GPA as a predictor of helpful behavior: an accounting student sample

2017 ◽  
Vol 59 (3) ◽  
pp. 280-291 ◽  
Author(s):  
Paul Lyons ◽  
Randall P. Bandura
Keyword(s):  
Organizational Performance ◽  
Predictive Value ◽  
Predictor Variable ◽  
Technical Skill ◽  
Employee Behavior ◽  
Student Sample ◽  
Grade Point ◽  
Content Type ◽  
Skill Performance ◽  
Relationship Of

Purpose The purpose of this paper is to demonstrate the value of student grade point average (GPA) as a predictor of pro-social, helpful behavior. This voluntary behavior has been shown to be highly valuable to managers and co-workers. GPA is not only predictive of success in core tasks on the job, it is also predictive of voluntary, helpful behavior. Design/methodology/approach The review of literature on predictive value of GPA, in general, as well as that of contextual and helpful behavior on the job is followed by the report of a study with accounting students. The study helps to explain the predictive value of GPA and identifies measures useful in identifying helpful behavior. Findings Findings indicate that two, brief, reliable surveys (contextual performance, job dedication), grounded in several research studies are highly related to voluntary, helpful behavior on the job. The relationships are based on observations of the supervisors of the employees. Regression analysis also provides relatively strong prediction equations. Practical implications Studies of GPA have focused almost exclusively on the relationship of GPA with job longevity, financial compensation, and technical skill performance. This paper helps demonstrate the positive relationship of the GPA metric with contextual, pro-social, helpful employee behavior. Originality/value In the past 35 years research has illuminated the concept that voluntary, helpful employee behavior is as important or even more important than technical skill performance when it comes to unit and/or organizational performance. Very little research has been completed to date to demonstrate that GPA, as a predictor variable, does more than predict skill performance and success on the job. The present study helps to extend the value of GPA as a predictor of success.

Age, gender and work experience as predictors of success

2014 ◽  
Vol 56 (1) ◽  
pp. 59-77 ◽  
Author(s):  
Susan M. Fournier ◽  
Elizabeth M. Ineson
Keyword(s):  
Academic Success ◽  
Predictive Value ◽  
Work Experience ◽  
Secondary Data ◽  
Positive Association ◽  
Hospitality Management ◽  
Student Sample ◽  
Grade Point ◽  
Content Type ◽  
Gender And Work

Purpose – The purpose of this paper is to examine the predictive value of age, gender and work experience in relation to hospitality management (HM) academic success, as measured by year one leadership programme (LP) achievement and cumulative grade point average (CGPA). The association between LP and CGPA success and internship performance is also evaluated. Design/methodology/approach – The sample comprised 349 international undergraduate HM students. Secondary data were compiled and analysed using SPSS. Eight hypotheses, developed from the literature were tested using χ2, t-tests and Kruskal-Wallis tests as appropriate. Findings – Although age was not a predictor of success, males significantly outperformed females. Pre-programme work experience was not a predictor of LP performance but length of paid work experience and supervisory work experience were linked significantly to mean CGPA. LP achievement was positively associated with CGPA and with successful internship completion. Research limitations/implications – Although the student sample was international and spanned three cohorts, the data collection was limited to one institution. Practical implications – Pre-programme work experience, in particular supervisory experience, and the incorporation of management competency-linked LPs into first-year HM curricula are recommended. Originality/value – The paper contributes to the under-researched predictive value of age, gender and pre-programme work experience in relation to HM academic performance, in particular in an LP context. An additional innovative finding is the positive association between LP achievement and success in HM professional practice.

Knowledge management processes, knowledge worker satisfaction, and organizational performance

2019 ◽  
Vol 72 (1) ◽  
pp. 112-129 ◽  
Author(s):  
Umar Farooq Sahibzada ◽  
Jianfeng Cai ◽  
Khawaja Fawad Latif ◽  
Hassam Farooq Sahibzada
Keyword(s):  
Knowledge Management ◽  
Organizational Performance ◽  
Qualitative Comparative Analysis ◽  
Knowledge Worker ◽  
Content Type ◽  
Symmetric Methods ◽  
Knowledge Based ◽  
Management Processes ◽  
Worker Satisfaction ◽  
Relationship Of

Purpose Drawing on the knowledge-based view, the purpose of this paper is to investigate the interrelationship between Knowledge Management (KM) processes, Knowledge Worker Satisfaction (KWS) and Organizational Performance (OP). Additionally, the study further seeks to identify the combinations of KM processes and KWS dimensions that can lead to enhanced OP. Design/methodology/approach Data were collected from 248 academics and administration employees of Higher Education Institutions (HEIs). The relationships were tested using SmartPLS 3.2.7. The study also employed fuzzy set Qualitative Comparative Analysis (fsQCA) for examining configurational paths. Findings The results of the study revealed that KM processes significantly affect KWS and KWS enhances OP in HEIs. Based on fsQCA, the results revealed multiple configurational paths to improved OP. Originality/value There is significant lack of research that ascertains the inter-relationship between KM processes, KWS, and OP. This is one of the initial studies that examines the relationship of KM processes, KWS, and OP in HEI’s. From a methodological perspective, the study contributes by combining symmetric and asymmetric statistical tools in KM literature. fsQCA helps to understand the interactions that might not be immediately obvious through traditional symmetric methods.

An expanded value of college GPA in recruitment? As related to US organizations

2017 ◽  
Vol 31 (2) ◽  
pp. 13-15
Author(s):  
Paul Lyons ◽  
Randall Bandura
Keyword(s):  
Work Environment ◽  
Grade Point Average ◽  
Broad Spectrum ◽  
Design Methodology ◽  
Past Research ◽  
Employee Behavior ◽  
Grade Point ◽  
Content Type ◽  
Supervisor Ratings ◽  
Key Points

Purpose The aim of this paper is to offer a viewpoint that grade point average (GPA) does more than generally predict success on the job; it also helps predict whether a recruit or employee has a tendency to engage in voluntary, helpful behavior in the service of co-workers and the organization. If GPA helps predict both job success or performance, and one’s predisposition to freely offer helpful behavior in the work environment, then the GPA metric has increased value. Design/methodology/approach A review of recent and past research demonstrates that voluntary, helpful behavior on the job, adjunct to competent performance of required tasks, results in desirable consequences for the organization, co-workers and the employee. A summary of key points of several studies and some details of a recent study makes clear the link between GPA and helpful behavior. Findings Supervisor ratings and two brief surveys have been found to correlate positively and significantly with voluntary, helpful employee behavior. The same surveys also correlate positively and significantly with collegiate GPA. Originality/value The combination of metrics identified in this paper is rarely studied or used. The surveys, in particular, may assist recruiters and managers to identify employee value across a broad spectrum of performance.

Islamic human resource practices and organizational performance

2015 ◽  
Vol 6 (1) ◽  
pp. 2-18 ◽  
Author(s):  
Ilhaamie Abdul Ghani Azmi
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Training And Development ◽  
Human Resource Practices ◽  
Content Type ◽  
Significant Relationships ◽  
Type Of Institution ◽  
Relationship Of ◽  
The Relationship ◽  
Islamic Organizations

Purpose – This paper aims to assess the relationship between Islamic human resource practices and organizational performance. Design/methodology/approach – The simple random technique on 300 Islamic organizations in Malaysia was used. In all, 120 completed questionnaires were returned, but only 114 were usable. Findings – There are some positive and significant relationships between Islamic human resource practices and organizational performance. Basically, there is only one Islamic human resource practice, namely, training and development practice, that is positively and significantly related to organizational performance. Research limitations/implications – This study is only limited to the Islamic organizations that are implementing Islamic human resource practices in total. Thus, the findings could only be generalized to this type of institution. Practical implications – Thus, the Islamic organizations should emphasize on this practice to obtain higher organizational performance. Social implications – Islamic human resource practices emphasize on the instillation of Islamic values in the practices that are universal in this world. Thus, through its implementation, the betterment of the society will be obtained in terms of psychology, moral and spiritual aspects. Cooperation, teamwork and harmony could also be steadfast not only in the organizations but also in the society. Originality/value – There are few studies done on finding the relationship of Islamic human resource practices and organizational performance. Thus, this paper provides some empirical findings on this matter.

The link between extraversion and service outputs: a moderated mediation model of work vigor and coworker support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wan-Hsien Hu ◽  
Chen-Ju Lin
Keyword(s):  
Organizational Performance ◽  
Customer Orientation ◽  
Hypothesis Test ◽  
Predictor Variable ◽  
Service Industries ◽  
Mediating Effect ◽  
Coworker Support ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Service Outcomes

PurposeBased on the broaden-and-build theory, this study aims to clarify that the relationship between extraversion and service outcomes will be mediated by work vigor, and that, in turn, this mediating effect will be moderated by coworker support. Specifically, the authors examine vigor as an attitudinal resource to drive organizational performance.Design/methodology/approachThis research collected 181 valid questionnaires from service industries through a two-wave survey. The authors used hierarchical regression analysis to conduct each hypothesis test. Owing to the conditional mediating effect, the authors differentiated each variable centering and used the fractional number and the product as the predictor variable, moderator, and interaction effects after centering.FindingsThe relationships between extraversion and customer orientation and service performance mediated by work vigor in that the indirect relationships are stronger when perceived coworker support is higher than is lower.Research limitations/implicationsFuture studies are suggested to probe into different forms of social support (e.g. family support), mechanisms of coworker support (e.g. task-related vs. non-task-related assistance), and different workplace contexts.Practical implicationsExtraversion, as a personality trait, is a significant reference index to examine an applicant's qualifications during recruitment, particularly in service organizations. Appropriate job assistance and emotional conciliation from coworkers can effectively facilitate employees' work vigor and service outputs.Originality/valuePrevious studies suggested the influence of different personality traits on different dimensions of work engagement. Accordingly, investigation indicates that extraversion can effectively predict work vigor which is an important attitude of willingness to put personal efforts at work to facilitate frontline service outcomes.

How relative performance information affects employee behavior: a systematic review of empirical research

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Christian Schnieder
Keyword(s):  
Organizational Performance ◽  
Relative Performance ◽  
Empirical Literature ◽  
Future Research ◽  
Employee Behavior ◽  
Performance Information ◽  
Systematic Analysis ◽  
Content Type ◽  
Relative Performance Information ◽  
And Performance

PurposeThis paper provides an overview of the empirical findings on how relative performance information (RPI) affects employee behavior. Additionally, the review identifies future research opportunities based on a systematic analysis of the literature that incorporates findings across several disciplines and provides replicable, extensive coverage.Design/methodology/approachThis paper addresses a research gap via synthesis, drawing on the empirical literature identified and analyzed systematically. A conceptual framework is developed to integrate the studies.FindingsThe effect of RPI on performance through enhanced effort is positive; moreover, publicity and performance-dependent compensation strengthen the effect. However, RPI has also been found to increase sabotage among employees, and it can lead to less honest reporting. Future research could examine critical mediators and moderators of the RPI-performance relationship and thus complement the findings. Additionally, the effects of group-based RPI remain underrepresented. Future work could help to assess in greater detail how RPI interacts with culture and norms and whether RPI is due to personal expectations. There is also room for further research regarding the effects of RPI on cooperation, its consequences for learning, how it affects budgeting decisions and its implications for risk taking.Originality/valueThis paper presents the first literature review in the field of RPI. It provides synthesized knowledge about whether RPI is beneficial or detrimental to organizational performance.

Assessing best practices in crime labs structure, processes, and performance

2019 ◽  
Vol 42 (5) ◽  
pp. 751-766
Author(s):  
Joshua T. Shadwick ◽  
William R. King ◽  
Yan Zhang ◽  
Matthew C. Matusiak ◽  
Bradley A. Campbell
Keyword(s):  
Best Practices ◽  
Organizational Performance ◽  
Performance Outcomes ◽  
Mediating Effect ◽  
Content Type ◽  
The Usa ◽  
Separate Line ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

Purpose Forensic crime labs play an important role in the criminal justice system’s response to violent gun crimes in the USA. The purpose of this paper is to describe the methods of firearms analysis including ballistics imaging and proposed best practices for investigating gun crimes. A separate line of research has begun to explore the structure of forensic labs and how structure impacts lab performance. Design/methodology/approach To date, however, proposed best practices in firearms investigation have not been empirically tested within crime labs. The authors address this gap in the literature by using a mediation model examining organizational correlates of a limited number of tasks (identified by Peter Gagliardi’s 13 Critical Tasks) believed to enhance our final dependent measures, forensic crime lab outcomes (NIBIN acquisitions and hits). The authors examine, therefore, the relationship between organizational correlates, collected from a sample of publicly funded labs in the USA, on several of Gagliardi’s tasks and then explore the relationship of those tasks on our outcome variables: NIBIN acquisitions and hits. Findings Results indicate agency size and number of agencies serviced by a lab are significant factors associated with our mediating variables (Gagliardi’s tasks). Communication was identified as a significant task associated with achieving NIBIN acquisitions and hits. In general, this study underscores the importance of communication between labs and other institutional constituents for increasing ballistics imaging outputs. Furthermore, findings provide partial support for Gagliard’s tasks, by highlighting the role of enhanced communication on organization-based performance outcomes. Originality/value This study is the first to examine the mediating effect of Gagliardi’s tasks on the organizational performance of ballistics imaging systems within crime labs. In addition, this study examines the influence of organizational correlates on these mediating tasks.

The art of improvement

2017 ◽  
Vol 33 (5) ◽  
pp. 14-16
Keyword(s):  
Organizational Performance ◽  
Business Strategy ◽  
Design Methodology ◽  
Business Strategies ◽  
Employee Behavior ◽  
Improve Performance ◽  
Content Type ◽  
Pertinent Information ◽  
The Right ◽  
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 While it may seem obvious that business strategies are able to help improve organizational performance, not all research in this field has been conclusive or even positive. Different models have yielded different results. Overall, however, it can be seen that an appropriately constructed business strategy that fits the specific needs of an organization, when adopted in the right way, can improve performance. The key, however, is the integration of aspects of employee behavior. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. 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.

scholarly journals Relationship of patient shame to working alliance and satisfaction: a preliminary investigation

2019 ◽  
Vol 14 (4) ◽  
pp. 251-263
Author(s):  
Daniel J. Carabellese ◽  
Michael J. Proeve ◽  
Rachel M. Roberts
Keyword(s):  
Patient Satisfaction ◽  
Working Alliance ◽  
Preliminary Investigation ◽  
Community Members ◽  
Content Type ◽  
Mediation Analyses ◽  
External Shame ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship of two distinct variants of dispositional shame (internal and external shame) with collaborative, purpose-driven aspects of the patient–provider relationship (working alliance) and patient satisfaction. The aim of this research was to conduct a preliminary investigation into the relevance of dispositional shame in a general healthcare population. Design/methodology/approach In total, 127 community members (mean age 25.9 years) who reported that they had regularly seen a GP over the past year were recruited at an Australian university. Participants were asked to reflect on their relationship with their GP, and completed instruments assessing various domains of shame, as well as working alliance and patient satisfaction. Findings Non-parametric correlations were examined to determine the direction and strength of relationships, as well as conducting mediation analyses where applicable. Small, negative correlations were evident between external shame and working alliance. Both external and internal shame measures were also negatively correlated with patient satisfaction. Finally, the relationship of external shame to patient satisfaction was partially mediated by working alliance. Practical implications Both the reported quality of patient–provider working alliance, and level of patient satisfaction are related to levels of dispositional shame in patients, and working alliance may act as a mediator for this relationship. Originality/value The findings from this preliminary study suggest that internal and external shame are important factors to consider in the provision of medical care to maximise the quality of patient experience and working alliance.

Organizational structure and innovation: analysis from the strategic co-alignment

2016 ◽  
Vol 29 (4) ◽  
pp. 388-406 ◽  
Author(s):  
Diego Armando Marín-Idárraga ◽  
Juan Carlos Cuartas
Keyword(s):  
Organizational Structure ◽  
Organizational Performance ◽  
Structural Equation ◽  
Design Methodology ◽  
Equation Model ◽  
Empirical Validation ◽  
Content Type ◽  
Determining Factors ◽  
Structural Variables ◽  
Innovation Analysis

Purpose The purpose of this paper is to determine the effect of the co-alignment of structural variables on innovation, wherein Bogotá-based SMEs, belonging to the industrial, commercial and services sectors, were used as samples. Design/methodology/approach The study was conducted using a causal inference methodology and through the application of a structural equation model. Findings The results indicate that organizational structure has an influence on innovation, although this is true only for some variables and only when the analysis is performed separately. When performed under strategic co-alignment conditions, however, its influence becomes greater. Originality/value Organizational structure and innovation are determining factors of organizational performance. Although the strategic co-alignment theory has provided points of reference to understanding the phenomenon of organizational performance, there are still many gaps left to be filled. Additionally, it also requires empirical validation especially in relation to Colombian SMEs – and this is where this work makes a contribution.

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