Organizational factors and individual performance: A longitudinal study.

1969 ◽  
Vol 53 (2, Pt.1) ◽  
pp. 87-92 ◽  
Author(s):  
George F. Farris
Keyword(s):  
Longitudinal Study ◽  
Organizational Factors ◽  
Individual Performance

scholarly journals The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital

2014 ◽  
Vol 3 (3) ◽  
pp. 1-17 ◽  
Author(s):  
Didem Rodoplu Şahin ◽  
Duygu Çubuk ◽  
Tuna Uslu
Keyword(s):  
Transformational Leadership ◽  
Survey Data ◽  
Work Engagement ◽  
Organizational Support ◽  
Psychological Capital ◽  
Organizational Factors ◽  
Individual Performance ◽  
The Impact

The relation with the work and the role of managers and organizational factors are effective on psychological capital and individual performance of employees. This article investigates the impact of the work engagement, performanmce, empowerment, organizational support and transformational leadership on psychological capital using survey data.

scholarly journals Readiness, acceptance and use of e-health systems in hospitals and health centers of north western ethiopia

2020 ◽  
Vol 18 (3) ◽  
pp. 1510
Author(s):  
Abinew Ali Ayele
Keyword(s):  
Organizational Performance ◽  
Health Systems ◽  
User Satisfaction ◽  
Structural Equation ◽  
Organizational Factors ◽  
Simple Random Sampling ◽  
Individual Performance ◽  
Health Centers ◽  
Equation Modeling ◽  
User Training

<span>The purpose of this empirical study was to examine e-health readiness, acceptance and use in hospitals and health centers in Ethiopia. In this study, 900 samples were taken using a simple random sampling method from 10 Hospitals and 20 health centers in northwestern Ethiopia. SmartPls software was used for the structural equation modeling and path analysis techniques. All of the e-health readiness indicators, except employees’ attitudes showed that hospitals and health centers were not ready to implement and use e-health systems. The intentions of users to accept and use e-health systems were evaluated and determinants were identified. Service quality from the technological factors, self-efficacy from the human factors and user training from the organizational factors were found to be significant determinants of user satisfaction, individual performance, and organizational performance respectively. Major determinants were an organizational performance with a contribution of 37.6% influence followed by an individual performance with 28.2% contribution (together accounted for about 65.8% influence) of the users’ behavioral intentions to use e-health systems. The model, which explained 47.6 % of the variances in the data, was found to be significant.</span>

Examining the Overlap

2016 ◽  
Vol 31 (1) ◽  
pp. 5-38 ◽  
Author(s):  
Neha Parikh Shah ◽  
Andrew Parker ◽  
Christian Waldstrøm
Keyword(s):  
Longitudinal Study ◽  
Middle Managers ◽  
Individual Performance ◽  
Cross Sectional Study ◽  
Social Dimension ◽  
Sectional Study ◽  
Cross Sectional ◽  
Work Related ◽  
Bank Employees ◽  
Multiplex Relationships

Scholars have long been aware of the advantages of social capital to individual performance. It remains unclear whether these advantages reflect the effects of relationships in which people discuss only work-related issues, or whether they are attributable to the effects of multiplex relationships, in which people discuss work-related and non-work-related issues. To investigate this question, we conducted two studies using network analysis: a cross-sectional study of specialty bank employees and a longitudinal study of middle managers enrolled in an MBA course. Multiplex relationships consistently predicted performance advantages in both samples, whereas work-focused ties that excluded a social dimension did not. Furthermore, when individuals maintained too many multiplex relationships, performance returns diminished. These findings demonstrate that the network literature may benefit from greater specificity on relational content and more attention to the consequences of overlapping networks, in the form of multiplex ties.

scholarly journals Do Unions Affect Pay Methods of Canadian Firms? A Longitudinal Study

2009 ◽  
Vol 64 (3) ◽  
pp. 442-465 ◽  
Author(s):  
Richard J. Long ◽  
John L. Shields
Keyword(s):  
Longitudinal Study ◽  
Organizational Performance ◽  
Survey Data ◽  
Group Performance ◽  
Individual Performance ◽  
Performance Pay ◽  
Employee Benefits ◽  
Time Period ◽  
Compensation Methods ◽  
Time Periods

Summary Drawing on two waves of survey data collected from 250 Canadian firms in 2000 and 2004, this study examines union influence on the mix of compensation methods used by employers. As expected, firms with more unionization devoted a larger proportion of total compensation to indirect pay (also known as “employee benefits”) than did firms with less unionization, a finding that held in both time periods. However, while more unionized firms devoted a smaller share of compensation to individual performance pay in 2000, this was not true in 2004. Also surprising, more unionized firms did not differ significantly from less unionized firms in their proportions of base pay, group performance pay, or organizational performance pay in either time period. The paper concludes that although unions may still have the power to influence some aspects of the wage bargain (i.e. the compensation mix), this power may be declining.

Pay for (Individual) Performance: A Longitudinal Study of Merit Pay Plans and Firm Performance

2019 ◽  
Vol 2019 (1) ◽  
pp. 15853
Author(s):  
Ilhwan Na ◽  
Mengwei Li ◽  
James P Guthrie ◽  
Gyu- Chang Yu ◽  
Min-Soo Kim
Keyword(s):  
Longitudinal Study ◽  
Firm Performance ◽  
Merit Pay ◽  
Individual Performance

scholarly journals Employee Engagement: A Literature Review

2019 ◽  
Vol 9 (1) ◽  
pp. 63 ◽  
Author(s):  
Li Sun ◽  
Chanchai Bunchapattanasakda
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Influencing Factors ◽  
Social Exchange ◽  
Organizational Factors ◽  
Individual Performance ◽  
Management Style ◽  
Theory And Practice ◽  
Theoretical Frameworks ◽  
Financial Return

Employee engagement is an important issue in management theory and practice. However, there are still major differences in the concept, theory, influencing factors and outcomes of employee engagement, and there is still no authoritative standard. This paper attempts to review and summarize previous research results on employee engagement. Two kinds of definitions of employee engagement are identified: employee engagement as a multi-faceted construct (cognition, emotions and behaviors) and as a unitary construct (a positive state of mind, a dedicated willingness, the opposite of burnout). Three theoretical frameworks are used to explain the varying degrees of employee engagement: Needs-Satisfaction framework, Job Demands-Resources model and Social Exchange Theory. The influencing factors of employee engagement are divided into three categories: organizational factors (management style, job rewards, etc.), job factors (work environment, task characteristics, etc.) and individual factors (physical energies, self-consciousness, etc.). Employee engagement is found to have a positive relationship with individual performance (organizational commitment, positive behavior, etc.) and organizational performance (customer satisfaction, financial return, etc.) The research findings show that there are three shortcomings in previous studies: lack of research on demographic variables, personality differences and cross-cultural differences in employee engagement, lack of research on the mediating or moderating role of employee engagement, and lack of intervention mechanism for employee engagement.

A Longitudinal Study of the Development of Organizational Commitment amongst Volunteer Sport Administrators

1998 ◽  
Vol 12 (3) ◽  
pp. 181-202 ◽  
Author(s):  
Graham Cuskelly ◽  
Norman McIntyre ◽  
Alistair Boag
Keyword(s):  
Longitudinal Study ◽  
Organizational Commitment ◽  
Personal Characteristics ◽  
Organizational Factors ◽  
Hierarchical Regression ◽  
Organizational Size ◽  
Community Based ◽  
Process Characteristics ◽  
Effective Organization ◽  
Using Data

The commitment of volunteers is critical to the effective organization and delivery of community-based sport. This paper examined the development of organizational commitment amongst volunteers in relation to several organizational factors and personal characteristics. Using data from a 3-wave longitudinal study of volunteer administrators (n= 328) drawn from 52 randomly selected community-based sport organizations, organizational commitment was examined in relation to a range of variables including personal characteristics (sociodemographics), behavioral commitment, volunteering benefits, structural attributes (organizational size, budget), and process characteristics operationalized as perceptions about committee functioning. Using hierarchical regression analysis, the study found evidence of a directional relationship between perceived committee functioning and organizational commitment. Organizational commitment was also predicted by age group, occupation, years of organizational membership, and time spent on administration. The study demonstrated a temporal relationship between committee functioning and organizational commitment and concluded with a discussion of practical implications and recommendations for further research.

School Achievement and Adult Qualifications among Adoptees: A Longitudinal Study

1998 ◽  
Vol 39 (5) ◽  
pp. 669-685 ◽  
Author(s):  
Barbara Maughan ◽  
Stephan Collishaw ◽  
Andrew Pickles
Keyword(s):  
Longitudinal Study ◽  
School Achievement
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