Linda Koopmans, Claire Bernaards, Vincent Hildebrandt, Stef van Buuren, Allard J. van der Beek and Henrica C.W. de Vet
The purpose of the current study is to develop a generic and short questionnaire to measure work performance at the individual level – the Individual Work Performance…
Abstract
Purpose
The purpose of the current study is to develop a generic and short questionnaire to measure work performance at the individual level – the Individual Work Performance Questionnaire (IWPQ). The IWPQ was based on a four‐dimensional conceptual framework, in which individual work performance consisted of task performance, contextual performance, adaptive performance, and counterproductive work behavior.
Design/methodology/approach
After pilot‐testing, the 47‐item IWPQ was field‐tested amongst a representative sample of 1,181 Dutch blue, pink, and white collar workers. Factor analysis was used to examine whether the four‐dimensional conceptual framework could be confirmed. Rasch analysis was used to examine the functioning of the items in more detail. Finally, it was examined whether generic scales could be constructed.
Findings
A generic, three‐dimensional conceptual framework was identified, in which individual work performance consisted of task performance, contextual performance, and counterproductive work behavior. Generic, short scales could be constructed that fitted the Rasch model.
Research limitations/implications
A generic, short questionnaire can be used to measure individual work performance across occupational sectors. In future versions of the IWPQ, more difficult items should be added to improve discriminative ability at the high ranges of the scale.
Originality/value
This study shows that, using Rasch analysis, a generic and short questionnaire can be used to measure individual work performance.
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Ida Ayu Putu Widani Sugianingrat, Sapta Rini Widyawati, Carla Alexandra de Jesus da Costa, Mateus Ximenes, Salustiano Dos Reis Piedade and Wayan Gede Sarmawa
The purpose of this paper is to examine the effect of ethical leadership on employee performance, with the employee engagement and organizational citizenship behavior (OCB) as…
Abstract
Purpose
The purpose of this paper is to examine the effect of ethical leadership on employee performance, with the employee engagement and organizational citizenship behavior (OCB) as mediating variables.
Design/methodology/approach
The design of this study was to ascertain the predictive generalizations truth of the theory. The population in this study was all employees of non-star hotels in Sarbagita area of Bali.
Findings
First, ethical leadership does not have a significant effect on employee performance, where the increase in leadership value is not able to provide a significant improvement in the performance of non-star hotel employees in the Sarbagita area of Bali. Second, employee engagement is able to mediate ethical leadership in improving employee performance. Third, the OCB will be able to play a role in mediating the influence of ethical leadership on employee performance if it passes the mediating role of employee engagement first.
Originality/value
The inconsistencies of the previous study results provide evidence and opportunities for this study to review by including mediating variables on ethical leadership and employee performance relationship. The studied variable as a mediating variable is employee engagement. In addition to employee engagement, this study also included the OCB variable as a mediating variable. Several previous studies have identified the influence of ethical leadership, employee engagement and OCB in improving employee performance in separate research models, so there is still a gap for further research.
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Previous research assumes that economic development is the key to increasing the food supply and alleviating child malnutrition. However, economic development alone does not…
Abstract
Purpose
Previous research assumes that economic development is the key to increasing the food supply and alleviating child malnutrition. However, economic development alone does not promise that income is distributed fairly, nor does it guarantee that other human needs will be fulfilled. What has been missing from cross-national research is an analysis of how gender inequality shapes women’s abilities to effectively maintain food security. The current study contributes to this literature by exploring the multidimensional effects of women’s empowerment on child stunting and wasting.
Methodology/approach
Pooling data from the Demographic and Health Surveys and the World Bank, the analysis estimates a series of multi-level models that examine the country-level influences on malnutrition, while also accounting for household and maternal characteristics that affect food security at the individual level.
Findings
Results suggest that improvements in women’s education, control over reproduction, representation in national politics, and life expectancy correspond to improvements in child malnutrition. Notably, the effects of gender inequality are comparable to or larger than those of economic development. The multi-level modeling technique illustrates how social forces that are larger than the individual shape the chances of experiencing food insecurity.
Research limitations
Cross-national data are limited in scope and cannot prove causality. Further research is also needed to better understand the process by which women wield advances in rights and empowerment to affect food security.
Social implications
If policymakers want to facilitate food security in poor countries, they should not disregard the potential of policies that will promote more equitable rights for women.
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Over the years, the impact of personality attributes on work behavior has constituted a broad research domain. The manner in which employees view themselves have been regarded as…
Abstract
Purpose
Over the years, the impact of personality attributes on work behavior has constituted a broad research domain. The manner in which employees view themselves have been regarded as significant in analyzing their work behavior and eventual employee performance from the organizational perspective. The purpose of this paper is to investigate the relationship between self-concept and performance, with resilience as a mediator and Machiavellianism as a moderating variable.
Design/methodology/approach
Data were collected from 271 employees from four medium-sized private sector companies in India after excluding missing data. Correlation, regression and Hayes Macro analysis were conducted to test the hypotheses.
Findings
Resilience mediates the relationship between self-concept and performance. Second, Machiavellianism moderated the relationship between self-concept and resilience and moderated the mediation effect of resilience on the relationship between self-concept and performance. The role of personality attributes has been found to profoundly impact the employee's perception of self and work performance. Resilience, which refers to the individual's ability to bounce back amidst adverse situations, is simultaneously moderated by one of the dark triad personalities, Machiavellianism.
Practical implications
Understanding the self-concept dimension, the dual effects of resilience and the Machiavellianism personality have gradually become immensely significant for improvising employee work performance in the organization.
Originality/value
This original research has examined a model of untested variables and explored the mediating effect of resilience by connecting self-concept to performance along with the moderated-mediated impact of Machiavellianism on the variables, which is a novel attempt.
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Greta Ontrup and Annette Kluge
This study aims to investigate cross-level influences of team cohesion, trust and conflicts on team member’s proactive motivational profiles and outcomes of profile membership…
Abstract
Purpose
This study aims to investigate cross-level influences of team cohesion, trust and conflicts on team member’s proactive motivational profiles and outcomes of profile membership over time.
Design/methodology/approach
Data was collected in a four-month longitudinal field study with 47 teams (N = 202).
Findings
Latent profile analysis derived four proactive motivational profiles. The higher motivated profiles reported better study outcomes, higher levels of team trust and cohesion and fewer conflicts over time. Team trust and interpersonal conflicts emerged as significant predictors of profile membership.
Practical implications
Recommendations are derived on how to best manage teams and the members comprising it when trust in teams is low or interpersonal conflicts are high.
Originality/value
Applying a person-centred approach in a team context advances multi-level theories of team motivation by mapping the cross-level effects of team processes on different kinds of motivational states.
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Leema Rose Victor, Mariadoss Siluvaimuthu, Hesil Jerda George and Satyanarayana Parayitam
The present study aims to investigate the relationship between institutional influence and performance, mediated through transformational leadership (TL) and moderated by…
Abstract
Purpose
The present study aims to investigate the relationship between institutional influence and performance, mediated through transformational leadership (TL) and moderated by barriers, situational factors, communication and implementation.
Design/methodology/approach
Using a structured survey instrument, data were collected from 370 faculty members from 31 higher educational institutions in southern India. After checking the psychometric properties of the instrument, the authors used Hayes’s PROCESS to test the direct hypotheses and three-way interactions.
Findings
The results revealed that TL mediated the relationship between institutional influence and performance. Further, the findings supported the three-way interactions between (1) institutional influence, barriers and communication positively affecting TL; and (2) TL, situational factors and implementation affecting the performance of faculty members.
Research limitations/implications
This study underscores the importance of TL for the smooth functioning of higher educational institutions and achieving superior performance, especially in the new normal context after the global pandemic.
Practical implications
This study makes several significant recommendations to administrators in higher educational institutions, in addition to contributing to the vast literature on TL. The study suggests that administrators must invest resources in developing TL skills so that employees reach their fullest potential and contribute to achieving organizational goals. In addition, leaders in organizations need to exercise a transformational style to combat the new normal post-pandemic academic environment.
Originality/value
This study provides new insights into the importance of TL style and institutional influence to enhance performance. To the best of our knowledge, the conceptual model developed and tested the first of its kind in India, significantly contributing to theory and practice.