Nurses with Chemical Dependency: Usage and Job Performance Effects

1990 ◽  
Vol 2 (1) ◽  
pp. 14-16 ◽  
Author(s):  
Lillian Hickman ◽  
Linda Finke ◽  
Elaine Miller
Keyword(s):  
Job Performance ◽  
Chemical Dependency ◽  
Performance Effects

Performance Benefits From Providing Assistance in Networks: Relationships That Generate Learning

2015 ◽  
Vol 44 (2) ◽  
pp. 412-444 ◽  
Author(s):  
Neha Parikh Shah ◽  
Rob Cross ◽  
Daniel Z. Levin
Keyword(s):  
Social Network ◽  
Problem Solving ◽  
Job Performance ◽  
Knowledge Base ◽  
Work Performance ◽  
Contextual Factors ◽  
Prosocial Motivation ◽  
Performance Effects ◽  
The Right

Social network scholarship emphasizes that receiving resources from others in a network can benefit an individual’s job performance. Yet this paradigm rarely considers the effects on the provider of assistance. Outside the networks literature, scholars have been increasingly attentive to factors that affect motivations to provide help (i.e., prosocial motivation). However, the performance effects associated with providing help have been mixed. We concentrate specifically upon assistance that has the potential to enhance the providers’ learning and knowledge base and, hence, their performance. Using a bounded-network survey in a large consulting firm, we show that providing problem-solving assistance to many others on task-related matters increases the provider’s own work performance. We then consider how this learning may be affected by other relational and contextual factors. In so doing, we shift the predominant network perspective that people accrue performance advantages from receiving assistance to show that such advantages also occur—under the right circumstances—from providing it.

Referents or role models? The self-efficacy and job performance effects of perceiving higher performing peers.

2020 ◽  
Author(s):  
Patrick E. Downes ◽  
Eean R. Crawford ◽  
Scott E. Seibert ◽  
Adam C. Stoverink ◽  
Elizabeth M. Campbell
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Role Models ◽  
The Self ◽  
Performance Effects

Corporate Blogging and Job Performance: Effects of Work-related and Nonwork-related Participation

2015 ◽  
Vol 32 (4) ◽  
pp. 285-314 ◽  
Author(s):  
Benjiang Lu ◽  
Xunhua Guo ◽  
Nianlong Luo ◽  
Guoqing Chen
Keyword(s):  
Job Performance ◽  
Work Related ◽  
Performance Effects

Clinical Update: Functional Capacity Evaluations—An Update

1999 ◽  
Vol 4 (5) ◽  
pp. 4-7 ◽  
Author(s):  
Laura Welch
Keyword(s):  
Job Performance ◽  
Functional Capacity ◽  
Injury Risk ◽  
Disability Evaluation ◽  
Time Period ◽  
Submaximal Effort ◽  
Lack Of Sleep ◽  
Overall Performance ◽  
Time Required ◽  
Specific Limitation

Abstract Functional capacity evaluations (FCEs) have become an important component of disability evaluation during the past 10 years to assess an individual's ability to perform the essential or specific functions of a job, both preplacement and during rehabilitation. Evaluating both job performance and physical ability is a complex assessment, and some practitioners are not yet certain that an FCE can achieve these goals. An FCE is useful only if it predicts job performance, and factors that should be assessed include overall performance; consistency of performance across similar areas of the FCE; consistency between observed behaviors during the FCE and limitations or abilities reported by the worker; objective changes (eg, blood pressure and pulse) that are appropriate relative to performance; external factors (illness, lack of sleep, or medication); and a coefficient of variation that can be measured and assessed. FCEs can identify specific movement patterns or weaknesses; measure improvement during rehabilitation; identify a specific limitation that is amenable to accommodation; and identify a worker who appears to be providing a submaximal effort. FCEs are less reliable at predicting injury risk; they cannot tell us much about endurance over a time period longer than the time required for the FCE; and the FCE may measure simple muscular functions when the job requires more complex ones.

Daily Fluctuations in Work Engagement

2014 ◽  
Vol 19 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Research Evidence ◽  
Organizational Outcomes ◽  
Reciprocal Relationship ◽  
Proactive Behavior ◽  
Negative Events ◽  
Daily Work ◽  
Work Pressure ◽  
Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

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