scholarly journals To Arrive At Benchmarking For Through Evaluation of Job Performance and Behavioural Assessment

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Dr Shubhakar Gajula ◽  
Prof. Beena Chintalapuri
Keyword(s):  
Job Performance ◽  
Selection Criteria ◽  
Employee Development ◽  
Sales Representative ◽  
Performance Ratings ◽  
Sales Representatives ◽  
Significant Linear Correlation ◽  
Behavioural Assessment ◽  
Supervisor Rating ◽  
The Relationship

This is an exploratory study aimed to examine the relationship between the behavioural traits and supervisor rating of performance of Sales Representatives in a Beverage Company in Asia inorder to arrive at a benchmark for employee development. A sample of 73 employees in the sales representative position responded to Harrison Assessments Work Preferences Inventory (Harrison, Dan; 1997). Of the 175 Harrison Assessments’ traits, 39 traits showed a relationship with job performance ratings given by the supervisors. Ten of the 39 traits showed a significant linear correlation with job performance scores. The overall Suitability Score generated for Sales Representatives had a 0.633 correlation with actual job performance of Sales Representatives. This shows that the traits reflected in this study may be used as one of the pointers in selection criteria and also a key feature in the process of selection.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

scholarly journals The drivers influencing the relationship between sales representatives and customers and the impact this relationship has on sales volume within Coca-Cola’s Western Cape region

2008 ◽  
Vol 39 (1) ◽  
pp. 35-43 ◽  
Author(s):  
F. J. Herbst ◽  
C. L. Forrest
Keyword(s):  
Competitive Advantage ◽  
Relationship Marketing ◽  
Value Chain ◽  
Customer Relationship ◽  
Sales Representative ◽  
Final Conclusion ◽  
Western Cape ◽  
Sales Representatives ◽  
The Impact ◽  
The Relationship

Companies within the FMCG sector are continually trying to create value from their brands by increasing their margins and/or selling more of their products. Taking cost out of the value chain gives the company a competitive advantage, but this advantage is short lived as competitors also reduce costs. Differentiating a product through enhanced features and benefits also provides a competitive advantage, but is also subject to imitation by rivals. As competition increases, companies are looking for new avenues to differentiate themselves. Relationship marketing has, as a result, increased its prevalence as a competitive tool to provide that point of difference.This research investigated the factors that influence the relationships between a Coca-Cola sales representative and his/her customers within the Cape Town region.This article was developed after studying literature as it pertained to customer relationship marketing. From the literature the foundation blocks in developing buyer-seller relationships were studied. The research methodology tested the impact of certain factors on the ability to build a relationship between buyer and seller and then tested the validity of those answers using underlying determinants of a relationship. These determinants included the ability to communicate, the ability to trust, the degree of loyalty and the ability to influence a customer.The response to the questionnaires was extremely high (over 95%) and provided for a robust evaluation of data. The research showed that there was a positive correlation between the profile of a sales representative and a customer. It is easier for a sales representative to build a relationship with a customer who is a similar age. It is however easier for the sales representative to influence a younger customer. Gender plays no role in a sales representative’s ability to build a relationship. With respect to education, a stronger relationship exists between a customer and sales representative of a similar education. Again it is easier for a representative to influence a customer who has a lower level of education. Race does have an impact on the ability to build relationships. The research showed that an African sales representative should service an African customer. There was a positive link between matching sales representatives and customers who come from similar areas and have the same religion. There was no correlation between the degree of the relationship that a Coca-Cola sales representative in the Western Cape region has with a customer and the sales growth within the outlets. This final conclusion must be read in the context of the relative high market share that the Coca-Cola Company has in the Western Cape.

Similarity of Sales Representatives' and Supervisors' Problem-Solving Styles and the Satisfaction-Performance Relationship

1989 ◽  
Vol 64 (3) ◽  
pp. 827-832 ◽  
Author(s):  
Ronald E. Goldsmith ◽  
Kevin M. McNeilly ◽  
Frederick A. Russ
Keyword(s):  
Job Satisfaction ◽  
Problem Solving ◽  
Job Performance ◽  
Sales Managers ◽  
Sales Representatives ◽  
The Difference ◽  
The Relationship

Data from 125 sales representatives of 9 firms suggest that the difference between their scores and those of their sales managers on the Kirton Adaption-Innovation Inventory moderates the relationship between job satisfaction and job performance.

Comparing the validity and utility of behavior description interview versus assessment center ratings

2003 ◽  
Vol 18 (2) ◽  
pp. 94-104 ◽  
Author(s):  
Gedaliahu H. Harel ◽  
Anat Arditi‐Vogel ◽  
Tom Janz
Keyword(s):  
Job Performance ◽  
Assessment Center ◽  
Assessment Process ◽  
Performance Ratings ◽  
Assessment Centers ◽  
Financial Return ◽  
Behavior Description ◽  
The Relationship ◽  
New Hires ◽  
Different Levels

This research investigated the relationship between job performance ratings for 39 Israeli medical unit managers and two types of performance predictor: ratings from behavior description (BD) interviews and ratings from an assessment center. The BD validity 0.53 compared favorably with the 0.62 obtained by the assessment center. Utility analyses that table the financial return for investing in the more expensive assessment process under different levels of tenure, number of new hires, and selection ratio, reveal the conditions under which assessment centers pay off best.

Perspectives on the Relationship Between Job Performance and Ratings of Job Performance

2008 ◽  
Vol 1 (2) ◽  
pp. 197-205 ◽  
Author(s):  
Kevin R. Murphy
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Performance Ratings ◽  
Future Research ◽  
Research And Practice ◽  
Organizational Interventions ◽  
Psychometric Models ◽  
And Performance ◽  
The Relationship ◽  
Dynamic Phenomena

The comments and suggestions prompted by K. R. Murphy’s (2008) description of alternate models of the relationship between job performance and ratings of job performance reflect 3 broad themes: (a) the relationship between performance appraisal and performance measurement, (b) the best psychometric models for understanding performance ratings, and (c) the appropriateness of static measures for dynamic phenomena. This paper comments on these 3 themes and suggests directions for future research and practice in performance appraisal that focuses on rater goals, organizational interventions to improve the accuracy and value of ratings, and assessments of the value of performance ratings as criteria.

scholarly journals The Moderating Role of Supervisory Support in the Relationship of Emotional Intelligence and Job Performance of Pharmaceutical Sales Representatives

2019 ◽  
Vol 5 (1) ◽  
pp. 11-22
Author(s):  
Atiq Ur Rahman ◽  
Fayaz Ali Shah ◽  
Shahid Jan
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Supervisory Support ◽  
Sales Representatives ◽  
Pharmaceutical Sales ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

The objective of this research paper is to find out the relationship of Job Performance (JP) with Emotional Intelligence (EI) of Pharmaceutical Sales Representatives (PSRs) of various pharmaceutical companies operating in Khyber Pakhtunkhwa (Pakistan). Another objective of this research investigation is to check the moderating role of Supervisory Support (SS) in the EI-JP link. Data was collected from 400 PSRs of companies operating in Pakistan through convenience sampling technique. Structural equation model (SEM) was utilized for data analysis. The results of the study revealed that those PSRs having high EI had high performance. Furthermore, SS does not moderate the EI-JP link.

scholarly journals THE INFLUENCE OF PERSONALITY TRAITS AND EMPLOYEE DEVELOPMENT ON THE JOB PERFORMANCE OF ENGINEERS IN MALAYSIA

2020 ◽  
Vol 4 (2) ◽  
pp. 366
Author(s):  
Tony Leong Weng Beng ◽  
Rajendran Muthuveloo
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Employee Development ◽  
Constant Change ◽  
Development Plans ◽  
Personality And Job Performance ◽  
The Relationship

Penelitian ini mempelajari bagaimana ciri-ciri kepribadian mempengaruhi kinerja kerja insinyur di Malaysia dan bagaimana pengembangan karyawan memastikan kinerja kerja yang optimal dalam lingkungan yang terus berubah. Sampel insinyur yang bekerja di perusahaan berbasis Elektro dan Elektronika dan hasilnya menunjukkan bahwa Extraversion dan Openness berkorelasi positif dengan Prestasi Kerja sementara Agreeableness dan Neuroticism berkorelasi negatif. Itu juga menunjukkan bahwa pengembangan karyawan memoderasi hubungan antara Kepribadian dan Prestasi Kerja untuk individu dengan tingkat Conscientiousness yang tinggi. Penemuan ini menunjukkan bahwa individu dengan ciri kepribadian yang berbeda mempersepsikan dan menanggapi upaya pengembangan karyawan secara berbeda, dengan demikian pentingnya rencana pengembangan individual.  This paper studies how personality traits affect the job performance of engineers in Malaysia and how employee development ensures optimal job performance in an environment of constant change. A sample of engineers working in Electrical and Electronics based companies were studied and the results showed that Extraversion and Openness were positively correlated to Job Performance while Agreeableness and Neuroticism were negatively correlated. It was also shown that employee development moderates the relationship between Personality and Job Performance for individuals with high levels of Conscientiousness. These findings show that individuals with different personality traits perceive and respond to employee development efforts differently, thus the importance of individualized development plans.

Judging Performance – General Mental Ability and the Convergence of Operational Performance Ratings

2020 ◽  
Vol 19 (1) ◽  
pp. 44-48
Author(s):  
Andrew B. Speer
Keyword(s):  
Job Performance ◽  
Performance Measures ◽  
External Validity ◽  
Past Research ◽  
Performance Appraisals ◽  
Performance Ratings ◽  
Operational Performance ◽  
Mental Ability ◽  
General Mental Ability ◽  
The Relationship

Abstract. This research examined whether general mental ability (GMA) predicts rater convergence with other performance measures in operational performance appraisals (PAs). GMA is consistently related to accurate judgments of others. However, contexts in which these effects have been examined differ from real PA environments. In this study, ratings from managers who also took a GMA test were compared to ratings from other knowledgeable sources (peers, subordinates, self). Ratings from managers with higher GMA converged more with others' evaluations of ratee job performance, with correlations ranging from .15 (peers) to .28 (self), and .30 with a composite across the three sources. These findings establish external validity in support of past research examining the relationship between GMA and PA rating convergence.

scholarly journals CULTURAL ADJUSTMENT OF EXPATRIATES IN MALAYSIA: THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE, SOCIAL COMPETENCIES AND SELF-MOTIVATION

2019 ◽  
Vol 4 (1) ◽  
pp. 81-83
Author(s):  
Jugindar Singh
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Random Sampling ◽  
Selection Criteria ◽  
Cultural Adjustment ◽  
Evidence Base ◽  
Social Competencies ◽  
The Right ◽  
The Relationship

The aim of this study was to examine the influence of emotional intelligence and social competencies towards cultural adjustment of expatriates in the ICT sector in Malaysia.  Additionally, the mediation role of self-motivation was examined. In this quantitative study, random sampling was used to collect data from a sample of 301 expatriates. Questionnaires were sent either by hand or electronically. This study used PLS SEM to estimate the model. The study revealed that emotional intelligence and social competencies are significant predictors of job performance. This study further presented an expanded theoretical and empirical evidence base to help future researchers. The findings may be helpful to organizations and consultants who work to prepare expatriates. Organizations involved in managing expatriates for global assignment can implement policies and processes to select and prepare the right expatriates for global assignments. Emotional intelligence and social competencies should be part of the selection criteria and development plan of expatriates.

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