scholarly journals Effect of Teamwork on Employee Performance

2011 ◽  
Vol 1 (1) ◽  
pp. 110 ◽  
Author(s):  
Sheikh Raheel Manzoor ◽  
Hafiz Ullah ◽  
Murad Hussain ◽  
Zulqarnain Muhammad Ahmad
Keyword(s):  
Higher Education ◽  
Research Study ◽  
Positive Impact ◽  
Employee Performance ◽  
Future Research ◽  
Education Department ◽  
Staff Members ◽  
Research Areas ◽  
The Relationship ◽  
Team Trust

Abstract This research study analyzes the effect of teamwork on employee performance about the staff members of Higher Education Department of Khyber Pakhtoon Khawa (KPK), Peshawar Province of Pakistan. Several measures of employee performance were analyzed including esprit de corps, team trust and recognition and rewards. There is clear evidence that teamwork and other measures of employee performance are positively related with employee performance. The self-administered questionnaires were distributed within the Directorate of Higher Education, (KPK) Peshawar, including four Government Degree Colleges (GDC’s) of boys and girls located in Peshawar and Kohat area. The research study uses regression and correlation techniques in order to analyze the relationship between two variables that is Teamwork and Employee Performance. The result of the study shows that there is a significant positive impact of predictors on the response variable. The study recommends that to adapt teamwork activities in order to enhance the employee performance. Future research areas have also been indicated in this study. Keywords:      Employee performance, teamwork, team trust, esprit de corps & recognition & rewards

Higher Education Graduate Outcomes and Destinations

Education ◽  
2020 ◽  
Author(s):  
Edith Braun ◽  
Julia-Carolin Osada ◽  
Kristina Walz
Keyword(s):  
Higher Education ◽  
Positive Impact ◽  
Knowledge Society ◽  
International Comparisons ◽  
Future Research ◽  
Access To Higher Education ◽  
Data Set ◽  
Direct Measurements ◽  
Research Initiatives ◽  
The Relationship

Research in higher education graduate outcomes is a somewhat up-and-coming area of scientific interest. Since the new millennium, research has focused on examining the relationship between higher education, society, and the world, and on higher education as a response to demographic change and the demands of the knowledge society. During the last years, some scientists have concentrated on making international comparisons. Because there are not many international surveys, however, most employ the same data set. Research conducted with direct measurements of outcomes that go beyond self-reports based on questionnaires is rare. This article begins with an overview of international research initiatives. It then categorizes research as outcomes of higher education. There is a lot of conceptual research on frameworks of assessing learning outcomes, and outcomes are understood as learnable skills. Furthermore, outcomes of higher education can also be individual and societal returns. Next, this article presents results of research on higher education graduates’ destinations in terms of transitions and demands. Publications on transitions include the process of transitions as well as travel or study abroad that takes place during higher education. Investigations on professional demands include research on graduates ability to meet the requirements of the labor market as well as on graduates’ employability. All publications have in common the understanding of outcomes as benefits acquired through higher education. There is an impressive amount of evidence from different countries and regions that suggests that higher education has a positive impact on individual, societal, and economic outcomes. Because of its obvious advantages, more people than ever want access to higher education. We identified research mainly from Europe and North America. However, research on higher education has clearly made major headway worldwide; and publications, especially from less visible countries, are expected to contribute to future research on outcomes and destinations of higher education.

scholarly journals The Effect of Extrinsic Product Cues and Customer Services/Sales Personnel on Restaurant Image, KPK, Pakistan

2011 ◽  
Vol 1 (1) ◽  
pp. 40 ◽  
Author(s):  
Murad Hussain ◽  
Hafiz Ullah ◽  
Sheikh Raheel Manzoor ◽  
Khurshed Iqbal
Keyword(s):  
Customer Service ◽  
Research Study ◽  
Positive Impact ◽  
Future Research ◽  
Brand Name ◽  
Sales Personnel ◽  
Research Areas ◽  
Two Cities ◽  
Customer Services ◽  
Extrinsic Product Cues

Abstract This research study analyzes the effect of extrinsic product cues (store name, brand name, price) and customer service on restaurant image of Khyber Pakhtunkhwa (KPK), Pakistan. The self-administered questionnaire was distributed among the customers of   six well known restaurants of two cities of KPK, Pakistan. The names of these two cities are Peshawar and Kohat. This research study uses regression and correlation techniques in order to analyze the relationship as well as effect between extrinsic product cues (store name, brand name, price) and customer service on restaurant image. The result of the study demonstrates that there is a significant positive impact of predictors on the response variable. The study recommends favorable extrinsic product cues and customer services enhance the image of the restaurant. Future research areas have also been indicated in this study. Key words: Brand name, Store name, Price, Customer service & Restaurant image

scholarly journals The Role of Strategic Leadership on Employee Performance with Mediating Effect of Employee Engagement: An Empirical Study of Higher Educational Commission Employees

2021 ◽  
Vol VI (II) ◽  
pp. 11-20
Author(s):  
Bushra Alvi ◽  
Aftab Haider ◽  
Muhammad Akram
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Positive Impact ◽  
Employee Performance ◽  
Middle Level ◽  
Mediating Effect ◽  
Working Environment ◽  
Strategic Leadership ◽  
Education Commission ◽  
The Relationship

The study was conducted to investigate the relationship of strategic leadership on employee performance through the mediation of employee engagement in the Higher Education Commission Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located that is a field study. A simple random sampling technique was used to carry out the research. The questionnaires were based on a five-point Likert scale measuring strategic leadership, employee engagement and employee performance. 167 questionnaires were distributed among middle-level employees of the Higher Education Commission, out of which 127 were useable. The data were analyzed using SPSS software. The descriptive statistics indicated that strategic leadership shows a significant positive impact on employee performance, whereas employee engagement does mediate the relationship between the independent variable, i.e., Strategic leadership, and dependent variable i-e, Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

scholarly journals Accreditation and Certification: Do They Improve Hospital Financial and Quality Performance?

Healthcare ◽  
2021 ◽  
Vol 9 (7) ◽  
pp. 887
Author(s):  
Matthew Brooks ◽  
Brad M. Beauvais ◽  
Clemens Scott Kruse ◽  
Lawrence Fulton ◽  
Michael Mileski ◽  
...  
Keyword(s):  
Higher Education ◽  
Positive Impact ◽  
Performance Outcomes ◽  
Healthcare Management ◽  
Academic Program ◽  
Future Research ◽  
Graduate Degree ◽  
Healthcare Administration ◽  
Professional Certification ◽  
The Impact

The relationship between healthcare organizational accreditation and their leaders’ professional certification in healthcare management is of specific interest to institutions of higher education and individuals in the healthcare management field. Since academic program accreditation is one piece of evidence of high-quality education, and since professional certification is an attestation to the knowledge, skills, and abilities of those who are certified, we expect alumni who graduated from accredited programs and obtained professional certification to have a positive impact on the organizations that they lead, compared with alumni who did not graduate from accredited programs and who did not obtain professional certification. The authors’ analysis examined the impact of hiring graduates from higher education programs that held external accreditation from the Commission on Accreditation of Healthcare Management Education (CAHME). Graduates’ affiliation with the American College of Healthcare Executives (ACHE) professional healthcare leadership organization was also assessed as an independent variable. Study outcomes focused on these graduates’ respective healthcare organization’s performance measures (cost, quality, and access) to assess the researchers’ inquiry into the perceived value of a CAHME-accredited graduate degree in healthcare administration and a professional ACHE affiliation. The results from this study found no effect of CAHME accreditation or ACHE affiliation on healthcare organization performance outcomes. The study findings support the need for future research surrounding healthcare administration professional graduate degree program characteristics and leader development affiliations, as perceived by various industry stakeholders.

Social Class and Wellbeing among Staff and Students in Higher Education Settings: Mapping the Problem and Exploring Underlying Mechanisms

2021 ◽  
Author(s):  
Isla Dougall ◽  
Mario Weick ◽  
Milica Vasiljevic
Keyword(s):  
Higher Education ◽  
Social Class ◽  
Social Factors ◽  
Unique Contribution ◽  
Staff Members ◽  
Class Differences ◽  
High Social Class ◽  
Lower Social Class ◽  
Underlying Mechanisms ◽  
The Relationship

Within Higher Education (HE), lower social class staff and students often experience poorer wellbeing than their higher social class counterparts. Previous research conducted outside educational contexts has linked social class differences in wellbeing with differences in the extent to which low and high social class individuals feel respected (i.e., status), in control (i.e., autonomy), and connected with others (i.e., inclusion). However, to our knowledge, there has been no research that has investigated these factors within HE settings. Furthermore, inclusion, status and autonomy are correlated, yet little is known about how these factors contribute to wellbeing simultaneously, and independently, of one another. To fill these gaps, we report the results of two studies; firstly with HE students (Study 1; N = 305), and secondly with HE staff (Study 2; N = 261). Consistently across studies, reports of poor wellbeing were relatively common and more than twice as prevalent amongst lower social class staff and students compared to higher social class staff and students. Inclusion, status and autonomy each made a unique contribution and accounted for the relationship between social class and wellbeing (fully amongst students, and partially amongst staff members). These relationships held across various operationalisations of social class and when examining a range of facets of wellbeing. Social class along with inclusion, status and autonomy explained a substantial 40% of the variance in wellbeing. The present research contributes to the literature exploring how social class intersects with social factors to impact the wellbeing of staff and students within HE.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

PENGARUH HUBUNGAN ANTAR INDIVIDU DAN PEMANTAUAN DIRI TERHADAP KINERJA KARYAWAN KANWIL PT. BANK RAKYAT INDONESIA (PERSERO) BANDA ACEH

2014 ◽  
Vol 2 (2) ◽  
Author(s):  
Nadiya ◽  
Nelwita Ferliana
Keyword(s):  
Positive Impact ◽  
Employee Performance ◽  
Interpersonal Relation ◽  
Self Monitoring ◽  
Bank Employees ◽  
Convenience Sampling ◽  
Working Performance ◽  
Individual Ability ◽  
The Relationship ◽  
Banda Aceh

This research aims to determine the effect of interpersonal relation and self monitoring toward employee performance of Kanwil PT Bank Rakyat Indonesia (Persero) in Banda Aceh. This research conducting in the certain conditions the relationship between individual  is difficult to connecting among employees (peer). Likewise self monitoring were often miss communication to each other between employees.Sample of 80 employees of the bank were taken by the convenience sampling method. Data collection using questioner, and then the data were analyzed using multiple linear regression. The results found that the simultaneously and partially positive impact on the employee performance of Kanwil PT Bank Rakyat Indonesia (Persero) in Banda Aceh. Relation between the performance of Bank employees with the ability of the interpersonal relation and self monitoring closely pertained, which is shown by koefisien corralation ® is 0.732 or 73.20 percen.. Statistical using the F test and T test showed that both simultaneously, and the partial correlation between individual ability and self monitoring is a significant (real) on employee performance of Kanwil PT Bank Rakyat Indonesia. So that Ha  hypothesis is accepted and the other way Ho hypothesis is rejected. Therefore the leadership of the institutions must improve the capacity of employees to build relationship in the lead employees work environment and educate employees to be able and willing to make their own monitoring, this providing a direct and undirect effect with working performance will going better in accordance with the company vision and mission. Keywords: the effect of interpersonal relation,  self monitoring toward employee performance, PT Bank Rakyat Indonesia 

scholarly journals Leadership styles and Its Impact on Employee Performance with a mediating effect of Organizational Commitment, An empirical study of NHA, Pakistan.

2020 ◽  
Vol V (III) ◽  
pp. 40-48
Author(s):  
Bushra Alvi ◽  
Aftab Haider ◽  
Tauqeer Ahmed
Keyword(s):  
Organizational Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Mediating Effect ◽  
Working Environment ◽  
Democratic Leadership ◽  
National Highway ◽  
Autocratic Leadership ◽  
The Relationship

The study was conducted to investigate the relationship between autocratic and democratic leadership on employee performance through the mediation of organizational commitment in National Highway Authority Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located, that is a filed study. Simple random sampling technique was used to carry out the research using structured questionnaires which were adopted from other researcher's studies. The questionnaires were based on five-point Likert scale measuring autocratic leadership, democratic leadership, Organizational Commitment, and employee performance. 217 questionnaires were distributed among middle-level employees of National Highway Authority out of which all 217 were useable. The data was analyzed using SPSS. The descriptive statistics indicated that autocratic leadership has a negative impact on employee performance but does show the significant effect with that the other variable democratic leadership shows a significant positive impact on employee performance whereas organizational commitment does mediate the relationship between independent variables i-e Autocratic leadership, Democratic leadership and dependent variable i-e Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

Teacher Leadership

2015 ◽  
pp. 257-282 ◽  
Author(s):  
Servet Özdemir ◽  
Ali Çağatay Kılınç
Keyword(s):  
School Improvement ◽  
Teacher Leadership ◽  
School Context ◽  
Important Variable ◽  
Future Research ◽  
Leadership Roles ◽  
The Past ◽  
Research Areas ◽  
Factors Influencing ◽  
The Relationship

This chapter focuses on teacher leadership, an important variable in the classroom and school improvement literature. The concept of teacher leadership has attracted increased attention in the past two decades. Teachers are assuming more responsibility for leadership roles and functions within schools. Despite the considerable amount of scholarly effort and time spent on investigating the teacher leadership concept, less is known about how it flourishes in the school context and how it relates to classroom and school improvement. Therefore, this chapter tries to shed some light on the teacher leadership concept and discusses its meaning, teacher leadership roles, factors influencing teacher leadership, the relationship between teacher leadership and classroom and school improvement, and future research areas on teacher leadership. Offering a framework for teacher leadership, this chapter is expected to contribute well to the guidance of further research on teacher leadership.

Shared Leadership and Team Performance

2019 ◽  
pp. 311-325
Author(s):  
Ana Martins ◽  
Isabel Martins
Keyword(s):  
Problem Solving ◽  
Organizational Performance ◽  
Self Efficacy ◽  
Shared Leadership ◽  
Positive Impact ◽  
Employee Performance ◽  
The Self ◽  
Social And Emotional ◽  
And Performance ◽  
Team Trust

This chapter contributes to the existing evidence on the constructs of shared leadership, social, and emotional capitals to demonstrate their significant galvanizing effect on team and organizational performance through trust. This study aimed to ascertain how leadership self-efficacy might influence shared leadership team, trust, and performance in this IT Company. Managers with self-reported ratings for the self-efficacy attributes cluster of leadership demonstrate greater probability of improving both perceived and actual employee performance. The emerging results concur with the aforementioned premise because these appear to emphasize the leadership self-efficacy attributes cluster of problem solving. These results may have a positive impact on the team and organizational performance as a whole.

Sign in / Sign up

Export Citation Format

Share Document