scholarly journals Recruitment Research Revisited: Effective Recruiting Methods According To Employment Outcomes

2011 ◽  
Vol 8 (2) ◽  
pp. 74 ◽  
Author(s):  
Carolyn Wiley
Keyword(s):  
Job Performance ◽  
Employment Outcomes ◽  
Performance Data ◽  
Recruitment Methods ◽  
Frequency Of Use ◽  
Private Employment ◽  
And Performance ◽  
Search Firms ◽  
The Relationship ◽  
Employment Agencies

This study examines twelve recruiting methods to determine their relative popularity (frequency of use) and effectiveness (subsequent job performance. Data on 199 employee representing five occupational categories and from eight businesses in different industries are used to explain the relationship between recruitment methods and performance. The results reveal that employee referrals, newspaper/special advertisements, former employees or rehires, private employment agencies/search firms, and walk-ins are both popular and effective recruitment methods.

scholarly journals The relation between conscientiousness, empowerment and performance

2007 ◽  
Vol 5 (2) ◽  
pp. 62 ◽  
Author(s):  
Riëtte Sutherland ◽  
Gideon P. De Bruin ◽  
Freddie Crous
Keyword(s):  
Information Technology ◽  
Job Performance ◽  
Customer Service ◽  
Employee Empowerment ◽  
Information Technology Professionals ◽  
Curvilinear Relationship ◽  
Social Desirability Scale ◽  
And Performance ◽  
The Relationship ◽  
Service Engineer

This study examined the relationship between conscientiousness, empowerment and job performance among information technology professionals. An Employee Empowerment Questionnaire (EEQ), a Conscientiousness Scale and a Social Desirability Scale were administered to 101 information technology customer service engineers. Managers completed a Performance Evaluation Questionnaire (PEQ) for each customer service engineer. The results indicated a significant relationship between conscientiousness and empowerment. A curvilinear relationship was found between empowerment and performance. The practical and theoretical implications of the findings are discussed.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

scholarly journals Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

2021 ◽  
Vol 12 ◽  
Author(s):  
Marco De Angelis ◽  
Greta Mazzetti ◽  
Dina Guglielmi
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Current Knowledge ◽  
Job Insecurity ◽  
Self Report ◽  
Serial Mediation ◽  
And Performance ◽  
Work Family ◽  
The Relationship

The study aimed to extend the current knowledge of the relationship between job insecurity and performance. In line with traditional stress theories, work-family and burnout were hypothesized as serial mediators of the negative link between job insecurity and job performance. Also, the current study hypothesized that the association between job insecurity and the mediators [i.e., Work-family conflict (WFC) and burnout] could be buffered by perceived organizational justice among employees. Therefore, we empirically tested a moderated serial mediation model. Participants were 370 employees of an Italian multiservice social cooperative. Data were collected using a self-report questionnaire in the aftermath of the COVID-19 pandemic outbreak. The obtained results indicated that WFC and burnout mediated the association between job insecurity and job performance. Furthermore, perceived organizational justice buffered the relationship between job insecurity and WFC. Concerning job burnout, the association with job insecurity was moderated only among employees perceiving medium and high levels of organizational justice. The moderated serial mediation index provided support to the role of organizational justice in decreasing the association between job insecurity and job performance. This study delves deeper into the variables explaining the relationship between job insecurity and job performance by testing a serial process mechanism that involved WFC and burnout. Additionally, the obtained results provide suggestions to organizations and managers regarding the protective role of organizational justice to sustain employees’ mental health and performance. Practical implications at the organizational and managerial level are provided, along with a focus on the actual impact of the pandemic.

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

Green Manufacturing Practices and Performance among SMEs

2013 ◽  
pp. 208-225 ◽  
Author(s):  
T. Ramayah ◽  
Osman Mohamad ◽  
Azizah Omar ◽  
Malliga Marimuthu ◽  
Jasmine Yeap Ai Leen
Keyword(s):  
Small And Medium Enterprises ◽  
Green Manufacturing ◽  
Performance Data ◽  
Green Technologies ◽  
Environmental Initiatives ◽  
Manufacturing Performance ◽  
Green Practices ◽  
And Performance ◽  
Medium Enterprises ◽  
The Relationship

Due to the rise in environmental awareness, green technologies and practices have become the conscientious imperative expected from all manufacturing industries. Consequently, environmental initiatives are becoming an essential part of the strategic planning in organizations, including the small and medium enterprises (SMEs). Thus, the objectives of this study were to determine the extent of implementation in green manufacturing practices among the SMEs as well as to examine the relationship between those practices and manufacturing performance. Data was collected via a survey from 544 SMEs across all types of industries located throughout Malaysia. Results of the analysis showed that there is an encouraging level of implementation in green practices among the SMEs, with the optimization of processes to reduce solid waste being the top practice. The results also revealed that green practices within the inbound and production phase of the manufacturing lifecycle significantly affected manufacturing performance but not practices within the outbound phase.

Green Manufacturing Practices and Performance among SMEs

2013 ◽  
pp. 1026-1043
Author(s):  
T. Ramayah ◽  
Osman Mohamad ◽  
Azizah Omar ◽  
Malliga Marimuthu ◽  
Jasmine Yeap Ai Leen
Keyword(s):  
Small And Medium Enterprises ◽  
Green Manufacturing ◽  
Performance Data ◽  
Green Technologies ◽  
Environmental Initiatives ◽  
Manufacturing Performance ◽  
Green Practices ◽  
And Performance ◽  
Medium Enterprises ◽  
The Relationship

Due to the rise in environmental awareness, green technologies and practices have become the conscientious imperative expected from all manufacturing industries. Consequently, environmental initiatives are becoming an essential part of the strategic planning in organizations, including the small and medium enterprises (SMEs). Thus, the objectives of this study were to determine the extent of implementation in green manufacturing practices among the SMEs as well as to examine the relationship between those practices and manufacturing performance. Data was collected via a survey from 544 SMEs across all types of industries located throughout Malaysia. Results of the analysis showed that there is an encouraging level of implementation in green practices among the SMEs, with the optimization of processes to reduce solid waste being the top practice. The results also revealed that green practices within the inbound and production phase of the manufacturing lifecycle significantly affected manufacturing performance but not practices within the outbound phase.

Does year 12 French improve proficiency?

1994 ◽  
Vol 17 (1) ◽  
pp. 85-103
Author(s):  
Anne L. Martin
Keyword(s):  
Baseline Data ◽  
Performance Data ◽  
Target Language ◽  
Language Performance ◽  
Language Of Instruction ◽  
Language Programs ◽  
And Performance ◽  
Perceived Outcomes ◽  
The Relationship ◽  
Students Satisfaction

Abstract Do students believe that Year 12 LOTE courses contribute to the development of oral and aural proficiency in the target language? Attitudinal and performance data collected from university French 1 students shed some light on students’ satisfaction with their Year 12 LOTE course and on the relationship among perceived outcomes, course components, language of instruction and language performance. The findings, while not definitive, provide some insights for secondary and tertiary LOTE teachers, together with some baseline data for further research into the success of school language programs.

You’re Not Old as Long as You’re Learning: Ageism, Burnout, and Development Among Italian Teachers

2020 ◽  
pp. 089484532094283
Author(s):  
Greta Mazzetti ◽  
Michela Vignoli ◽  
Dina Guglielmi ◽  
Béatrice I. J. M. Van der Heijden ◽  
Arnoud T. Evers
Keyword(s):  
Professional Development ◽  
Job Performance ◽  
Emotional Exhaustion ◽  
Protective Role ◽  
Age Discrimination ◽  
Impaired Performance ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

The purpose of this study was to explore the buffering role of opportunities for professional development within the frame of the indirect relationship between workplace age discrimination (as a job demand) and job performance on a sample of N = 325 Italian teachers. Results of moderated mediation analysis indicated that emotional exhaustion mediates the relationship between workplace age discrimination and impaired job performance. Furthermore, the relationship between workplace age discrimination and performance through the mediation of emotional exhaustion became stronger at lower levels of professional development. Although professional development is recognized as a crucial job resource, this study sheds light on its protective role among teachers dealing with discrimination caused by their age. Fostering of professional development could prevent teachers from feeling emotionally exhausted and, in turn, from the occurrence of impaired performance.

The Influence of Career Stages on Salespeople's Job Attitudes, Work Perceptions, and Performance

1986 ◽  
Vol 23 (2) ◽  
pp. 119-129 ◽  
Author(s):  
William L. Cron ◽  
John W. Slocum
Keyword(s):  
Job Performance ◽  
Job Attitudes ◽  
Career Stages ◽  
Career Stage ◽  
General Support ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship ◽  
Work Perceptions

The study examines salespeople in four distinct career stages. The career stages literature suggests that people's psychological and sociological needs differ among these stages. General support for the theory is found. Job performance and attitudes were influenced by different career stages. The relationship of a salesperson's performance with personal, strategic, and territory factors also is found to vary according to career stage.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

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