Managing the most important asset: a twenty year review on the performance management literature

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ebina Justin M.A. ◽  
Manu Melwin Joy
Keyword(s):  
Performance Management ◽  
Management Practices ◽  
Organizational Outcomes ◽  
Future Research ◽  
System Quality ◽  
Content Type ◽  
Non Profit ◽  
Quantitative Studies ◽  
Theoretical Perspectives ◽  
Human Resource Management Practices

Purpose The three objectives served by this review are to provide readers a limpid insight about the topic performance management (PM), to analyse the latest trends in PM literature and to illustrate the theoretical perspectives. It would be fascinating for the practitioners and researchers to see the latest trends in the PM system, which is not yet covered in previous reviews. The study covers the historical and theoretical perspectives of human resource management practices. We also try to unveil some of the theoretical debates and conflicts regarding the topic. Design/methodology/approach We reviewed 139 studies on PM published within the last 20 years (2000–2020). The method used here is the integrative review method. The criteria used to determine studies are articles from peer-reviewed journals regarding the PM system published between 2000 and 2020. The initial search for studies was conducted using an extensive journal database, and then an intensive reference-based search was also done. Each selected article was coded, themes were identified, and trends for every 5 years were determined. All the articles were analysed and classified based on the methodology used to identify qualitative and quantitative studies. Findings The review concludes that PM literature's emphasis shifted from traditional historical evaluations conducted once or twice a year to forward-looking, feedback-enriched PM systems. By segregating the studies into 5-year periods, we could extract five significant trends that prevailed in the PM literature from 2000 to 2020: reactions to PM system, factors that influence PM system, quality of rating sources, evaluating the PM system and types of the PM system. The review ends with a discussion of practical implications and avenues for future research. Research limitations/implications It is equally a limitation and strength of this paper that we conducted a review of 139 articles to cover the whole works in PM literature during the last 20 years. The study could not concentrate on any specific PM theme, such as exploring employee outcomes or organizational outcomes. Likewise, the studies on public sector and non-profit organizations are excluded from this review, which constitutes a significant share of PM literature. Another significant limitation is that the selected articles are classified only based on their methodology; further classification based on different themes and contexts can also be done. Originality/value The study is an original review of the PM literature to identify the latest trends in the field.

Performance management perception in Kenya

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nickson Hebert Odongo
Keyword(s):  
Performance Management ◽  
Management Practices ◽  
Positive Impact ◽  
Performance Standards ◽  
Future Research ◽  
Social Scientists ◽  
Content Type ◽  
Performance Review ◽  
And Performance ◽  
Government Workers

Purpose This paper aims to present an analysis of the perception of performance management practices and transformations by investigating what devolved governments of Kenya are doing and ought to do after which the approaches of performance and performance management are evaluated. Design/methodology/approach A descriptive assessment of five devolved governments of Kenya is carried out. This study covered 518 respondents across the above-sampled governments. Findings The outcomes demonstrated that there are guidelines established by the counties to measure the performance of workers where tested variables about setting performance standards and performance review information against their effect on performance improvement and performance measurement, respectively, are statistically significant, and therefore have a positive impact on the eventual performance of devolved governments. Practical implications The results support scholars, practitioners and social scientists in development studies for the planning and management of public organizations. The thought of factors that enhance or impede devolved government workers’ performance can be explored in future research. Originality/value The thought of performance management perception, especially in a developing country, is a theoretical milestone.

New approaches on repatriation research

2014 ◽  
Vol 12 (3) ◽  
pp. 326-344 ◽  
Author(s):  
Naiara Arnaez ◽  
Amaia Arizkuren ◽  
Marta Muñiz ◽  
María Eugenia Sánchez
Keyword(s):  
Management Practices ◽  
Recent Literature ◽  
Future Research ◽  
Contextual Influences ◽  
Content Type ◽  
Future Studies ◽  
Human Resource Management Practices ◽  
Research Propositions ◽  
The Impact ◽  
Practical Implications

Purpose – The purpose of this paper is to analyze repatriation as an active actor on his/her return and not just as a passive receiver of organizational human resource management practices. Traditionally, literature has been focused on investigating the impact of organizational practices and support on repatriation, but new studies suggest that this approach is insufficient. According to these studies, individual and contextual influences are also important on repatriation and new studies are needed to measure its impact. Design/methodology/approach – This article is the base of future studies to analyze the impact of both approaches at once. Findings – The paper departs from recent literature in the field, to develop a series of research propositions. Research limitations/implications – The implications of this study include to contribute to the knowledge and future research on the expatriation process, studying the adaptation, performance, etc. of the expatriate during the international mission and particularly the last part of the process, repatriation, which has not received so much attention. Practical implications – This paper highlights that mismanagement of repatriation could lead to turnover of these valuable professionals or to a non-satisfactory reinstatement or even to inefficiency. On the other hand, the perception that repatriation is not well managed and that it does not lead to an advance for the employee could discourage future expatriates to accept international missions, which could even slow down the international progress of the company. Originality/value – The integration of the traditional and the emerging perspectives of repatriation process.

Promoting desirable work attitudes and behaviors among accountants: a field study

2020 ◽  
Vol 35 (10) ◽  
pp. 1591-1604
Author(s):  
Enoch Kusi Asare ◽  
J. Lee Whittington ◽  
Robert Walsh
Keyword(s):  
Performance Management ◽  
Affective Commitment ◽  
Online Survey ◽  
Management Practices ◽  
Work Attitudes ◽  
Work Outcomes ◽  
Future Research ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
And Behaviors

Purpose Accounting work is characterized by high job demands and tight deadlines. With less task variety, accounting work is susceptible to employee disengagement. This paper aims to examine the role of enhanced performance management practices as intervention mechanism to the disengagement among accountants. Design/methodology/approach A total of 105 accountants participated in an online survey, answering self and social reports. Hypotheses were tested using regression analyses. Findings Enhanced performance management practices promote engagement among accountants. In turn, engagement promotes job satisfaction and affective commitment among accountants. Research limitations/implications Further studies are necessary to test the study’s findings. Future research should focus on replicating this study in other settings. Practical implications Performance planning and implementation are critical to enhancing accountants’ work attitudes and behaviors. Originality/value The accounting literature has consistently addressed negative accounting work outcomes from the perspective of burnout (a negative approach). This paper addresses the issue from the perspective of engagement (a positive approach).

The Cultural Lens

2021 ◽  
pp. 23-52
Author(s):  
Hilla Peretz ◽  
Lena Knappert
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Performance Appraisal ◽  
Multinational Corporations ◽  
Human Resource ◽  
Management Practices ◽  
Diversity Management ◽  
Future Research ◽  
Human Resource Management Practices

This chapter reviews the literature on the intersection of culture and human resource management. More specifically, the chapter discusses why and how culture accounts for variance in human resource management practices and their outcomes between organizations operating in diverse cultural contexts. To that end, the chapter first provides a summary of how culture is defined and measured and reviews seven established frameworks of culture. Next, the chapter reviews related studies conducted by members of the Cranfield Network on International Human Resource Management and other established scholars in the literature of cultural variance in human resource management practices (i.e., recruitment and selection, performance management and performance appraisal, training and development, compensation and benefits, flexible work arrangement, diversity management, and high-performance work systems) and their outcomes. The chapter concludes with practical implications for multinational corporations and domestic organizations and provides an overview of future research avenues in the field.

scholarly journals Intra-corporate plagiarism? Conceptualising antecedents and consequences of negatively perceived mobility of ideas

2016 ◽  
Vol 4 (3) ◽  
pp. 257-275 ◽  
Author(s):  
Frithjof Arp ◽  
Michał K. Lemański
Keyword(s):  
Knowledge Transfer ◽  
Management Practices ◽  
Future Research ◽  
Content Type ◽  
Factors Affecting ◽  
Defensive Strategies ◽  
Country Level ◽  
Theoretical Perspectives ◽  
Statistical Validity ◽  
Antecedents And Consequences

Purpose The purpose of this paper is to examine and reflect on the mobility of ideas between multinational corporation (MNC) headquarters and subsidiaries. Does it always represent (positively perceived) knowledge transfer or can it sometimes constitute (negatively perceived) intra-corporate plagiarism? What are antecedents and consequences of negatively perceived mobility of ideas? Design/methodology/approach The authors conceptualise inter-unit knowledge transfer in MNCs without recognition of originators as an act of intra-corporate plagiarism. The conceptualisation is informed by theoretical perspectives in the literature and indicative data emerging unexpectedly from a study designed to examine knowledge transfer in MNCs. These illustrate the concept, point to factors affecting the propensity to plagiarise, and provide preliminary insight on both negative and positive consequences. Aiming to build theory, the authors offer propositions for further research. Findings The conceptualisation suggests that adopting units lose access to the original sources of ideas as plagiarism victims may establish defensive strategies. Originators of ideas may experience loss of trust, be unsupportive of implementation and erect barriers to future mobility. There is risk of reputation loss and rejection of ideas and practices from other units. However, the conceptualisation also suggests that, ironically and counterintuitively, plagiarism may increase the mobility of ideas within MNCs. Research limitations/implications The authors do not test hypotheses and make no claims from the data about statistical validity or prevalence of the phenomenon. As the emergent data are not longitudinal, and specific to human resource management practices, the authors cannot empirically establish all antecedents and consequences of intra-corporate plagiarism. Hence, the theorisations primarily rely on perspectives in the literature. The study merely offers the theoretical conceptualisation of the phenomenon and propositions for future research. Practical implications Drawing on theoretical perspectives in the literature at the country level (ethnocentrism, dominance effects, legitimacy, capability) and organisation level (not-invented-here syndrome, micro-politics), the study indicates consequences that MNCs may wish to consider in their knowledge management. Originality/value The first contribution is the conceptualisation of inter-unit knowledge transfer in MNCs without recognition of originators as an act of intra-corporate plagiarism. Second, the authors point out that knowledge transfer directionality reported in other research may be based on intentional or unintentional misrepresentation. Third, the authors theorise intra-corporate plagiarism as potentially useful in mitigating ethnocentrism, country-of-origin dominance effects and perceptions about legitimacy and capability.

Employee engagement, human resource management practices and competitive advantage

2015 ◽  
Vol 2 (1) ◽  
pp. 7-35 ◽  
Author(s):  
Simon L Albrecht ◽  
Arnold B Bakker ◽  
Jamie A Gruman ◽  
William H Macey ◽  
Alan M Saks
Keyword(s):  
Competitive Advantage ◽  
Organizational Performance ◽  
Performance Management ◽  
Employee Engagement ◽  
Organizational Context ◽  
Management Practices ◽  
Organizational Outcomes ◽  
Content Type ◽  
Routine Administration ◽  
Policies And Practices

Purpose – The purpose of this paper is to argue in support of a model that shows how four key HRM practices focused on engagement influence organizational climate, job demands and job resources, the psychological experiences of safety, meaningfulness and availability at work, employee engagement, and individual, group and organizational performance and competitive advantage. Design/methodology/approach – This conceptual review focuses on the research evidence showing interrelationships between organizational context factors, job factors, individual employee psychological and motivational factors, employee outcomes, organizational outcomes and competitive advantage. The proposed model integrates frameworks that have previously run independently in the HR and engagement literatures. Findings – The authors conclude that HRM practitioners need to move beyond the routine administration of annual engagement surveys and need to embed engagement in HRM policies and practices such personnel selection, socialization, performance management, and training and development. Practical implications – The authors offer organizations clear guidelines for how HR practices (i.e. selection, socialization, performance management, training) can be used to facilitate and improve employee engagement and result in positive outcomes that will help organizations achieve a competitive advantage. Originality/value – The authors provide useful new insights for researchers and management professionals wishing to embed engagement within the fabric of HRM policies and practices and employee behaviour, and organizational outcomes.

Human Resource Management Practices to Support Emotional Labor in Emergency Response

2015 ◽  
Vol 12 (4) ◽  
pp. 875-889 ◽  
Author(s):  
Sharon Mastracci
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Emotional Labor ◽  
Management Practices ◽  
Organizational Outcomes ◽  
Future Research ◽  
Self Awareness ◽  
Care Plans ◽  
Human Resource Management Practices

Abstract Based on a continuing program of research, this paper reveals several organizational measures needed if emotional labor is to be supported, including self-care plans, recruiting for self-awareness, and performance evaluations that capture more than a standard set of knowledge, skills, and abilities. The paper focuses on the experience of emergency responders, who work in extreme conditions that demand extensive emotional labor. Propositions are presented to link human resource management practices and individual and organizational outcomes; propositions that can inform future research and hypothesis testing in this area.

scholarly journals Advantages and potential challenges of data management in e-maintenance

2019 ◽  
Vol 25 (3) ◽  
pp. 378-396 ◽  
Author(s):  
Arian Razmi-Farooji ◽  
Hanna Kropsu-Vehkaperä ◽  
Janne Härkönen ◽  
Harri Haapasalo
Keyword(s):  
Data Management ◽  
Design Methodology ◽  
Management Practices ◽  
Future Research ◽  
Conceptual Approach ◽  
Content Type ◽  
Different Types ◽  
Maintenance Systems ◽  
Industry Leader ◽  
Practical Implications

Purpose The purpose of this paper is twofold: first, to understand data management challenges in e-maintenance systems from a holistically viewpoint through summarizing the earlier scattered research in the field, and second, to present a conceptual approach for addressing these challenges in practice. Design/methodology/approach The study is realized as a combination of a literature review and by the means of analyzing the practices on an industry leader in manufacturing and maintenance services. Findings This research provides a general understanding over data management challenges in e-maintenance and summarizes their associated proposed solutions. In addition, this paper lists and exemplifies different types and sources of data which can be collected in e-maintenance, across different organizational levels. Analyzing the data management practices of an e-maintenance industry leader provides a conceptual approach to address identified challenges in practice. Research limitations/implications Since this paper is based on studying the practices of a single company, it might be limited to generalize the results. Future research topics can focus on each of mentioned data management challenges and also validate the applicability of presented model in other companies and industries. Practical implications Understanding the e-maintenance-related challenges helps maintenance managers and other involved stakeholders in e-maintenance systems to better solve the challenges. Originality/value The so-far literature on e-maintenance has been studied with narrow focus to data and data management in e-maintenance appears as one of the less studied topics in the literature. This research paper contributes to e-maintenance by highlighting the deficiencies of the discussion surrounding the perspectives of data management in e-maintenance by studying all common data management challenges and listing different types of data which need to be acquired in e-maintenance systems.

Earnings management and equity incentives: evidence from the European banking industry

2019 ◽  
Vol 27 (2) ◽  
pp. 244-261 ◽  
Author(s):  
Mohammad Alhadab ◽  
Bassam Al-Own
Keyword(s):  
Earnings Management ◽  
Management Practices ◽  
Banking Industry ◽  
Future Research ◽  
Loan Loss ◽  
Content Type ◽  
Loan Loss Provisions ◽  
Equity Incentives ◽  
European Banking ◽  
European Banks

Purpose This study aims to examine the effect of equity incentives on earnings management that occurs via the use of loan loss provisions by using a sample of 204 bank-year observations over the period 2006-2011. Design/methodology/approach The authors use the data of 39 European banks to test the main hypothesis. Several valuation models and regressions are used to measure the main proxies for executives’ compensation and the determinant factors of loan loss provisions. Findings The empirical results reveal that earnings management that occurs via discretionary loan loss provisions is associated with equity incentives in the banking industry. In particular, European banks’ executives with high equity incentives are found to manage reported earnings upwards by reducing loan loss provisions. The results therefore show that income-increasing earnings management via discretionary loan loss provisions is widely practised by the executives of European banks and that this is partly motivated by executives’ compensation. Practical implications The findings of this paper present important implications for regulators in the European Union, who should take further steps to reform the regulatory environment to monitor and mitigate the earnings management practices that occur via the manipulation of loan loss provisions. Earnings management practices do not just negatively affect subsequent performance but are also found to lead to firms’ failure. Thus, regulators should take the necessary reforms to protect the wealth of stakeholders (investors, creditors, etc.). Originality/value This study provides the first evidence on the relationship between equity incentives and earnings management in the European banking industry. The study sheds more light on an issue of great interest to a broad audience that does not receive much attention in the prior research, thus opening new avenues for future research.

Organizational learning, knowledge management practices and firm’s performance

2015 ◽  
Vol 22 (1) ◽  
pp. 14-39 ◽  
Author(s):  
Ajay K. Jain ◽  
Ana Moreno
Keyword(s):  
Knowledge Management ◽  
Organizational Learning ◽  
Performance Management ◽  
Management Practices ◽  
Achievement Orientation ◽  
Content Type ◽  
Power Generation Equipment ◽  
Engineering Organization ◽  
Reward And Recognition ◽  
The Impact

Purpose – The study aims at investigating the impact of organizational learning (OL) on the firm’s performance and knowledge management (KM) practices in a heavy engineering organization in India. Design/methodology/approach – The data were collected from 205 middle and senior executives working in the project engineering management division of a heavy engineering public sector organization. The organization manufactures power generation equipment. Questionnaires were administered to collect the data from the respondents. Findings – Results were analyzed using the exploratory factor analysis and multiple regression analysis techniques. The findings showed that all the factors of OL, i.e. collaboration and team working, performance management, autonomy and freedom, reward and recognition and achievement orientation were found to be the positive predictors of different dimensions of firm’s performance and KM practices. Research limitations/implications – The implications are discussed to improve the OL culture to enhance the KM practices so that firm’s performance could be sustained financially or otherwise. The study is conducted in one division of a large public organization, hence generalizability is limited. Originality/value – This is an original study carried out in a large a heavy engineering organization in India that validates the theory of OL and KM in the Indian context.

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