness and entrepreneurialism and, as a proxy, their preparedness to deliver EE programmes. The paper highlights the inherent challenges involved in administering self-evaluation frameworks of this nature, and uses Storey to identify areas for consideration so that the framework’s overall reliability and robustness can be enhanced, and findings rendered more accurate. The search for the “flawless” evaluative framework is likened to that of “Hunting the heffalump”. Research limitations/implications – As a conceptual, perspective paper, the paper is limited by personal opinion. The focus on a single self-assessment institutional evaluative framework is a further limiting factor. That said, this approach prompts those using the HEInnovate framework to reflect on ways in which its application can be rendered more accurate and reliable. Practical implications – The findings offer practical guidelines to enhance the overall robustness and accuracy of the HEInnovate framework. The paper will be of value to HEIs seeking to introduce or increase their EE provision. Originality/value – The paper demonstrates a novel application of Storey’s evaluative framework, allowing users of the HEInnovate tool to greatly enhance its robustness and value. It also provides two new frameworks signposting entrepreneurship educators towards more a more robust consideration of EE evaluation.

scholarly journals Instrumento de autoavaliação para estudantes de cursinhos populares: a evasão como problemática

2020 ◽  
Vol 10 (2) ◽  
pp. 31
Author(s):  
Luciana Maria Lunardi Campos ◽  
Natália Harue da Cruz
Keyword(s):  
Evaluation Method ◽  
Assessment Tool ◽  
School Dropout ◽  
Public University ◽  
Sao Paulo ◽  
São Paulo ◽  
Self Assessment ◽  
Self Evaluation ◽  
Self Assessments ◽  
New Form

O presente estudo teve por objetivo elaborar um instrumento de autoavaliação e analisar a viabilidade de sua utilização junto a estudantes de um cursinho pré-universitário, vinculado a uma universidade pública do estado de São Paulo. Esta proposta avaliativa visa possibilitar aos estudantes a realização de um exercício de autocrítica e de reflexão sobre o desempenho e as dificuldades no decorrer do curso e justifica-se pelos altos índices da evasão em cursinhos populares. O instrumento foi elaborado com três eixos: identificação, desempenho geral e dificuldades, para ser utilizado mensal e individualmente pelos/as estudantes. A cada autoavaliação, o/a estudante recebeu uma nova ficha para preenchimento dos mesmos aspectos e os dados das autoavaliações anteriores para analisá-los e compará-los com as novas respostas. Participaram do estudo duas turmas de extensivo, num total de 21 estudantes. Os resultados foram organizados em: instrumentos elaborados e aplicação do instrumento e indicam que o instrumento proporcionou uma nova experiência aos estudantes e que dificuldades, desmotivação e evasão estão relacionados à dimensão subjetiva, que só pode ser compreendida em articulação com à objetiva.Palavrs-chave: Cursinho pré-universitário; Autoavaliação; Evasão Escolar. ABSTRACT: The present study aimed to develop a self-assessment tool and analyze the feasibility of its use among pre-university students course from a public university from the state of São Paulo. This proposes evaluation method aims to lead the students to perform an exercise of self-criticism, reflecting on the performance and difficulties that are found during the course period and justified by the high evasion rates in popular courses. The instrument was elaborated with three axes: identification, general performance, and difficulties, to be used monthly and individually by the students. At each self-assessment, the student received a new form to fill in the same aspects and data from the previous self-assessments to analyze and compare them with the new answers. A total of 21 students participated in the study. The results were organized in how the self-assessment was elaborated and its application and indicate that instrument provided a new experience for students and that difficulties, desmotivation and evasion are related to the subjective dimension, which can only be understood in articulation with the objective.Keywords: Pre-university Coursework; Self- Evaluation; School Dropout.

Voluntary helpful organizational behavior

2014 ◽  
Vol 38 (7) ◽  
pp. 610-627 ◽  
Author(s):  
Randall P. Bandura ◽  
Richard Johnson ◽  
Paul R. Lyons
Keyword(s):  
Organizational Behavior ◽  
Goal Attainment ◽  
Academic Research ◽  
Contextual Performance ◽  
Current Theory ◽  
Regression Equations ◽  
Content Type ◽  
Voluntary Behavior ◽  
Direct Measures ◽  
Practical Implications

Purpose – The purpose of the paper is to examine employee-helpful behavior that is voluntary and given freely without anticipation of reward or recognition. The authors have labeled this voluntary behavior in all its forms as v-hob, or voluntary helpful organizational behavior. They seek to define and explain the behavior and attempt to discern measures that will help to discover individual’s predispositions to offer v-hob. Design/methodology/approach – The authors examine current theory/constructs and offer a detailed empirical study in identifying measures that may provide some means for assessing employee predisposition toward helpful, voluntary behavior on the job. The format of the work is reflective of a typical research study with hypotheses. Findings – The authors learned that, within limits, it is possible and practical to identify direct measures to discover one’s predisposition toward v-hob. They also have identified regression equations that use several variables to help predict one’s predispositions toward this valued behavior. Practical implications – This study brings to the manager and/or human resource (HR) practitioner the substance of contextual performance, that is, behavior that goes beyond task performance in the support of individual and organizational goal attainment. This research demonstrates several means by which trainers, managers and HR professionals may assess an employee’s or a recruit’s predisposition to offer voluntary, helpful behavior. Originality/value – This research, unlike most of the empirical, academic research in the domain of contextual performance, speaks directly to practitioners. The authors' definitions, explanations and study clearly demonstrate the practical features of contextual performance.

Relationships between status judgments, identification, and counterproductive behavior

2014 ◽  
Vol 29 (5) ◽  
pp. 472-489 ◽  
Author(s):  
Amer Ali Al-Atwi ◽  
Ali Bakir
Keyword(s):  
Organizational Behavior ◽  
Structural Equation ◽  
Longitudinal Research ◽  
Work Group ◽  
Group Identification ◽  
Social Identification ◽  
Work Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationships among perceived external prestige (PEP), perceived internal respect (PIR), organizational and work-group identification (OID and WID), and counterproductive work behavior (CWB). Design/methodology/approach – Data were gathered from a cement firm's employees, using longitudinal research. Descriptive statistics, confirmatory factor analysis and structural equation modeling were employed. Findings – PEP and top management respect were positively related to organizational identification (OID), and the latter negatively related to organizational deviance; perceived co-workers and supervisor respect was positively related to WID, and the latter negatively related to interpersonal deviance; and identification foci mediated the relationship between status judgments and CWB. Research limitations/implications – The sample was based on one organization, limiting the results’ generalizability, and interactive relationships between WID and OID were not considered. The findings’ implications suggest that organizations need specific strategies for reducing deviant organizational behavior and deviant interpersonal behavior, and for fostering identification of their members. Originality/value – The study shows that employees’ evaluations of prestige and respect are important predictors of their identification with their organization and work group. It is the first study to investigate the relationship between social identification foci and deviant work behaviors as a negative outcome of identification. It developed a new scale to assess employees’ perception of internal respect; it supports operationalizing PIR as a multifoci construct. It has also answered the call for longitudinal research as opposed to cross-sectional research.

Leader-member exchange and innovative work behavior

2019 ◽  
Vol 22 (1) ◽  
pp. 105-124 ◽  
Author(s):  
Bilal Bin Saeed ◽  
Bilal Afsar ◽  
Sadia Cheema ◽  
Farheen Javed
Keyword(s):  
Creative Process ◽  
Domain Knowledge ◽  
Positive Relationship ◽  
Work Behavior ◽  
Leader Member Exchange ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Self Evaluation ◽  
Member Exchange ◽  
Innovative Work

PurposeThe purpose of this paper is to examine how leader–member exchange relates to subordinate’s innovative work behavior through core self-evaluation (CSE), domain knowledge and creative process engagement. On the basis of an interactional approach, this study hypothesized that there is an interaction between leader–member exchange, CSE and domain knowledge that affects innovative work behavior, such that leader–member exchange has the strongest positive relationship with innovative work behavior when subordinates have high levels of CSE and domain knowledge; and creative process engagement mediates the effect that this three-way interaction between leader–member exchange, CSE and domain knowledge has on innovative work behavior.Design/methodology/approachData were collected from 323 employees and their immediate supervisors (121) from automotive industry. First, subordinates completed measures of their leader–member exchange, CSE and domain knowledge. Then, the supervisors of these employees assessed their subordinates’ innovative work behavior.FindingsThe results showed that leader–member exchange, CSE and domain knowledge interacted to affect employee innovative work behavior in such a way that when CSE and domain knowledge were both high, leader–member exchange had the strongest positive relationship with innovative work behavior and creative process engagement mediated this relationship.Originality/valueThis study is the first of its kind to empirically examine the interactional perspective of leader–member exchange on innovative work behavior through domain knowledge, CSE and creative process engagement. Theoretical and practical implications and future area of research are discussed at the end.

Weighting the dimensions in models of excellence – a critical review from a business perspective

2016 ◽  
Vol 20 (3) ◽  
pp. 79-90 ◽  
Author(s):  
Joaquín Gómez-Gómez ◽  
Micaela Martínez-Costa ◽  
Ángel Rafael Martínez-Lorente
Keyword(s):  
Assessment Tool ◽  
Future Research ◽  
Specific Situation ◽  
Self Assessment ◽  
Content Type ◽  
Self Evaluation ◽  
Industrial Companies ◽  
Leadership Strategy ◽  
Efqm Model ◽  
Private And Public

Purpose Despite the widespread use of excellence models as a self-assessment tool in the past two decades, little is known about the underlying logic behind the way that promoting organizations give weight to their criteria, and whether these scores align with business reality. This paper aims to analyze whether these scores coincide with the vision of managers and the real situation of business today. Design/methodology/approach This paper uses three different methods and two kinds of data to review the evolution of scores on criteria in excellence models since their creation and empirically analyses and compares the results with the vision of the managers. Findings The results show that the estimated weight of criteria in the European Foundation for Quality Management (EFQM) model (both directly perceived by managers and obtained with the statistical analysis) do not coincide with the value that the promoting organization has given to them, in its current version or in the previous versions. Research limitations/implications This paper is focused exclusively on industrial companies so one discussion point that can serve as a basis for future research is to study whether there is any difference in the distribution of points between industrial organizations and services, or between private and public organizations. Practical implications The results show that, depending of the methodology used to evaluate the weight of each element of the excellence model, these weights could be different and are different from those proposed by EFQM. Therefore, if managers want to use the EFQM model of excellence for self-evaluation purposes, they should define their own weights for each element, in accordance with their own company characteristics. Leadership, strategy, people, partnership & resources and processes could have more or less importance in promoting the success of a business, according to the specific situation of each company. Originality/value This study has been made using three different methods and two kinds of data.

Individual-level absorptive capacity and multidimensional work behavior in tourism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hung-Yu Tsai
Keyword(s):  
Absorptive Capacity ◽  
Contextual Performance ◽  
Work Behavior ◽  
Psychological Ownership ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Individual Level ◽  
Service Sabotage

PurposeThis study aimed to advance the understanding of employees' individual-level absorptive capacity by examining the mechanisms of three dimensions of their work outcomes: contextual performance, citizenship behaviors toward customers and service sabotage. Drawing on the theory of psychological ownership, the author theorized and assessed how employees' individual-level absorptive capacity predicts different facets of employees' work outcomes through psychological ownership.Design/methodology/approachMultisource data were collected from 334 subordinates from the hospitality industry in Taiwan over two time periods. The hypotheses were tested using structural equation modeling, the results of which indicated that employees' individual-level absorptive capacity was positively related to psychological ownership.FindingsPsychological ownership positively predicted contextual performance and citizenship behaviors toward customers; however, it was negatively associated with service sabotage. Finally, it was found to mediate the effects of employees' individual-level absorptive capacity on contextual performance, citizenship behaviors toward customers and service sabotage.Originality/valueThis study contributed to understanding the relationship between individual-level absorptive capacity and shaping perceptions of service workers and provided several theoretical implications for absorptive capacity and tourism literature.

scholarly journals “I Drive Well, the Problem is the Other Driver”: A Study About the Self-Assessment of the Ability to Drive

2021 ◽  
Vol 30 (2) ◽  
Author(s):  
Eduarda Lehmann Bannach ◽  
Alessandra Sant´Anna Bianchi
Keyword(s):  
The Self ◽  
The Other ◽  
Self Assessment ◽  
Driving Experience ◽  
Self Evaluation ◽  
Demographic Questionnaire ◽  
Significant Difference ◽  
Self Assessments ◽  
Ability To Drive ◽  
Better Than

This study aims to verify the self-evaluation that people make about their ability to drive and investigate whether there is a difference between self-evaluation and evaluation about their friends’ abilities. To this end, 151 people answered three different questionnaires, one questionnaire about driving abilities (self-evaluation and evaluation of friends), the Driver’s Behavior Questionnaire and a socio-demographic questionnaire The sample consisted of 50.3% of males with a mean age of 25.32 years (sd = 1.66). As a result, self-evaluation was positively correlated with age, evaluation of friend, weekly driving hours, Common Violations, and Aggressive Violations. In addition, there was significant difference between evaluation by sex: males carry out self-assessments in a more positive way. It was also found that people evaluate themselves better than they evaluate their friends. From this research, it is possible to think the target audience that would most benefit from an intervention to reduce self-evaluation, that is, men, people over 24 years old, and people who have more driving experience.

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