Erez Yaakobi and Jacob Weisberg
The purpose of this paper is to develop a framework for predicting three facets of employee performance (quality, innovation and efficiency) based on the evaluation of individual…
Abstract
Purpose
The purpose of this paper is to develop a framework for predicting three facets of employee performance (quality, innovation and efficiency) based on the evaluation of individual (self and occupational), group (collective) and organizational (means) efficacies.
Design/methodology/approach
A sample of 109 managers employed mainly in high-tech industries evaluated their employees’ quality, innovation and efficiency performance. The employees’ efficacies were also evaluated on three organizational levels.
Findings
Evaluation of employees’ self-efficacy accounted for most of the explained variance for all performance facets. Evaluation of group efficacy added incremental explained variance to the general performance as well as to the innovation performance and efficiency performance. Evaluation of means efficacy (provided to employees) added incremental explained variance to the general performance as well as to the innovation performance and the efficiency of performance. Male managers differed from female managers in their predictions of employees’ performance.
Originality/value
This is the first study to examine the concurrent effects of four types of efficacies, based on three organizational levels, in predicting performance. It also examines three facets of performance instead of only a general performance measure. It presents a model of the relative importance of these efficacies in predicting facets of performance.
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Galit Eilam-Shamir and Erez Yaakobi
The purpose of this paper is to investigate how initial employment experiences of new entrants to the labor market, which results from changes in organizations employment…
Abstract
Purpose
The purpose of this paper is to investigate how initial employment experiences of new entrants to the labor market, which results from changes in organizations employment practices affect individuals’ expectations from their future employers (their anticipatory psychological contracts and anticipated job insecurity) and to explore the implications of these effects for theory and practice.
Design/methodology/approach
The paper focussed on four common experiences and tested the hypotheses about their effects using data collected by a relatively large survey among mature college students with work experience (n=1,164).
Findings
Individuals who had been exposed to the experiences of being laid off, witnessing layoffs and having to accept reductions in pay or status held higher transactional and lower relational expectations from their future employers, in comparison with individuals who had not been exposed to such experiences. They also anticipated a higher level of job insecurity in their future employment.
Practical implications
In order to mitigate the potential negative consequences of the phenomenon discovered on employee retention and organizational performance, organizations have to develop and implement specific HR practices to deal with cohorts of new members, who have been exposed to the employment experiences investigated. Of particular importance are orientation and socialization practices that address new recruits’ concerns and expectations, and exposing new members to training and learning experiences that increase their employability outside the organization.
Originality/value
This is one of a few studies that documents empirically the (anecdotally based) claims about the effects of changes in the economic environment on individuals’ employment expectations and perhaps the first study to focus specifically on the effects of initial experiences of entrants to the labor market. It extends psychological contract research by focussing on the antecedants and formation of the psychological contract rather than on its consequences and on the anticipatory contract rather than on employees’ current psychological contracts.
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Johannes Marcelus Kraak, Marcello Russo and Alfredo Jiménez
The purpose of this paper is to examine the role of work–life balance (WLB) inducements of the psychological contract on three work-related outcomes for a sample of Dutch older…
Abstract
Purpose
The purpose of this paper is to examine the role of work–life balance (WLB) inducements of the psychological contract on three work-related outcomes for a sample of Dutch older workers: psychological contract breach, turnover intentions and intentions to participate in development activities.
Design/methodology/approach
This paper employs polynomial regression and response surface methodology.
Findings
Results show that the volume at which fulfillment occurs is important in predicting feelings of psychological contract violation and intentions to engage in development activities but that this relationship is not straightforward for turnover intentions. Furthermore, under- and over-fulfillment have different relationships with intentions to participate in development activities than previous literature suggests. Additionally, gender moderates a number of the relationships in this study.
Originality/value
This study provides detailed insights regarding the dynamics between promised and delivered WLB inducements and outcomes for a sample of older workers instead of presenting generalized differences between several age groups.
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The study investigates the effects of core self-evaluations on project managers' competencies. The study further examines the moderating effect of cultural intelligence between…
Abstract
Purpose
The study investigates the effects of core self-evaluations on project managers' competencies. The study further examines the moderating effect of cultural intelligence between core self-evaluations and competencies.
Design/methodology/approach
In this study, with a descriptive-survey approach, necessary data were collected from a sample of project managers of Iran's Ministry of Communication and Information Technology through questionnaires. The conceptual framework of the study was tested according to structural equation modeling by PLS software.
Findings
Findings show that core self-evaluations have positive and significant effects on project managers' competencies among which psychological stability has the greatest effect. Furthermore, the moderating role of cultural intelligence in the relationship between core self-evaluations and project managers' competencies was confirmed. According to the calculated coefficient, motivational cultural intelligence had the greatest role.
Research limitations/implications
The data were collected using a questionnaire at a single point in time, and thus, not allowing cause–effect inferences. Also, the demographic variables were not controlled.
Practical implications
The results of this study provide some implications for HRM professionals and project managers interested in promoting a system of HR practices that contributes to enhancing project managers' competencies and effectiveness.
Originality/value
This study advances our understanding of the factors that have an effect on project managers' competencies, specifically on a list of main competencies necessary for project managers' performance. Moreover, it suggests that project managers' competencies will benefit from cultural intelligence, which will display a greater effect when embedded in highly diverse cultural contexts.
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This paper aims to examine the association between the working relationship between internal and external auditors and the moral courage of internal auditors to report management…
Abstract
Purpose
This paper aims to examine the association between the working relationship between internal and external auditors and the moral courage of internal auditors to report management fraud in the Tunisian setting.
Design/methodology/approach
Data are gathered from 163 internal auditors working in Tunisian companies and a partial least squares–structural equation model (PLS-SEM) is used to test the hypothesis regarding the effect of the cooperation between internal and external auditors on internal auditors’ moral courage.
Findings
The results of this study provide strong empirical support for the positive impact of the working relationship between internal and external auditors on internal auditors’ moral courage to report management fraud and unethical behaviors.
Practical implications
The reported results increase the awareness of Tunisian regulators to enact regulations that strengthen the collaboration between internal and external auditors to promote internal auditors’ moral courage and then limit fraud and improve organizational performance in the Tunisian setting.
Originality/value
This paper fills one of the major research gaps in internal audit and moral courage research streams by revealing that the courageous behavior of internal auditors can be fostered by specific means efficacy such as the working relationship between internal and external auditors.
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Claudia Schusterschitz, Harald Stummer and Willi Geser
– The purpose of this study is to examine the influence of attachment anxiety, attachment avoidance and gender on different forms of organizational citizenship behavior (OCB).
Abstract
Purpose
The purpose of this study is to examine the influence of attachment anxiety, attachment avoidance and gender on different forms of organizational citizenship behavior (OCB).
Design/methodology/approach
A total of 132 employees with different occupational backgrounds were surveyed by means of the “Scales to measure two dimensions of attachment insecurity” (Grau, 1999) and a German-speaking OCB questionnaire (Staufenbiel and Hartz 2000).
Findings
Results suggest that employees high in anxiety show higher ratings in OCB-conscientiousness, whereas employees high in avoidance show higher ratings in OCB-civic virtue. Moreover, we found highly avoidant individuals to be less likely to engage in OCB-altruism. Finally, besides an overall gender effect for OCB-loyalty, results reveal significant interaction effects of anxiety and gender on OCB-conscientiousness as well as of avoidance and gender on OCB-civic virtue.
Practical implications
Considering the increase in flexible employment relationships and in team work, we think of attachment orientations as a concept of practical relevance because adjustment to such work environments can be assumed to be highly dependent on attachment security.
Originality/value
The research at hand is the first that analyzes unique and joint contributions of attachment orientations and gender to the prediction of different OCBs. Thereby, it provides evidence for the neglected applicability of attachment theory to the understanding of workplace behaviors in general and of OCBs in particular. Furthermore, the present study expands existing knowledge on the relationship between gender and OCB and implies that the influence of attachment orientations on some OCB-dimensions is stronger in the absence of gender stereotypes.