A Holistic Approach Toward Motivation to Learn in the Workplace

The purpose of this study was to identify key variables within and outside the learning context that could affect motivation to learn during training. Aside from research on motivation to learn, the theoretical framework of this study was also based on sociotechnical systems, total quality management, and training transfer theories which in turn furnished the training and organizational variables projected to have an influence on employee and organizational performance. Task autonomy, extrinsic rewards when applying newly learned skills and knowledge, organizational orientation toward quality improvement, and a work environment within which people live up to high ethical standards were found to be the most important predictors for motivation to learn during training.     

台湾员工的工作绩效、福利制度对于员工工作满意度与组织承诺之影响

员工一直是企业最重要的资产,员工所累积的技术与经验是无法被复制的,为了使企业的员工提升工作的动机与用心态度,即是工作绩效观点,另外在员工的薪资福利制度,也可以激励及改善员工并提升整体对企业的向心力,则是工作满意度最主要的影响因素。工作绩效与员工福利对于工作满意度有正向显著关系;工作绩效与员工福利对于组织承诺有正向显著关系;工作满意度对于组织承诺正向显著关系。研究结果可知,企业为了留住人才、降低员工流动率、盼望员工能多一些绩效及责任,利用福利制度,激励员工并达成组织目标。未来企业的部分单位更可能采用人力外包制度,相同单位下会出现同工不同酬的现象,在薪资制度无法调整之下,企业必顸提升员工潜在的知觉感受,才能留住高素质员工及保持良好工作效率。     

Guerilla Tactics for Employee Empowerment

Frontal assaults (e. g., training, team building, strategic planning) on organizational dysfunctions have been a staple of performance technology. A newly popular stratagem—-employee empowerment—-seeks to address dysfunctions by vesting more organizational power with the individual employee. This usually means that the manager and employee set specific and measurable mutual goals that require the manager to relinquish measurement processes and tools to the employee and then hold the employee accountable for quality, customer satisfaction, etc. However, managers may be loath to give up their traditional areas of control, while employees may be unaccustomed to assuming responsibilities of management. Therefore, around and between the more formal strategies for employee empowerment, the performance technologist needs to consider tactics beyond those of conventional organization development.     

Selecting job elements to rate in performance appraisals: The human factors approach

The human factors approach (HFA) is proposed as a valid, reliable, and cost‐effective method for generating and selecting job performance elements (JPEs) to be rated in employee performance appraisals. One basic set of JPEs can and should be used to appraise all employees' performance. The HFA is based principally on a simple question: What are the most critical or important things humans can produce/do at work that maximize employee and organizational performance?     

Creating the Potential for Organizational Learning Through Interactive Simulation Debriefing Sessions

High‐end and high‐cost technologies such as interactive simulation are increasingly being applied to government operations such as police, emergency management, SWAT, and fire fighter training to maintain readiness and improve performance. The simulation experience, when combined with after‐training debriefing sessions, creates the potential for organizational learning. This research reports findings from field observations of debriefing sessions following organizational operations in interactive simulation systems. The findings focus on the relationship of different debriefing session techniques to identification of potential organizational learning opportunities.     

A comparison of self-recording and self-recording plus consequences for on-task and assignment completion

The purpose of the present experiment was to compare the effects of providing backup reinforcers for accurate self-recording on both attending and academic output. Twelve behaviorally disordered special education students were randomly placed in one of three groups: self-recording (N = 4); self-recording + backups (N = 4), and a control group (N = 4). The outcomes revealed significantly different performance for on-task behavior and assignment completion. On-task and academic responding was significantly higher for both the self-recording and self-recording + backups groups when compared to a control group. Additional comparisons indicated that the performance of the two groups who self-monitored were not statistically different for either measure. Maintenance of treatment effects was higher for two groups (self-recording and self-recording + backups) than for the control group. These differential outcomes were discussed in terms of (a) accuracy of self-recording, (b) nature of the dependent variables employed, (c) ceiling effects, and (d) possible vicarious effects. The advantages of using self-recording with and without consequences were noted.     

An Exploratory Comparative Case Study of Employee Engagement in Christian Higher Education

Numerous studies have identified a positive correlation between employee engagement and overall organizational performance. However, research on employee engagement specifically within higher education is limited, and even less attention has been focused on engagement within the context of Christian higher education. An exploratory comparative case study research design was used to explore two faith-based universities that are atypical examples of excellence as measured by the Best Christian Workplace Institute (BCWI) “Employee Engagement and Organizational Culture” survey. Analysis of data gathered from 53 interviews with employees and document analysis led to the identification of institutional characteristics that fostered employee engagement at two universities that consistently exhibited high rankings of employee self-reported engagement based on the BCWI survey results. Despite substantial differences between the two institutions, commonalities were identified in many of the characteristics that fostered employee engagement on the two campuses. The findings revealed that the shared themes of mission, community, empowered human resource departments, and a sense of positive momentum all contributed to the atypically high employee engagement levels that resulted in a positive and empowering organizational culture.     

Employee engagement and performance management in the federal sector

Much research has demonstrated that employee engagement is significantly correlated with positive organizational outcomes such as productivity, customer satisfaction, and reduced absenteeism. This article focuses on the importance of effective performance management in driving engagement. The results of a government‐wide survey of federal employees are reported. Every one of the 37 positive performance management practices reviewed was employed more widely in the agencies with the highest percentages of engaged employees.     

安徽省自然科学基金项目资助现状、问题及对策

安徽省自然科学基金项目运行十多年来,在支持基础及应用基础研究方面,起到了“种子”基金的作用,产生了良好的效果,推动了安徽经济和社会的发展,但在运行管理过程中也存在一些亟待解决的问题。要提高安徽省自然科学基金项目资助与管理绩效,我们要从优化管理组织机构、推进管理规章制度体系建设、完善同行评议系统、重视项目全程管理、强化监督约束体系五个方面着手。     

Impacts of Learning Interventions on Organizational Human Capital and Performance

The current research examined the structural relationship between organizational investments in employee development and career development interventions, organizational human capital, and organizational long‐term performance in the Korean business context. Four research questions were examined using the survey data with 469 sample corporations from the Human Capital Corporate Panel (HCCP) 2009 data set (the data set collected and shared for research purposes in Korea). The statistical strategies included measurement testing and examination of the predictive and mediating relationships between the variables, followed by the effect size comparison. The results of the statistical analyses indicated that the positive impacts of employee and career development interventions on organizational process and customer competencies are fully mediated by improved organizational human capital. That is, no statistically significant relationship between the learning interventions and organizational long‐term performance was established without the critical mediating role of human capital. Based on the empirical findings, this research suggested implications for practice and recommendations for future research.     

Missing link: Integrated individual leadership development,employee engagement,and customer value‐added improvement

Long‐term care is a key public issue that affects all of us in some way at some time of our lives. Nowhere is performance improvement and quality management more imperative. Through an 8‐month field study and follow‐up case study, we discuss how using an integrated approach to individual leadership development, employee engagement, and customer value‐added improvement might provide the missing link toward sustaining and growing organizational culture change in a very demanding environment.     

Human Performance Technology Applied to Supermarkets in India

The International Society for Performance Improvement human performance technology model was applied in four supermarkets of a well‐known retail firm in India. An organizational environment model was used for a cause analysis. The fishbone (i.e., cause‐and‐effect) diagram was used to express the basis of poor sales performance. Both customers and employees were dissatisfied with the stores. It was determined that poor inventory management, long approval periods, and frequent employee turnover were the reasons for poor sales performance in the supermarkets.     

动态特征下国有公路施工企业绩效管理研究

国有公路施工企业绩效管理受外部环境动态变化性、内部组织结构动态调整性、员工能力动态发展性等动态因素影响较大,绩效管理效果不佳,员工满意度低。建议国有公路施工企业从健全绩效管理保障体系,保证绩效管理公平、科学制定绩效计划,保证内容合理标准明确、规范日常绩效记录,合理设置考核周期、加强绩效沟通辅导,消除绩效管理障碍等四个方面着手,降低动态性因素带来的绩效管理不利影响,从而发挥出绩效管理应有的激励作用。     

Employees as customers: Exploring service climate,employee patronage,and turnover

The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate on employee turnover intentions. The findings suggest that employee patronage is a highly relevant organizational concept that warrants additional study. Practitioners may apply these findings in developing management and supervision training programs and designing employee selection and retention programs. Researchers may incorporate the variable of patronage when studying populations where employees can be external customers. Future research is necessary because the concept of employee patronage has not been adequately studied.     

Trade-Offs, Biases, and Uncertainty in Project Planning and Execution: A Problem-Based Simulation Exercise

The ability to plan and execute projects is a fundamental skill required among managers and business school graduates. In the opening phase of a project, the project team makes decisions about the relative priority of project time, cost, and performance objectives, oftentimes without complete information about customer and stakeholder requirements. Existing project management curriculum assists in developing skills to decide among these priorities in the abstract through paradigms such as the time–cost–performance triangle, with limited attention to the improvement of skills required to develop solutions to these trade-offs, particularly in uncertain and ambiguous project environments. Further, there is often an underlying bias in project teams toward consideration of the project task and project deliverables and reduced attention to time and cost objectives. This study demonstrates the benefits of a balanced approach to setting project time, cost, and performance objectives using a goal-based simulation exercise entitled "The Bridge to Project Leadership." Results for 124 project teams illustrate the tendency to ignore this balanced approach, resulting in reduced project performance, even among experienced project managers.     

企业绩效管理中KPI指标的分析与确定

以KPI为核心的绩效管理体制能够全面、系统、深入的衡量组织绩效,从根本上提升员工的绩效水平,增强企业的核心竞争力。本文在分析KPI的内涵的基础上,以某煤炭企业为例,运用鱼骨分析法对企业绩效管理中的KPI指标进行分析和确定,以期进一步提升企业的绩效管理水平。     

The Effect of Age and Task Difficulty

Electronic Performance Monitoring (EPM) is a common technique used to record employee performance. EPM may include counting computer keystrokes, monitoring employees' phone calls or internet activity, or documenting time spent on work activities. Despite EPM's prevalence, no studies have examined how this management tool affects older workers–a steadily increasing labor pool. In the current interdisciplinary study, 85 older (M=46.9 years) and 77 younger participants (M=22.1 years) were randomly assigned to perform a simple or difficult computer data‐entry task under two conditions: monitored or not monitored. ANCOVA results indicated that EPM decreased performance and induced higher stress levels compared to non‐monitored conditions when computer experience levels were controlled. Additionally, older adults showed a trend of being more impacted by EPM when compared with younger adults. Results are discussed in terms of how EPM might be most effectively used by organizations while minimizing employee stress levels.     

以能力建设为目的的企业绩效管理体系

对Sun-create公司绩效管理各个阶段工作进行梳理和研究,介绍该企业绩效管理工作是以能力建设为目的,在10余年的探索中成功搭建和有效运行了适合企业不同时期的绩效管理体系。对先后实施的360度反馈、关键绩效指标（K PI ）和个人业绩承诺（PBC ）3种绩效管理方法进行比较和有效性分析,强调在公司发展的初创期、发展期和稳定期3个阶段,绩效管理体系对员工和企业组织能力提升的积极作用。     

知识型员工管理与开发研究综述

以我国学者关于知识型员工管理与开发的研究文献为基础,对当前我国知识型员工的激励、知识型员工的绩效评价与管理、知识型员工管理的心理契约等方面加以研究、总结,并提出了对知识型员工管理与开发研究的展望和建议。     

Creativity and knowledge creation practices in the school context: The moderating role of task‐related job autonomy

The aim of this research is to investigate the moderating role of task‐related job autonomy to explain the impact of team creativity on organizational knowledge creation in the school context. From the applied performance improvement standpoint, this research differs from previous studies in that more behavioral constructs were considered rather than policy‐related issues in the school context. Hierarchical multiple regression and general linear modeling approaches were utilized to examine the general relations among the constructs and the moderating role of task‐related job autonomy. Results show that task‐related job autonomy was not found to be a statistically significant moderating construct. This finding is in contrast to that of most previous studies on the workplace performance improvement field due to the internal nature of the school system and environment.