Tyrimo tikslas: nustatyti statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšius bei nustatyti ir palyginti statutinių pareigūnų įsitraukimo į darbą ir organizacinio pilietiškumo prognostinę vertę subjektyviai vertinamai darbo atlikimo kokybei bei atskiriems jos aspektams (darbo užduočių atlikimo kokybei, darbuotojų vaidmens atlikimo kokybei). Tyrime dalyvavo 148 Kauno mieste dirbantys policijos pareigūnai. Buvo apklausti 86 statutiniai pareigūnai vyrai ir 62 statutinės pareigūnės moterys. Statutinių pareigūnų įsitraukimas į darbą buvo matuojamas pritaikyta imčiai ir modifikuota įsitraukimo į darbą skale (Lorance ir Mortimer, 1985). Statutinių pareigūnų organizaciniam pilietiškumui išmatuoti buvo panaudotas faktorizuotas organizacinio pilietiškumo klausimynas (Podsakoff ir MacKenzie, 1989) ir altruizmo, sąžiningumo, kilnumo bei pagarbumo subskalės (faktoriai). Subjektyviai vertinamai darbo atlikimo kokybei išmatuoti buvo naudojamas R. A. Roe, A. Zinovieva, I. L. Dienes ir L. A. Ten Horn (2000) matavimo rinkinys. Šis rinkinys leido išmatuoti statutinių pareigūnų darbo atlikimo kokybę bei atskirus jos aspektus: darbo užduočių atlikimo kokybę, darbuotojų vaidmens atlikimo kokybę. Pagrindiniai tyrimo rezultatai parodė, kad didėjant statutinių pareigūnų įsitraukimui į darbą, didėja jų organizacinis pilietiškumas bei tokie jo aspektai kaip altruizmas, sąžiningumas ir pagarbumas bei gerėja subjektyviai vertinama... [toliau žr. visą tekstą] / The aim of the research was: to identify the relationship between job invovement of statutory officers, organizational cityzenship and subjective evaluation of the job performance quality and identify, if job involvement and organizational cityzenship of statutory officers were able to predict their subjective evaluation of the job performance quality. The partizipants of the present study were 148 statutory officers ( police officers) from Kaunas (62 females and 86 males were questioned). The job involvement of statutory officers was evaluated with the modified Job Involvement Scale (Lorance ir Mortimer, 1985). The organizational citizenship of statutory officers was evaluated with Organizational Cityzenchip Questionaire (Podsakoff ir MacKenzie, 1989). The factors of organizational citizenship allowed to explore altruism, conscientiousness, sprotsmanship and respectful citizenship of statutory officers. The measurement set by R. A. Roe, A. Zinovieva, I. L. Dienes ir L. A. Ten Horn (2000) was used to research the subjective evaluation of job performance quality in general, task performance quality and in – role performance quality. Major outcomes of the research showed that increasing the statutory officers' involvement in job, increase their organizational citizenship (altruism, conscientiousness, respectful citizenship) and improving the subjective evaluation of job performance quality in general, work tasks performance quality and the in-role performance quality. The... [to full text]

Fierce competition and re-allocation of firms on a global scale, including processes of substantial downsizing have come to the forefront of attention. The concern is that the global scale of actions cannot be controlled on a local level and may therefore pose a threat to a wide variety of workers. Many of the changes taking place in the economies and labour markets of the industrialised countries may have increased structural job insecurity. Cutbacks and dismissals give rise to feelings of job insecurity. More often employees experience a sense that their jobs are a fragile, threatened privilege, which can be taken away at any time. Employee perception of management efforts to maintain employment security is based on past downsizing thus raising the potential that continued downsizing will increase insecurity and therefore, will decrease both employee desire to participate in decision-making as well as employee satisfaction and commitment to the organisation. Previous research found a consistent negative relationship between perceived job insecurity and both employee satisfaction and commitment. The empirical objective of this study was to determine the relationship between job insecurity, organisational commitment and job satisfaction. A survey design was used to test research hypotheses and to determine the relationship between job insecurity, organisational commitment and job satisfaction. Data from the total population of engineers in a parastatal (N = 60) were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire (short version) (MSQ) were administered. The statistical analysis was carried out with the help of the SAS programme. The statistical methods utilised consisted of descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and Pearson-product moment correlations. Results indicated that engineers do not experience high levels of job insecurity. Furthermore, engineers don't experience low levels of organisational commitment and job satisfaction. Research findings indicated that the Job lnsecurity Survey Questionnaire (JISQ), Organisational Commitment Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are valid and reliable measuring instruments. The findings suggested that a relationship exist between job insecurity, organisational commitment and total job satisfaction. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Companies throughout the world are faced with continual changes in order to remain competitive and survive. These changes are caused by economic uncertainty, globalisation, mergers and acquisitions. The results are unemployment or transfer of workers to the different areas of the organisation. These changes have unprecedented effect on workers, especially the survivors of retrenchments or downsizing, resulting in a feeling of job insecurity. lnsecurity is concerned with the continued existence of jobs for the employees in the organisation. It is characterised by feelings of powerlessness, uncertainty and fear. Consequently, job insecurity has emerged as an important stressor in modern organisations. Studies indicate that job insecurity leads to physical and psychological health problems. Further employees who experience feelings of job insecurity are more likely to display undesirable organisational outcomes such as withdrawal behaviours, job dissatisfaction and low organisational commitment. The empirical objective of this study was to determine the possible relationship between job insecurity, job satisfaction and organisational commitment. Also, whether job insecurity can predict job satisfaction and organisational commitment. A survey design was used to realise the research objectives. The study population consisted of 121 employees in a mining organisation. The Job Insecurity Questionnaire, the Revised Short-version of the Minnesota Job Satisfaction Questionnaire and the Organisational Commitment Questionnaires were used as measuring instruments. Reliability and construct validity of all three questionnaires were found to be acceptable. It was found that respondents experienced below average levels of job insecurity. They further showed above average levels of job satisfaction and organisational commitment. The findings indicate that a relationship exists between job insecurity, job satisfaction and organisational commitment. Practically significant differences of medium to large effect were established for race, respondents having qualifications of less than Std 10, semiskilled, grade C3, 4 and 5 and E, DL and DU, and who are affiliated to NUMSA, which means that they experience more job insecurity compared to other groups. Through regression analysis, it was established that job insecurity predicts 44% of total variance of job satisfaction and organisational commitment. Limitations were identified and recommendations with regard to future research and recommendations for the organisation were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.

In the organizational domain, it is well established that a significant relationship exists between cognitive ability and job performance (e.g., Hunter, 1986); however, there is less research surrounding the relationship between how intelligent people think they are and expectations of job performance. Although self-estimates have been used in the educational domain since the early 1900s (e.g., self-estimates of ability; Koerth & Rush, 1923; Schutte, 1929; personality traits; Cogan, Conklin, & Hollingworth, 1915; Shen, 1925) they have only recently been applied to the workplace as predictors of job search behavior and occupational choice (e.g., Prediger, 1994; Tracey & Hopkins, 2001). As a result of changing technologies and organizational structures, an employee's ability to learn new job skills is critical to his/ her continued success in the workplace. However, an employee's perception of his/ her learning potential may be as informative as or more informative than objectively measured ability for subsequent decision making (e.g., job choice). The purpose of this study was to investigate prospective estimates of job performance and learning potential, including gender differences in self-estimates, the determinants of self-estimates, and the predictive validity of self-estimates for decisions about engaging in career-related tasks. The goal of the current study was to evaluate self-estimates of job performance and learning potential for 20 jobs. A total of 153 participants watched short video clips depicting each of the 20 jobs and answered a series of questionnaires, assessing future-oriented estimates of job performance, estimates of learning potential, task interest, task value, task experience, and task engagement. Significant gender differences were found in estimates of job performance across job domains, as well as interactions of gender and self-estimates of job performance over anticipated time-on-task. Some significant relations were found between non-ability traits and self-estimates of job performance and learning potential, while significant relations were found between prior job experience and decisions about task engagement. The practical utility of this research is an understanding of how individual differences in non-ability traits such as personality, interest, and motivation may impact an individual's expectations of future job performance, and consequently, an individual's career choice decisions and job pursuits.

In the contemporary workplace individuals differ considerably in the manner they approach their work and achieve outcomes. This thesis examined the construct of polychronicity (preference for undertaking multiple tasks simultaneously) within two intellectually intensive academic work environments. The impacts of imposed polychronicity on performance, job satisfaction, perceived stress and wellbeing were explored. Data was collected from 116 lecturers, teachers, supervisors and managers working in Northern Queensland, Australia. A quantitative approach was taken to data collection. Existing scales were used to measure a range of variables including preferred polychronicity, experienced work unit polychronicity, organisational commitment, job satisfaction, and perceived stress. To provide a qualitative perspective, respondents were asked for comments which were used to add depth and breadth to the study. The findings indicated that preferred polychronicity and experienced work unit polychronicity did not differ over genders or occupations which suggests that polychronicity is likely to be a personal trait. Responses were divided into polychronic, neutral or monochronic preference categories. The findings indicated that when polychronicity was high organisational commitment was high, but when monochronicity was high organisational commitment was lower. Further the findings indicated that when organisational commitment was high, job satisfaction was high and when organisational commitment was low stress was high, although polychrons relationship with stress was lower than that of monochrons. This may suggest that polychrons work better in an imposed polychronic environment than monochrons which supports previous research. The implication for employers is that through understanding the tasking preferences of employees they may be able to tailor strategies to improve and enhance personal wellbeing which in turn may increase job satisfaction, performance, wellbeing and reduce turnover.

Thesis (MComm)--Stellenbosch University, 2012. / As a means to measure job performance, performance appraisal plays a central role in effective individual and organisational management (Behn, 2003). Sound performance management and performance measurement are fundamental to a productive workplace and critical for a high-performing organisation (Jordan, 2002). Performance appraisal research has shifted its emphasis from psychometric issues to the examination of rater cognitive processes and the social and contextual variables which affect performance evaluation. Since raters are important factors in successful performance measurement, one line of research has investigated the effect of similarity, between rater and ratee, on subsequent performance ratings. These studies have mostly relied on similarity measures based on physical similarity characteristics, such as demographic variables. The inconclusive nature of these studies’ findings suggests that the complexity of interpersonal similarity and its effect on ratings has most likely been oversimplified. In the social-cognition literature, substantial evidence exists that rater-ratee acquaintance shifts the focus of similarity judgment to “deeper”, sometimes unobservable, characteristics, like values, motives and attitudes. This research study investigates whether rater-ratee similarity in Big Five personality traits unduly influences task-orientated performance ratings. Self-report personality data (IPIP; Goldberg, 2006) were collected from university lecturers and their students (N = 152). Actual lecturer task performance assessment data (end-of-semester student feedback ratings) were gathered concurrently. Data were analysed through polynomial regression analysis and response surface methodology. Results indicated that ratee (i.e., lecturer) extraversion (r = .357), conscientiousness (r = .413) and openness (r = .178) had significant main effects on average performance ratings. Also, rater-ratee personality similarity in extraversion (p < .001), neuroticism (p < .01) and openness (p < .001) had a significant effect on performance ratings, with the effects of agreeableness and conscientiousness also approaching significance. The present study further extends earlier research by using task performance ratings as criterion measures — as opposed to earlier studies that used contextual performance ratings — and also used “upward” ratings of seniors, instead of peer- or ‘downward’ ratings of performance, as was done in earlier studies of personality similarity effects. The results suggest that (a) earlier conclusions that personality similarity does not affect performance ratings seem to be premature, (b) more research is needed to investigate why personality similarity affects ratings and last, (c) we do not yet understand the boundary conditions that affect this phenomenon.

Philosophiae Doctor - PhD / The present study provided insight into authentic leadership, psychological capital and exemplary followership behaviour as antecedents of work engagement of employees. A quantitative, cross-sectional survey design was utilised, using a composite electronic questionnaire. Data was gathered by using a purposive sample of managers in a national South African healthcare industry organisation (N = 647). The portability of the measurement instruments to a South African context were validated through confirmatory and exploratory factor analysis. The psychological capital and authentic leadership measures retained its original factor structure and items, whilst the work engagement and followership measures were adapted to improve the internal reliability and construct validity of the instrument for the healthcare industry sample. The higher-order factor structure of psychological capital was also confirmed

The purpose of this study was to determine whether there is a relationship between perceived emotional intelligence and job performance among inbound call centre leaders in the medical aid environment. The sample consisted of 268 participants (45 leaders and 223 raters) across different age and race groups. A convenience sample was used, since it was easier to focus on call centre leaders working in the same office. All of the participants completed the 360º Emotional Competency Profiler (ECP) in order to measure emotional intelligence whereas the job performance data were obtained from the management team and an average score of their performance over a one-year period was examined. The research results show that there was no statistically significant relationship between emotional intelligence and job performance among the call centre leaders. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology )

This study examined Kirkpatrick’s training evaluation model (Kirkpatrick & Kirkpatrick, 2006) by assessing a sales training program conducted at an organization in the hospitality industry. The study assessed the employees’ training outcomes of knowledge and skills, job performance, and the impact of the training upon the organization. By assessing these training outcomes and their relationships, the study demonstrated whether Kirkpatrick’s theories are supported and the lower evaluation levels can be used to predict organizational impact. The population for this study was a group of reservations sales agents from a leading luxury hotel chain’s reservations center. During the study period from January 2005 to May 2007, there were 335 reservations sales agents employed in this Global Reservations Center (GRC). The number of reservations sales agents who had completed a sales training program/intervention during this period and had data available for at least two months pre and post training composed the sample for this study. The number of agents was 69 (N = 69). Four hypotheses were tested through paired-samples t tests, correlation, and hierarchical regression analytic procedures. Results from the analyses supported the hypotheses in this study. The significant improvement in the call score supported hypothesis one that the reservations sales agents who completed the training improved their knowledge of content and required skills in handling calls (Level 2). Hypothesis two was accepted in part as there was significant improvement in call conversion, but there was no significant improvement of time usage. The significant improvement in the sales per call supported hypothesis three that the reservations agents who completed the training contributed to increased organizational impact (Level 4), i.e., made significantly more sales. Last, findings supported hypothesis four that Level 2 and Level 3 variables can be used for predicting Level 4 organizational impact. The findings supported the theory of Kirkpatrick’s evaluation model that in order to expect organizational results, a positive change in behavior (job performance) and learning must occur. The examinations of Levels 2 and 3 helped to partially explain and predict Level 4 results.

The thesis includes theoretical knowledge in matters of performance management issues as one of the promising management approaches. The thesis seeks to capture a comprehensive view of job performance and its relationship to other business processes and systems. In the first part of the thesis there are described the principles of performance management concept, methods and trends in performance management, motivation, planning, performance assessment, remuneration and staff development in relation to job performance. The second part focuses on the analysis of performance management in MobilKom, a.s. The aim of this thesis is to analyze and evaluate the performance management system in MobilKom, a. s. and formulation of proposals for its optimization.