scholarly journals Do First Impressions Last? The Impact of Initial Assessments and Subsequent Performance on Promotion Decisions

2020 ◽  
Author(s):  
Dirk E. Black ◽  
Marshall D. Vance
Keyword(s):  
Job Performance ◽  
Performance Measures ◽  
Relative Weight ◽  
Professional Baseball ◽  
Subsequent Performance ◽  
Job Level ◽  
Job Experience ◽  
Future Performance ◽  
Minor League ◽  
The Impact

This paper examines whether and for how long managers’ initial assessments of employee ability influence promotion decisions. Using archival data from minor league professional baseball, we find that, controlling for performance, initial assessments are associated with promotion decisions for at least six years after the initial assessments were made. We also find that initial assessments are positively associated with future performance at the outset of a player’s career, but the association becomes insignificant after a player accumulates on-the-job experience. We show that the weight on initial assessments for promotion decisions declines as additional on-the-job performance signals are observed, reflecting the declining relative informativeness of initial assessments about future ability. We construct a proxy for relative informativeness based on coefficients from regressions of future performance on initial assessments and observed performance. When we compare the implied relative weight on initial assessments for promotion decisions to our proxy for relative informativeness, we find initial assessments receive greater relative weight than implied by informativeness overall and across experience and job-level partitions. Our results suggest managers update initial beliefs about worker ability slowly given available performance measures. This paper was accepted by Shiva Rajgopal, accounting.

scholarly journals The Athletic Intelligence Quotient and Performance Outcomes in Professional Baseball

2021 ◽  
Vol 12 ◽  
Author(s):  
James Kenneth Bowman ◽  
R. Thomas Boone ◽  
Scott Goldman ◽  
Alex Auerbach
Keyword(s):  
Intelligence Quotient ◽  
Sport Performance ◽  
Performance Outcomes ◽  
Professional Baseball ◽  
Minor League Baseball ◽  
Subsequent Performance ◽  
Minor League ◽  
Coaching Process ◽  
And Performance ◽  
The Impact

The focus on quantifiable data in sport performance has led to incremental advantages in baseball and has played an important role in the development of new hitting, pitching, fielding, and coaching strategies. Recently, researchers and team representatives have considered the impact of additional factors in baseball, including cognitive functioning. In this study, predictive validity for the Athletic Intelligence Quotient (AIQ) was examined vis-à-vis performance outcomes in professional baseball. Specifically, AIQ scores were obtained from 149 Minor League Baseball (MiLB) players prior to the 2014 baseball season and their subsequent performance was assessed through traditional and newly emphasized baseball statistics. Using hierarchical multiple regression, it was demonstrated that the AIQ predicted statistically significant relationships with hitting and pitching statistics, after controlling for other variables. Given the recent impact of analytics in professional sports, the potential importance of the AIQ in the selection and coaching process was discussed.

Personnel Selection

2017 ◽  
Author(s):  
Jesús F. Salgado
Keyword(s):  
Job Performance ◽  
Personnel Selection ◽  
Work Behavior ◽  
Situational Judgment Tests ◽  
Work Sample ◽  
Job Experience ◽  
Job Knowledge ◽  
Future Performance ◽  
Ability Tests ◽  
The Individual

Personnel selection is one of the most critical processes in the study of human work behavior because it determines the efficacy of many other issues of human resource management (e.g., training, productivity, and culture). From this perspective, personnel selection is a process of decision-making, and its main objective is to predict the future performance of potential employees. In order to achieve this objective, personnel selection identifies the individual requirements of job performance and uses a variety of assessment procedures, including cognitive ability tests, personality inventories, interviews, job knowledge tests, situational judgment tests, job experience, work sample tests, assessment centers, biodata, and reference checks. Using the best combination of predictors, currently, scientific personnel selection is capable of predicting and explaining over 60% of job performance variance based on individual differences.

scholarly journals Could Demographic Variables Impacting the Relationship Between HRM Practices and Employee Loyalty? A Meta-Analysis Review

2020 ◽  
Vol 4 (1) ◽  
pp. 205
Author(s):  
AbdulQader Alsaiari ◽  
Fadilah Puteh ◽  
Abdul Jalil Mohamed Ali
Keyword(s):  
Meta Analysis ◽  
Demographic Variables ◽  
Future Research ◽  
Employee Loyalty ◽  
Job Level ◽  
Job Experience ◽  
Older Employees ◽  
Hrm Practices ◽  
The Impact ◽  
The Relationship

This paper aims to ascertain theoretically and empirically if there is any impact of demographic variables on the relationship between HRM best practices and employee loyalty. This paper discussed specific demographic variables namely gender, age, nationality, job experience, and job level. Theoretically, a meta-analysis review was used to cross validated literature review in the area of research. Number of relevant articles derived from several databases were reviewed to validate the impact.  Based on extensive meta-analysis approach, the majority of prior literature illustrated that demographic variables had a significant impact on the relationship between HRM practices and employee loyalty. Previous literatures as well explained that, there are no differences between male and female employee in terms of loyalty, the older employees are more loyal than the younger employees, and the citizens are more loyal than the expatriates. Furthermore, literature pointed that, the longer the employee's years of experience, the more loyalty to the organization as well as the higher the level of the employees’ career, the more loyal they have. Empirically, to check the results achieved in meta-analysis review, a quantitative approach was adopted through the questionnaires that were distributed to 52 employees in the largest 14 logistics companies in Oman. Data were analysed using SPSS, as the regression analysis was used to find whether there is any impact of demographic variables on the relationship between HRM practices and employee loyalty. The results illustrated that gender had no impact on the relationship between HRM practices and employee loyalty. While, age, nationality, job experience, and job level had a significant impact on the relationship between HRM practices and employee loyalty. As past studies depicted the impact of demographic variables on HRM practices and employee loyalty, this paper recommends future research to investigate the impact of demographic variables as moderating variables on the relationship between HRM practices and employee loyalty.

The impact of behavioral science on the maintenance of machine subsystems (Job performance aids)

1972 ◽  
Author(s):  
Melvin T. Snyder ◽  
John P. Foley ◽  
John D. Folley ◽  
Edgar J. Shriver ◽  
Jane McReynolds ◽  
...  
Keyword(s):  
Job Performance ◽  
Behavioral Science ◽  
The Impact

ANALYSIS THE IMPACT OF THE IMPLEMENTATION OF QUALITY MANAGEMENT SYSTEM (QMS) AND SAFETY AND HEALTHY AT WORK MANAGEMENT SYSTEM (SHWMS / SMK3) ON THE JOB PERFORMANCE OF EMPLOYEES

2018 ◽  
Vol 3 (01) ◽  
pp. 45
Author(s):  
Nur Hidayat ◽  
Indah Kusuma Hayati
Keyword(s):  
Quality Management ◽  
Job Performance ◽  
Latent Variables ◽  
Management System ◽  
Quality Management System ◽  
Partial Least Square ◽  
Least Square ◽  
Global Challenges ◽  
The Impact ◽  
Work Management

Recently, the evolvement of globalization era has been the global challenges that cannot be avoided either by private or government sectors, and they are requested to be survived encountering such the condition. The implementation of Quality Management System (QMS) in the operational company is the way how to guarantee the quality of products or services offered to the people. One of the purposes of QMS implementation is to provide a prime satisfaction to the customers. The impact of QMS implementation is expected to increase job performance of the employees. Besides the implementation of Quality Management System (QMS), the impact of global challenges has been increasing the competitive efforts to execute more effective production process. However, it has required manpower protection accordingly. This research aims to find out whether the implementation of quality management system and safety and healthy at work management system have impacted on the job performance of employees. Objects of this research are the employees in the production department at PT Guna Senaputra Sejahtera Plant 1 Bogor. Data analysis technique of this research has applied software Smart PLS (Partial Least Square). PLS has estimated a model of correlation among the latent variables and correlation between latent variables and its indicators. Result of data processing has indicated that the implementation of Quality Management System (QMS) and system of safety and healthy at work have positively and significantly impacted job performance of employees.Keywords : Quality Management System (QMS), Safety and Healthy at Work System ( SHWS / SMK3), and Job Performance of Employees

scholarly journals Public reporting of performance measures in long-term care in Canada: does it make a difference?

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
M Poldrugovac ◽  
J E Amuah ◽  
H Wei-Randall ◽  
P Sidhom ◽  
K Morris ◽  
...  
Keyword(s):  
Performance Measures ◽  
Performance Indicators ◽  
Long Term Care ◽  
Public Reporting ◽  
Policy Implications ◽  
Term Care ◽  
Factors Affecting ◽  
Care Facilities ◽  
The Impact

Abstract Background Evidence of the impact of public reporting of healthcare performance on quality improvement is not yet sufficient to draw conclusions with certainty, despite the important policy implications. This study explored the impact of implementing public reporting of performance indicators of long-term care facilities in Canada. The objective was to analyse whether improvements can be observed in performance measures after publication. Methods We considered 16 performance indicators in long-term care in Canada, 8 of which are publicly reported at a facility level, while the other 8 are privately reported. We analysed data from the Continuing Care Reporting System managed by the Canadian Institute for Health Information and based on information collection with RAI-MDS 2.0 © between the fiscal years 2011 and 2018. A multilevel model was developed to analyse time trends, before and after publication, which started in 2015. The analysis was also stratified by key sample characteristics, such as the facilities' jurisdiction, size, urban or rural location and performance prior to publication. Results Data from 1087 long-term care facilities were included. Among the 8 publicly reported indicators, the trend in the period after publication did not change significantly in 5 cases, improved in 2 cases and worsened in 1 case. Among the 8 privately reported indicators, no change was observed in 7, and worsening in 1 indicator. The stratification of the data suggests that for those indicators that were already improving prior to public reporting, there was either no change in trend or there was a decrease in the rate of improvement after publication. For those indicators that showed a worsening trend prior to public reporting, the contrary was observed. Conclusions Our findings suggest public reporting of performance data can support change. The trends of performance indicators prior to publication appear to have an impact on whether further change will occur after publication. Key messages Public reporting is likely one of the factors affecting change in performance in long-term care facilities. Public reporting of performance measures in long-term care facilities may support improvements in particular in cases where improvement was not observed before publication.

scholarly journals Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

Energies ◽  
2021 ◽  
Vol 14 (15) ◽  
pp. 4556
Author(s):  
Anuradha Iddagoda ◽  
Eglantina Hysa ◽  
Helena Bulińska-Stangrecka ◽  
Otilia Manta
Keyword(s):  
Job Performance ◽  
Employee Engagement ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Cross Sectional ◽  
Life Balance ◽  
Theoretical Contribution ◽  
Green Human Resource Management ◽  
The Impact

Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

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