A multilevel analysis of individual and organizational factors that influence the relationship between career development and job-performance improvement

2018 ◽  
Vol 42 (5/6) ◽  
pp. 286-304 ◽  
Author(s):  
Yunsoo Lee ◽  
Jae Young Lee
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Multilevel Analysis ◽  
Performance Improvement ◽  
Organizational Factors ◽  
Individual Factors ◽  
Data Set ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement. Design/methodology/approach This study adopts multilevel analysis, using the 2013 Human Capital Corporate Panel data set compiled by the Korea Research Institute for Vocational Education and Training. Findings Taking into consideration 572 employees over 61 companies, our findings reveal that job satisfaction and organizational commitment are significant individual factors that affect job performance through career development. Moreover, mentoring/coaching is found to be an organizational factor that influences job performance improvement through career development, while job rotation interferes with job performance through career development. Research limitations/implications The framework of the present study is consistent with the framework for organizational career development created by McDonald and Hite (2016), which emphasizes considering both organizational and individual factors together. Practical implications The results of this study provide empirical evidence and practical implications for leaders, line managers and human resource managers who are responsible for employees’ career development when they plan career development interventions. Originality/value This study offers a conceptual framework for career development, paying special attention to multi-level development.

Strengthening the impact of career development on job performance: the important role of organizational and individual factors

2019 ◽  
Vol 27 (4) ◽  
pp. 37-39
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Design Methodology ◽  
Organizational Factors ◽  
Content Type ◽  
Pertinent Information ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings A positive relationship exists between employee career development and job performance. The impact can become more substantial when the process of career development becomes the joint responsibility of employee and firm. This makes it imperative to identify individual and organizational factors most able to enhance the relationship and achieve desired outcomes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Mentors and career development

2019 ◽  
Vol 27 (5) ◽  
pp. 22-24
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Critical Factors ◽  
Content Type ◽  
Specific Field ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Mentors can positively impact on job performance and career development of protégés. By focusing on critical factors, organizations are able to optimize mentoring effectiveness that might be further enhanced through a consideration of characteristics unique to the specific field. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Conflicting values at work: the impact of institutional stress on job performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Performance ◽  
Design Methodology ◽  
Reading Time ◽  
Content Type ◽  
Pertinent Information ◽  
Motivational Resources ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications ◽  
Managerial Responsibility

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings The study, set in four Norwegian hospitals, finds that institutional stress is directly related to employee job performance, but not directly related to job performance in those with managerial responsibility. The relationship between institutional stress and job performance is mediated by motivational resources – autonomy, competence and social support. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The effect of a budget-based incentive compensation scheme on job performance

2016 ◽  
Vol 12 (4) ◽  
pp. 590-613 ◽  
Author(s):  
Vincent K. Chong ◽  
Maggie B.C. Law
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Interpersonal Trust ◽  
Incentive Compensation ◽  
Compensation Scheme ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications ◽  
Least Squares Approach

Purpose This study aims to examine the role of trust-in-supervisor and organizational commitment on the relationship between a budget-based incentive compensation scheme and job performance. Design/methodology/approach A survey was conducted involving 120 managers from Australian manufacturing firms listed in the Who’s Who in Business in Australia electronic database. A partial least squares approach was used to assess the psychometric properties of the theoretical model and proposed hypotheses. Data analysis was conducted using WarpPLS Version 5.0. Findings The results suggest that the reliance on a high budget-based incentive compensation scheme was found to lead to higher trust-in supervisor, which in turn resulted in higher organizational commitment and improved subordinate job performance. Research limitations/implications This study is subject to the limitations of survey-based research. Practical implications This study may assist top management to better understand the importance of designing an effective budget-based incentive compensation scheme to promote high interpersonal trust and organizational commitment among subordinates. Cultivating a climate of trust may help to enhance interpersonal trust between subordinates and their superior, which in turn may lead to higher levels of organizational commitment and improvement in subordinate job performance. Originality/value This paper elucidates and contributes to the existing literature by suggesting that a budget-based incentive compensation scheme can directly affect subordinates’ level of trust in their supervisor, and that trust-in-supervisor can serve as an antecedent to the development and cultivation of subordinates’ commitment to the organization, which in turn improves their job performance.

An empirical investigation of the relationship between workload and performance

2015 ◽  
Vol 53 (10) ◽  
pp. 2377-2389 ◽  
Author(s):  
Alexander Bruggen
Keyword(s):  
Empirical Evidence ◽  
Data Set ◽  
Content Type ◽  
Capacity Decisions ◽  
Quantitative Performance ◽  
And Performance ◽  
The Relationship ◽  
Practical Implications ◽  
Different Levels

Purpose – The purpose of this paper is to examine the effect of workload on quantitative and qualitative job performance. Different levels of workload can affect performance of employees, and it is important for firms to assess the effect of this in order to improve capacity decisions. The literature is not entirely clear on the relationship and calls for further empirical evidence on that matter. Design/methodology/approach – The study uses field data from a mid-sized grocery supplier. In total, 9,210 observations of 27 employees over three years and eight months are analyzed with different statistical models. Employees all work in the same department so that it is a very homogenous data set. Findings – Results show that there is an inverted U-shape relationship between workload and performance. Output of employees increases up to a certain point after which it decreases. Similarly, the quality of performance is highest under moderate levels of workload, which provides evidence against a tradeoff between quantity and quality. Research limitations/implications – The study uses a unique set of data from one firm, which limits generalizability, but adds to an important stream of literature. Practical implications – Results show how workload has a direct effect on performance. Consequently, firms need to balance the workload in order to be able to maximize the performance of their employees. Originality/value – Despite the relevance of the topic, there is hardly any empirical evidence on the relationship between workload and performance. This study thus contributes to the management literature and provides significant evidence on an inverted U-shape between workload and quantitative performance.

scholarly journals Corruption and SME financing structure: the case of Vietnamese manufacturing

2020 ◽  
Vol 22 (2) ◽  
pp. 265-279
Author(s):  
Mai Hong Phan ◽  
Lan Archer
Keyword(s):  
Firm Heterogeneity ◽  
Least Squares Method ◽  
Data Set ◽  
Financing Structure ◽  
Content Type ◽  
Country Level ◽  
Major Factors ◽  
Retained Earnings ◽  
The Relationship ◽  
Practical Implications

PurposeCorruption has been evidenced as one of the major factors that drive a firm's dynamics and growth. This study examines the relationship between corruption and financing structure decisions of small and medium-sized enterprises (SMEs) in Vietnam.Design/methodology/approachThe authors use a longitudinal data set from the Vietnam's SME Survey in the period 2007–2013 and adopt the two-stage least squares method to deal with endogeneity.FindingsAfter controlling for endogeneity and firm heterogeneity, the authors find that, overall, corruption does significantly affect the decisions of financing sources. Given that, corruption increases the use of informal debt and decreases the levels of formal debt, owner's equity and retained earnings.Practical implicationsThe findings suggest implications for corruption-combating actions and policies.Originality/valueDifferent from previous studies that either provide evidence of government corruption and a firm's capital structure at the country level or focus on corruption and debt only, we deliver a more comprehensive analysis on the nexus between corruption and various financing sources.

Silence as a mediator between organizational factors and stress

2016 ◽  
Vol 31 (8) ◽  
pp. 1251-1264 ◽  
Author(s):  
Alisher Tohirovich Dedahanov ◽  
Do Hyung Lee ◽  
Jaehoon Rhee
Keyword(s):  
Organizational Factors ◽  
Content Type ◽  
Mediating Role ◽  
Grievance Procedures ◽  
South Korean ◽  
Shared Information ◽  
Employee Silence ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the mediating role of silence as a link between punishment, communication opportunities and stress. Design/methodology/approach The authors conducted a survey among 1,015 highly skilled employees of South Korean companies using a self-administered instrument. In total, 748 questionnaires were received from the 1,015 participants. Of these, 61 questionnaires were incomplete and were discarded; the remaining 687 questionnaires were used in the analysis. Findings The results revealed that punishment and communication opportunities are significantly associated with silence. Silence showed a positive relationship with stress, and it mediates the relationship between punishment and stress. Meanwhile, findings indicate that silence does not mediate the link between communication opportunities and stress. Research limitations/implications This study investigates the unitary construct of silence. Therefore, the authors suggest future researchers examine the other forms of silence such as multidimensional construct of silence that focuses on the motives of individuals to be silent. Practical implications The study highlights the importance of establishing organizational ombudsman system, grievance procedures and employee management meetings to mitigate silence behavior. Moreover, the authors recommended management demonstrates their interest in shared information to avoid employee silence. Originality/value This study is the first to explore the mediating role of silence on the relationship between punishment and stress.

The association between subjective job insecurity and job performance across different employment groups

2019 ◽  
Vol 25 (3) ◽  
pp. 229-246 ◽  
Author(s):  
Tinka van Vuuren ◽  
Jeroen P. de Jong ◽  
Peter G.W. Smulders
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Job Insecurity ◽  
National Level ◽  
Cross Sectional ◽  
Data Set ◽  
Content Type ◽  
Cross Sectional Design ◽  
Permanent Workers ◽  
The Relationship

Purpose The purpose of this paper is to test the relationship between subjective job insecurity and self-rated job performance, and to assess how this association is different across different employment groups. Design/methodology/approach The authors used a data set owned by TNO and Statistics Netherlands of more than 89,000 Dutch workers and self-employed that is a representative sample of the Dutch workforce. The authors included data from 2014 and 2016 assessing subjective job insecurity in terms of “a concern about the future of one’s job/business” and self-rated job performance. Findings The effect size of the association between subjective job insecurity and self-rated job performance is small. For temporary agency workers and on-call workers, the association between subjective job insecurity and job performance is weaker compared to permanent workers and fixed-term workers. However for self-employed workers with and without employees, however, the relation between subjective job insecurity and job performance is stronger compared to permanent workers. Research limitations/implications The biggest limitation is the cross-sectional design of the study, which limits conclusions about causality. Practical implications The finding that subjective job insecurity goes together with less work performance shows that job insecurity has no upside for the productivity of companies. Originality/value The study provides a deeper understanding of the relationship between subjective job insecurity and self-rated job performance on a national level.

Impact of CSR news reports on firm value

2020 ◽  
Vol 32 (3) ◽  
pp. 644-663
Author(s):  
Junhee Seok ◽  
Youseok Lee ◽  
Byung-Do Kim
Keyword(s):  
Firm Value ◽  
Public Awareness ◽  
Advertising Expenditure ◽  
Data Set ◽  
Content Type ◽  
News Reports ◽  
Corporate Social ◽  
The Relationship ◽  
Positive Effect ◽  
Practical Implications

PurposeThis study clarifies the relationship between corporate social responsibility (CSR) news reports and firm value and identifies the mechanisms that constitute this relationship. Specifically, it identifies the roles of word of mouth (WOM) and traditional advertising in this relationship.Design/methodology/approachThe data set used for the analysis covers 77 firms in Korea from 2012 to 2015. The random-effects model is applied to verify three hypotheses. Using a three-step regression analysis and the Sobel test, this study reveals the roles of WOM and advertising expenditure in the relationship between CSR news reports and firm value.FindingsCSR news reports positively affect firm value, and this relationship is mediated by WOM and moderated by advertising expenditure. Notably, the positive effect of WOM on firm value is stronger for companies that spend less on advertising.Practical implicationsThe evidence implies that marketing managers could benefit from not only conducting CSR activities but also widely publicizing them. CSR news reports could help companies enhance public awareness of and interest in them.Originality/valueThis is the first study to investigate the influence of CSR news reports using empirical data in Korea.

The relationship between organizational culture, organizational silence and job performance in hotels: the case of Kuşadasi

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gullu Gencer ◽  
Hakan Atay ◽  
Arzu Gurdogan ◽  
Ulker Colakoglu
Keyword(s):  
Organizational Culture ◽  
Job Performance ◽  
Content Type ◽  
Future Studies ◽  
Tourism Management ◽  
Organizational Silence ◽  
Closing The Gap ◽  
The Relationship ◽  
Practical Implications ◽  
Insight Into

PurposeThis study aims to measure the effect of organizational culture perceptions of hotel employees on their organizational silence behavior and job performance, as well as the effect of their organizational silence behavior on their job performance.Design/methodology/approachA correlational survey model was used in this research and a questionnaire was distributed to collect the data from 389 sampled employees working in four- and five-star hotels in the Kusadasi region in Turkey.FindingsIt was found that organizational culture was not significantly related to organizational silence but that organizational culture and its dimensions were significantly related to job performance. It was also revealed that while organizational silence was not significantly related to job performance, its dimensions were significantly related to job performance.Practical implicationsThe results of this study provide insight into organizational culture as an important factor in increasing job performance. The study also revealed how organizational silence behavior and its dimensions affect job performance. In this sense, accommodation establishments will be able to acquire new perspectives in terms of improving job performance.Originality/valueThis paper is deemed important, as it examined these three terms in one model in the field of tourism management. It is thought that it will contribute to the literature by closing the gap in the tourism literature while leading the way for future studies.

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