scholarly journals RELATIONSHIP UNDERSTANDING BETWEEN PERFORMANCE APPRAISAL, SUCCESSION PLANNING, AND CAREER DEVELOPMENT

2021 ◽  
Vol 8 (2) ◽  
pp. 1-8
Author(s):  
Sheeba Ramola ◽  
Santosh Rangnekar
Keyword(s):  
Career Development ◽  
Performance Appraisal ◽  
Succession Planning ◽  
Organizational Setting ◽  
Cross Sectional Survey ◽  
Online Data ◽  
Cross Sectional ◽  
Indian Context ◽  
Policy Guideline ◽  
Diary Studies

Purpose: This paper aims to explore an integrated relationship between performance appraisal, succession planning, and career development in the Indian context. A very few empirical studies could be seen in identifying a relationship between the proposed variables. Design/methodology/approach: An empirical study was conducted by employing the cross-sectional survey-based research design along with the convenience sampling method. Around, 167 questionnaires were circulated through online via Google forms. Finally, 134 responses were received from respondents having 80.23% response rate. The responses were subject to analysis using normality check, confirmatory factor analysis, correlation, model fit and multiple hierarchical regression analysis. Findings: Results reveal that all three study variables are positively associated with each other. This study fully supports the applicability of performance appraisal, and succession planning as crucial predictors of career development more specifically in the Indian context. Research limitations/implications: This current study is conducted using online data collection procedure, while future studies may use in-depth interview and daily diary studies. Practical implications: This study exhibits how employee career development can be initiated through succession planning and performance appraisal. This study also suggested that the organizations which emphasize on an effective policy guideline for systematic performance appraisal will probably support the succession planning and career development. Originality/value: Notably, no prior studies empirically investigate the proposed relationship in Indian context. Furthermore, the findings serve as a policy guideline for the performance appraisal, succession planning and career development literature in an Indian organizational setting.

Performance Appraisal Practices and Teachers' Job Performance in Private Universal Secondary Schools in Manafwa District, Uganda

2021 ◽  
Vol 4 (1) ◽  
pp. 46-63
Author(s):  
Fred Wamimbi ◽  
Muhammadi Bisaso
Keyword(s):  
Secondary Schools ◽  
Job Performance ◽  
Performance Appraisal ◽  
Performance Monitoring ◽  
Survey Design ◽  
Simple Random Sampling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Target Setting ◽  
Head Teachers

The study examined the effect of performance appraisal practices on teachers’ job performance, and sought to investigate the effect of 1) target setting 2) performance monitoring and 3) employee feedback on teachers’ job performance. A cross-sectional survey design with a mixed-method approach was adopted. The target population of the study was composed of 211 respondents spread across four private universal secondary schools; 207 teachers and four head teachers; and a sample size of 189 respondents with 185 teachers and four head teachers selected using a simple random sampling approach coupled with a fish-bowl technique, while census inquiry was adopted to select head teachers. A self-designed closed-ended questionnaire was administered to collect data from teachers while an interview guide was adopted to collect data from head teachers. The CVI obtained for the instrument was .90 and a reliability index of 931 Cronbach alpha co-efficient. Data was analyzed using frequencies, percentages, and simple regression. Findings indicate that target setting (β = 0.375, p< 0.05), performance monitoring (β = 0.435, p< 0.05) and employee feedback (β = 0.375, p< 0.05) had very strong significant effect on teachers’ job performance. The study concludes that performance appraisal practices can significantly aid teachers’ job performance in private USE schools if well handled in terms of comprehensiveness, clarity and timeliness. It recommends that target setting should involve teachers and their individual differences be reflected; academic meetings should be held monthly and performance support should be extended to teachers; whilst feedback given to teachers ought to be timely, comprehensive and interactive.

A cross-sectional survey and analysis of Dermatology Foundation Career Development Award recipients

2019 ◽  
Vol 81 (5) ◽  
pp. 1093-1098 ◽  
Author(s):  
Chris Boris ◽  
George Cotsarelis ◽  
Janet A. Fairley ◽  
Bruce U. Wintroub ◽  
Kim B. Yancey
Keyword(s):  
Career Development ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Career Development Award

scholarly journals Clinician awareness of brain computer interfaces: a Canadian national survey

2020 ◽  
Vol 17 (1) ◽  
Author(s):  
Sasha Letourneau ◽  
Ephrem Takele Zewdie ◽  
Zeanna Jadavji ◽  
John Andersen ◽  
Lee M. Burkholder ◽  
...  
Keyword(s):  
Quality Of Life ◽  
Disabled Persons ◽  
High Potential ◽  
Cognitive Capacity ◽  
Brain Computer Interfaces ◽  
Cross Sectional Survey ◽  
Online Data ◽  
Cross Sectional ◽  
Computer Interfaces

Abstract Background Individuals with severe neurological disabilities but preserved cognition, including children, are often precluded from connecting with their environments. Brain computer interfaces (BCI) are a potential solution where advancing technologies create new clinical opportunities. We evaluated clinician awareness as a modifiable barrier to progress and identified eligible populations. Methods We executed a national, population-based, cross-sectional survey of physician specialists caring for persons with severe disability. An evidence- and experience-based survey had three themes: clinician BCI knowledge, eligible populations, and potential impact. A BCI knowledge index was created and scored. Canadian adult and pediatric neurologists, physiatrists and a subset of developmental pediatricians were contacted. Secure, web-based software administered the survey via email with online data collection. Results Of 922 valid emails (664 neurologists, 253 physiatrists), 137 (15%) responded. One third estimated that ≥10% of their patients had severe neurological disability with cognitive capacity. BCI knowledge scores were low with > 40% identifying as less than “vaguely aware” and only 15% as “somewhat familiar” or better. Knowledge did not differ across specialties. Only 6 physicians (4%) had patients using BCI. Communication and wheelchair control rated highest for potentially improving quality of life. Most (81%) felt BCI had high potential to improve quality of life. Estimates suggested that > 13,000 Canadians (36 M population) might benefit from BCI technologies. Conclusions Despite high potential and thousands of patients who might benefit, BCI awareness among clinicians caring for disabled persons is poor. Further, functional priorities for BCI applications may differ between medical professionals and potential BCI users, perhaps reflecting that clinicians possess a less accurate understanding of the desires and needs of potential end-users. Improving knowledge and engaging both clinicians and patients could facilitate BCI program development to improve patient outcomes.

scholarly journals Performance Appraisal as an Antecedent to Innovation: an Analysis of Its Relative Importance

2020 ◽  
Vol 10 (2) ◽  
pp. 1
Author(s):  
Navin Gazanchand Matookchund ◽  
Renier Steyn
Keyword(s):  
Performance Appraisal ◽  
South African ◽  
Survey Design ◽  
Full Time ◽  
Relative Importance ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
African Context ◽  
Broad Cross Section ◽  
The Impact

Literature suggests that performance appraisal (PA) contributes to innovation. However, the absolute and relative importance of PA to innovation, the different aspects of PA which drive innovation, as well as PA as a precursor among other antecedents to innovation, has not been adequately described. The aim of the study is to provide clarity on the drivers of innovation, specifically contextualising the impact of PA within the South African context. This study used a cross-sectional survey design, where only quantitative data was collected from full-time employees across private sector, parastatal, and government organisations. The respondents represented a broad cross-section of South African employees. PA and three other known antecedents to innovation, as well as innovation itself, were measured. It was found that PA (as a single variable) was responsible for 5.7% of the variance in innovation. Items in the PA scale with a clear link to innovation were identified, and thematically integrated. It was further found that, when PA was combined with other antecedents of innovation, leading to 26.6% of the variance in innovation being explained, the role of PA was significant, though mostly secondary. Proactive personality was the most dominant predictor of innovation. The importance and relative importance of PA as an antecedent to innovation in the workplace has thus been established. The outcomes of this study may assist managers and human resource practitioners to focus on appropriate, evidence-based information when attempting to enhance innovation.

Linking the emotional maturity factors and self-disclosure: a study of Indian organizations

2018 ◽  
Vol 26 (2) ◽  
pp. 255-281 ◽  
Author(s):  
Nagendra Singh Nehra ◽  
Santosh Rangnekar
Keyword(s):  
Research Design ◽  
Social Exchange ◽  
Longitudinal Research ◽  
North India ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Self Disclosure ◽  
Emotional Maturity ◽  
Content Type ◽  
Indian Context

Purpose This paper aims to discuss a survey, carried out by the authors, of 256 employees employed in public and private manufacturing organizations in north India, to determine if emotional maturity factors have positive association with self-disclosure in the Indian context. Specifically, capitalization and social exchange theories support as major theoretical framework to examine the proposed relationship. Design/methodology/approach The sample data used were collected through a cross-sectional survey-based research design and a convenience sampling method. Totally, 290 questionnaires were distributed during office hours, administered with a paper and pencil survey. However, in the final analysis, only 256 responses were considered for analysis using multiple hierarchical regression analysis. Findings Results reveal that all dimensions of emotional maturity positively associated with self-disclosure. This study fully supports the applicability of capitalization and social exchange theories while explaining the proposed relationships in Indian context. Research limitations/implications The present study used a cross-sectional survey-based research design; future studies may use longitudinal research design. Practical implications The study shows how to develop collective work culture and supportive work climate through emotional maturity and self-disclosure. Thus, employees become accustomed to multicultural team and cultural diversity issues at the workplace. The study also recommended that the organized employees social gathering will create positive feeling, and that such feelings of belonging to a group among employees will give reasons for self-disclosure and finally, in turn, to employee effectiveness. Originality/value More predominantly, the proposed association has not been examined before and the findings serve as a potential policy guideline for the self-disclosure literature through the perspective of capitalization and social exchange theories in understudied non-US cultures such as India.

scholarly journals Perceptions of nurse managers and staff nurses regarding Technological Competency as Caring in Nursing theory in general hospitals in Japan

2021 ◽  
Author(s):  
Youko Nakano ◽  
Tomoya Yokotani ◽  
Feni Betriana ◽  
Chihiro Kawai ◽  
Hirokazu Ito ◽  
...  
Keyword(s):  
Nurse Managers ◽  
Survey Design ◽  
Healthcare Providers ◽  
Staff Nurses ◽  
Cross Sectional Survey ◽  
Online Data ◽  
Cross Sectional ◽  
General Hospitals ◽  
Significant Difference ◽  
Technological Competency

Background: Nurses as primary healthcare providers demonstrate quality nursing care through competencies with healthcare technologies, while nurse managers assume the primacy of managing quality healthcare in their respective care settings. However, little is known about perceptions of the influence of care technologies on their nursing practice. Objective: This study aimed to determine managers’ and staff nurses’ perceptions regarding the Technological Competency as Caring in Nursing (TCCN) theory in general hospitals in Japan. Methods: This study employed a cross-sectional survey design, with 421 participants selected using a stratified sampling method. Technological Competency as Caring in Nursing Instrument–Revised (TCCNI-R) was used for online data collection using Survey Monkey©. Data were analyzed using Welch’s t-test and ANOVA. Results: Nurses with years of experience within the range of 20 to less than 30 years showed the highest TCCNI-R scores among the two groups. Nurses who had received education on caring in nursing showed significant differences for Factor 2 (Technological Competency as Caring), that of expressing Technological Competency as Caring. Three other factors showed no significant difference, namely in Factor 1 (Nursing Expression as Caring), Factor 3 (Technology and Caring), and Factor 4 (Technological Knowing). However, the average scores of these factors were high, which reflect high professional ethics and occupational discipline and increased awareness of caring in nursing. It was also found that the nurse managers were more aware of the TCCN than were the staff nurses. The nurse managers were also more aware of providing care using technology, recognizing the need-to-know patient needs through technology and providing care to the ever-changing patient’s condition. Conclusion: The study discovered that continuing education is needed regarding the practice of nursing based on theory, enabling appropriate and accurate understanding of practicing knowing persons as caring in nursing. Funding: JSPS KAKENHI Grant Number JP17K12159

Men with and without alcohol dependence: A comparative study of Triguna, Anasakti, Personality and Subjective Well-being

2021 ◽  
Author(s):  
Chandana Nedungottil ◽  
Jyotsna Agrawal ◽  
Mehandra Prakash Sharma ◽  
Pratima Murthy
Keyword(s):  
Alcohol Dependence ◽  
Well Being ◽  
Descriptive Statistics ◽  
Survey Method ◽  
Clinical Group ◽  
Subjective Well Being ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Indian Context ◽  
Personality Features

Indian models of personality are seldom explored in relation with alcohol dependence. Triguna is an Indian model of personality originating from Sankhya philosophy, whereby three gunas, Sattva, Rajas and Tamas describe personality features. Anasakti has been discussed extensively in Bhagavad Gita and is an equivalent for the concept of non- attachment.The current study discusses these two Indian concepts and attempts to explore their relationship with personality and subjective well-being, among males with and without alcohol dependence.A cross-sectional survey method was adopted, with a sample of 84 males from community without alcohol dependence, screened through AUDIT and 30 males diagnosed with alcohol dependence. Informed consent was obtained from all the participants. The data was analysed using descriptive statistics, independent sample t-test and Mann-Whitney U-test.The males without alcohol dependence scored significantly higher on variables such as Sattva, extraversion and conscientiousness, positive affect and life satisfaction, than the participants in the clinical group. Participants who were diagnosed with alcohol dependence, scored significantly higher on Tamas, neuroticism and negative affect.Using an Indian model of personality helps to understand the etiology of alcohol use from the Indian context which is also helpful in the development of indigenous interventions.

scholarly journals Performance appraisal as an antecedent to innovation: An analysis of its importance relative to other human resource practices

2019 ◽  
Vol 17 ◽  
Author(s):  
Navin G. Matookchund ◽  
Renier Steyn
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Survey Design ◽  
Human Resource Practices ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
General Managers ◽  
Managerial Implications ◽  
Value Add ◽  
Unique Predictor

Orientation: Innovation is essential to organisational survival, and several studies have shown that performance appraisals (PAs) contribute to innovation.Research purpose: The purpose of this study was to examine the importance of PA as an antecedent to innovation relative to other human resource practices (HRPs).Motivation for the study: The specific HRP drivers of innovation among employees and across organisations are not well specified, hindering appropriate resource allocation.Research approach/design and method: The PA–innovation link was investigated among 3180 employees across 53 South African organisations, utilising a cross-sectional survey design involving quantitative data, and focusing on correlation and regression analyses.Main findings: Human resource practices accounted for approximately 10% of the variance in innovation when considering individual employees. Performance appraisal was neither a common nor a unique predictor of innovation. When focusing on the link across organisations, a significant HRPs–innovation link was established in approximately 60% of organisations, with PA playing a significant role as the predictor of innovation in 10 (out of 53) organisations.Practical/managerial implications: Other HRPs, specifically supervisor support and staffing, played a much bigger role than PA in driving innovation of individuals, also across organisations. This specifies the relative importance of PA amongst other HRPs.Contribution/value-add: General managers, human resource practitioners and researchers can now use data-driven evidence to select specific HRPs which significantly enhance innovation among employees and across organisations.

The joint effects of personality and supervisory career mentoring in predicting occupational commitment

2015 ◽  
Vol 20 (1) ◽  
pp. 63-80 ◽  
Author(s):  
Ridhi Arora ◽  
Santosh Rangnekar
Keyword(s):  
North India ◽  
Occupational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Career Support ◽  
Content Type ◽  
Joint Effects ◽  
Indian Context ◽  
Public And Private Sector

Purpose – The purpose of this paper is to examine the joint effects of personality (agreeableness and conscientiousness) and perceived supervisory career mentoring (SCM) on occupational commitment (OC) in the Indian context. In addition, the role of SCM support as a predictor of OC was also analyzed. Design/methodology/approach – A cross-sectional survey-based research design was adopted using data from 121 employees of public and private sector organizations in North India. Findings – The results showed that the relationship between perceived SCM and OC was stronger for employees reporting high levels of agreeableness in contrast to low agreeableness. Further, perceived SCM support was observed as a significant predictor of OC in the Indian context. Practical implications – This study suggests that for fostering an occupationally committed workforce, it is critical for supervisory mentors to understand how to deal with employees of different personality traits. Further, supervisory mentors need to be trained and empowered to render vocational support to employees at all levels. Originality/value – The work advances the existing work on mentoring and vocational outcomes by demonstrating the crucial role of supervisory career support and personality interactions in predicting OC.

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