scholarly journals Efficiency of Pay for Performance Programs in Romanian Companies and the Mediating Role of Organizational Justice

2017 ◽  
Vol 64 (1) ◽  
pp. 1-18
Author(s):  
Sebastian Uriesi
Keyword(s):  
Organizational Justice ◽  
Work Performance ◽  
Pay For Performance ◽  
Financial Incentive ◽  
Employee Performance ◽  
Performance Pay ◽  
Two Dimensions ◽  
Individual Level ◽  
Positive Effects ◽  
The Individual

Abstract The present research examined the influences of pay for performance programs on employee performance in the Romanian context, by comparing a sample of employees in companies in which such programs are implemented to a sample of employees in organizations in which performance is not used as a criterion in deciding financial rewards. Results show that the work performances of the former, as evaluated by the direct supervisors of each employee, are significantly higher than those of the latter, and that this effect of performance pay is partly mediated by its positive effects on employee perceptions of distributive and procedural justice. Furthermore, results indicate that the individual - level financial incentive systems are more efficient in fostering work performance than the team - level performance pay programs in the Romanian employee sample, and that they also have stronger effects on the two dimensions of organizational justice.

scholarly journals Efficiency of Pay for Performance Programs in Romanian Companies and the Mediating Role of Organizational Justice

2017 ◽  
Vol 64 (1) ◽  
pp. 1-18
Author(s):  
Sebastian Uriesi
Keyword(s):  
Organizational Justice ◽  
Work Performance ◽  
Pay For Performance ◽  
Financial Incentive ◽  
Employee Performance ◽  
Performance Pay ◽  
Two Dimensions ◽  
Individual Level ◽  
Positive Effects ◽  
The Individual

Abstract The present research examined the influences of pay for performance programs on employee performance in the Romanian context, by comparing a sample of employees in companies in which such programs are implemented to a sample of employees in organizations in which performance is not used as a criterion in deciding financial rewards. Results show that the work performances of the former, as evaluated by the direct supervisors of each employee, are significantly higher than those of the latter, and that this effect of performance pay is partly mediated by its positive effects on employee perceptions of distributive and procedural justice. Furthermore, results indicate that the individual – level financial incentive systems are more efficient in fostering work performance than the team – level performance pay programs in the Romanian employee sample, and that they also have stronger effects on the two dimensions of organizational justice.

Coworkers’ Relationship Quality and Interpersonal Emotions in Team-Member Dyads in China: the Moderating Role of Cooperative Team Goals

2016 ◽  
Vol 12 (4) ◽  
pp. 687-716 ◽  
Author(s):  
Catherine K. Lam ◽  
Xu Huang ◽  
Frank Walter ◽  
Simon C. H. Chan
Keyword(s):  
Relationship Quality ◽  
Work Performance ◽  
Team Member ◽  
Performance Outcomes ◽  
Dyadic Relationships ◽  
Team Members ◽  
Individual Level ◽  
Interpersonal Emotions ◽  
Cooperative Team ◽  
The Individual

ABSTRACTThis study investigates the origins of discrete interpersonal emotions in team-member dyads using two independent samples from an education institute and a telecommunication services company in China. Results across both studies showed that the quality of team members’ dyadic relationships positively relates to interpersonal admiration, sympathy, and envy, and negatively relates to interpersonal contempt. Furthermore, teams’ cooperative goals moderate these dyad-level linkages. The association of relationship quality with interpersonal emotions is particularly pronounced in teams with less cooperative goals but buffered in teams with more cooperative goals. Finally, on the individual level of analysis, envy and contempt are inversely associated with team members’ work performance, objectively measured. These findings provide new insights about key antecedents and crucial moderators in the development of interpersonal emotions in Chinese work teams and reiterate the relevance of these emotions for tangible performance outcomes.

Individual Level Knowledge Transfer in Virtual Settings

2015 ◽  
Vol 11 (2) ◽  
pp. 29-61 ◽  
Author(s):  
Zeying Wan ◽  
Nicole Haggerty ◽  
Yinglei Wang
Keyword(s):  
Knowledge Transfer ◽  
Virtual Teams ◽  
Virtual Communities ◽  
Virtual Work ◽  
Two Dimensions ◽  
Future Research ◽  
Firm Level ◽  
Individual Level ◽  
Work Arrangements ◽  
The Individual

Since the emergence of the knowledge-based view of the firm in the mid-1990, researchers have made considerable effort to untangle the complexity of how individuals create, capture and realize value from knowledge. To date, this burgeoning field has offered rich and yet diverse insights involving contextual, process and outcome factors that influence individual level knowledge transfer. Concomitantly globalization and advancing technologies have extended virtual work arrangements such as virtual teams and virtual communities on the internet and considerably extended the knowledge base upon which individuals can draw when creating, acquiring, sharing and integrating knowledge. Research on individual level knowledge transfer has also embraced these virtual environments spawning new insights. Hence the objective of this paper is to assess current state of research and identify potential avenues for future research at the intersection of these two dimensions. The authors focus specifically on knowledge transfer research at the individual level instead of the team or firm level and within virtual settings. Applying a process view of knowledge transfer, they synthesize existing findings and discuss issues surrounding the inputs, processes, and outputs. The synthesis reveals both strengths and gaps in the literature. Accordingly, the authors offer directions for future research that may address the gaps and contribute to a more comprehensive understanding of individual level knowledge transfer in virtual settings.

scholarly journals Bearing the Weight of Imprisonment: The Relationship Between Prison Climate and Well-Being

2019 ◽  
Vol 46 (10) ◽  
pp. 1385-1404 ◽  
Author(s):  
Esther F. J. C. van Ginneken ◽  
Hanneke Palmen ◽  
Anouk Q. Bosma ◽  
Miranda Sentse
Keyword(s):  
The Netherlands ◽  
Multilevel Analysis ◽  
Well Being ◽  
Group Level ◽  
Individual Level ◽  
Unit Level ◽  
Positive Effects ◽  
Individual Perceptions ◽  
The Individual ◽  
The Relationship

Little is known about the relative influence of shared and individual perceptions of prison climate on adjustment to incarceration. This study investigated the relationship between prison climate and well-being among a sample of 4,538 adults incarcerated in the Netherlands. Prison climate dimensions were considered both as prison unit-level variables and as individual-level perceptions. Multilevel analysis results showed that most variance for well-being is found at the individual rather than the unit level. This implies that it does not make much of a difference for well-being in which prison unit someone resides. Positive effects of prison climate on well-being were primarily found for individual perceptions of prison climate, rather than for the aggregate unit measures. More research is needed to determine whether this finding holds true in other countries. The findings confirm the importance of disentangling the contribution of prison climate at the individual and group level.

scholarly journals Motivational effects of pay dispersion in pay for performance programs implemented in Romanian companies

2016 ◽  
Vol 11 (2) ◽  
pp. 431-448 ◽  
Author(s):  
Sebastian Urieşi
Keyword(s):  
Organizational Justice ◽  
Pay For Performance ◽  
Work Motivation ◽  
Financial Incentive ◽  
Employee Perceptions ◽  
Incentive System ◽  
Mediating Role ◽  
Base Salary ◽  
Pay Dispersion

AbstractThe present study investigates the motivational effects in a sample of Romanian employees in private companies that implement pay for performance programs of one of the characteristics of these programs, namely pay dispersion, and on the potential mediating role of organizational justice in these effects. To this aim, we examined the relationships between the amounts of pay dispersion introduced by the respective financial incentive system, employee perceptions of distributive and procedural justice, work motivation, and base salary, respectively. The results of the data analysis, performed through structural equation modeling, support our hypotheses concerning the positive effect of performance – related pay dispersion on motivation and the mediating role of the two dimensions of organizational justice in this effect. Larger financial rewards allocated by the financial incentive system for high performers increase employee perceptions of distributive and procedural justice, which, in turn, foster work motivation. Base salary was also found to influence pay dispersion, as well as perceived distributive justice.

scholarly journals Kohärenzgefühl und Religiosität bei polnischen und deutschen Studierenden

2017 ◽  
Vol 4 (2) ◽  
Author(s):  
Malgorzata Schonder
Keyword(s):  
Sense Of Coherence ◽  
Religious Beliefs ◽  
Religious Affiliation ◽  
Religious Activities ◽  
Individual Level ◽  
Life Orientation ◽  
Positive Effects ◽  
Religious Convictions ◽  
The Individual ◽  
Country Specific

This empirical study contributes to the question of whether there is a difference in the influence of religious beliefs and affiliation on the sense of coherence between young people from a secular country (such as Germany) and a Catholic country (such as Poland). To empirically capture the sense of coherence a surevy on life orientation was used. Under the concept of „Religeous Beliefs“ it examinded religious convictions, organized and non-organized religious activities. The random sample included 2266 students from Germany and Poland. The participants had Protestant, Catholic, and Buddhist religious affiliations, as well as no religious affiliation. At the individual level, where sense of cohernece was only examined in relation to indicators of religious beliefs, having a religious conviction shows positive effects on students’ sense of coherence. However, its relevance is country-specific. Going to church and being affiliated with a religion has a stronger influence on Polish students’ sense of coherence than on German students.

Adjusting to working away and as an expatriate: learnings on what organisations can do to promote the mental health and well-being of workers and their families

2020 ◽  
Vol 60 (2) ◽  
pp. 440
Author(s):  
Melanie L. Freeman
Keyword(s):  
Mental Health ◽  
Work Performance ◽  
Well Being ◽  
Relevant Information ◽  
Psychosocial Risks ◽  
Individual Level ◽  
The Individual ◽  
Building Capability ◽  
The Military ◽  
Health And Well Being

Adjusting to frequent separations and reunions can put pressure on the relationships and families of those who work away. Although the work context is different, there are similar effects and challenges for workers, families and organisations across the military, expatriate and fly-in, fly-out (FIFO) research domains. Mental health, work performance, job satisfaction, relationships and parenting are all negatively affected by the extended periods of deployment or posting and the regular and ongoing shorter periods of FIFO work. At the individual level, personality dimensions (emotional stability, sociability, openness to new experiences), locus of control, intelligence, self-sufficiency and cultural intelligence have been shown to significantly affect these impacts and provide organisations with starting points for both the screening of candidates for roles and coaching them to better adjust and cope cross-culturally. The recruitment and onboarding processes should be underpinned by the principles of managing expectations and building capability, and this means that realistic and relevant information should focus on the realities of the work, the work environment and host country. The onboarding process that seeks to socialise the worker into the organisation and the culture should assume the worker will take at least 6 months to settle into the role. Predeparture training should engage with the worker and their families to ensure the development of coping skills and practical strategies for managing communication, parenting and relationships. Effectively managing the psychosocial risks faced by workers across these domains will improve the mental health and well-being of workers and their families.

Developing Individual Level Outcome Measures in the Context of Knowledge Management Success

2010 ◽  
pp. 106-127 ◽  
Author(s):  
Shahnawaz Muhammed ◽  
William J. Doll ◽  
Xiaodong Deng
Keyword(s):  
Knowledge Management ◽  
Structural Equation ◽  
Conceptual Knowledge ◽  
Work Performance ◽  
Organizational Level ◽  
Equation Modeling ◽  
Contextual Knowledge ◽  
Individual Level ◽  
And Performance ◽  
The Individual

Success of organizational level knowledge management initiatives depends on how effectively individuals implementing these initiatives use their knowledge to bring about outcomes that add value in their work. To facilitate assessment of individual level outcomes in the knowledge management context, this research provides a model of interrelationships among individual level knowledge management success measures which include conceptual knowledge, contextual knowledge, operational knowledge, innovation, and performance. The model was tested using structural equation modeling based on data collected from managerial and professional knowledge workers. The results suggest that conceptual knowledge enhances operational and contextual knowledge. Contextual knowledge improves operational knowledge and is also a key predictor of innovations. The innovativeness of an individual’s work along with operational knowledge enhances work performance. The results support the proposed model. This model can potentially be used for measuring knowledge management success at the individual level.

A Multi-Level Analysis of Organizational Justice Climate, Structure, and Employee Mental Health†

2007 ◽  
Vol 33 (5) ◽  
pp. 724-751 ◽  
Author(s):  
Chester S. Spell ◽  
Todd J. Arnold
Keyword(s):  
Mental Health ◽  
Organizational Justice ◽  
Interactive Effects ◽  
Anxiety And Depression ◽  
Individual Level ◽  
Multi Level ◽  
The Individual ◽  
Employee Mental Health ◽  
Main Effects ◽  
Level Analysis

This study uses a sample of 483 employees to investigate how fairness assessments and organizational structure relate to employee mental health. The authors explain these effects using a social contagion framework, which describes the creation of group effects that would occur in addition to individual-level influences. They found that the interactive effects of distributive and procedural justice climates significantly influence individual feelings of both anxiety and depression. This effect goes beyond the main effects of justice at the individual level.

Managerial Ambidexterity and Firm Performance

2020 ◽  
Vol 16 (3) ◽  
pp. 52-69
Author(s):  
Ching Seng Yap ◽  
Rizal Ahmad ◽  
Farah Waheeda Jalaludin ◽  
Nurul Afza Hashim
Keyword(s):  
Firm Performance ◽  
Organizational Level ◽  
Environmental Dynamism ◽  
Individual Level ◽  
Mediating Role ◽  
Positive Effects ◽  
Knowledge Brokerage ◽  
Antecedents And Consequences ◽  
The Individual ◽  
The Relationship

Ambidexterity or the ability by individuals or firms to simultaneously and synergistically pursue both exploitation and exploration activities has been found to have positive effects on firm performance. However, the ambidexterity literature has been predominated by the studies at the organizational level, and little is known about the antecedents and consequences of ambidexterity at the individual level. This study examines environmental dynamism and social network as the antecedents of managerial ambidexterity, and knowledge brokerage and firm performance as the consequences. This study tests the mediating role of knowledge brokerage on the relationship between managerial ambidexterity and firm performance. Data are collected from 308 senior executives working in technology manufacturing firms in Malaysia using a questionnaire survey. The findings reveal that environmental dynamism and social networks are significantly and positively related to managerial ambidexterity, and knowledge brokerage mediates the relationship between managerial ambidexterity and firm performance.

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