Enhancing Employee Performance Through Positive Organizational Behavior

Ramlall, Sunil

doi:10.1111/j.1559-1816.2008.00360.x

Cited by 47 publications

(36 citation statements)

References 40 publications

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“…Martin (2004) argues that in order to increase satisfaction, motivation and productivity in the workplace, a positive organizational culture should be built and developed. Ramlall (2008) tested whether work will be a significant source of happiness if the environment is appropriate to the employee and the employee has the ability to shape the environment that will create the happiness. The author found out that work is a significant contributor to one's happiness and allowing employees to contribute in creating a positive environment results in higher levels of happiness among the workforce.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The impact of firm characteristics and corporate governance attributes on internet investor relations - evidence from Bahrain

Desoky

Mousa

2013

IJBEM

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This research provides insights into the dissemination of investor relations (IR) information on corporate web sites. Extensive literature examines the determinants of Internet disclosure. The paper extends this literature by examining the relationship between IR disclosure by companies listed on the Bahrain Stock Exchange (BSE) at their web sites from one side and firm characteristics and corporate governance attributes from the other. An index of 31 items of IR disclosure was used. It was found that of the 40 companies included in this research, 34 (85%) had accessible web sites and of the 34 companies, only 9 (26.47%) companies had a separate section for IR information in their web sites. On average, the level of IR disclosure by Bahraini listed companies is relatively high. The univariate statistics showed that there is a significant association between the dependent variable (IR disclosure index) and most independent variables. This association is positive for firm size, board size, and board composition, while it is negative for firm type and firm performance. The regression analysis provides some support for the results which were already obtained in the univariate tests especially for the board size. * Return on assets was computed from companies' balance sheets of the year ended in Dec. 31, 2008.-Sources of needed data are third party web sites, Bahrain stock exchange, and companies' annual reports of the year ended Dec. 31, 2008. * Significant at the 0.05 level. Group 1: Access to the IR information; Group 2: Timeliness of IR information; Group 3: Financial reports and financial analysis information; and Group 4: CG and social responsibility information. Note: Full regression models in Appendix A.

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Section: Theoretical Backgroundmentioning

confidence: 99%

The impact of firm characteristics and corporate governance attributes on internet investor relations - evidence from Bahrain

Desoky

Mousa

2013

IJBEM

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“…According to Tolulope (2016), employee performance depends on people executing their job duties and responsibilities well. Efficient employee performance is indispensable for the success of an organisation; this is because they depend on employee creativity, innovation, and commitment in order to achieve their organisational objectives (Ramlall, 2008). This means that the contribution of each individual is vital to the implementation of organisational goals.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The Influence of Organisational Factors on Employee Performance

Almandeel¹,

Alshahrani²

2019

ijird

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Introduction Nowadays, organisations are forced to compete and to act professionally in hard times-they must create competitive advantage by hiring employees who have the capability to do it. One of the most important dependent variables that can affect the organisation's success is employee performance, which has been studied for decades (Wall et al., 2004). Employees are an instrument to achieved improved performance in the organisation (Armstrong, 2009). In any organisation, it can be considered that employees are an important asset for optimal and effective performance. An organisation can achieve infinite output, effectiveness and efficiency if the full potential of their human resources is unlocked. Truong (2012) explained how the differences between employees working levels and methods can be used to effectively attain maximum productivity. Prince Mohammed Bin Salman's Saudi Vision (Gazette, 2016), he illustrates that the Saudi country will no longer solely depend on oil and other natural resources to satisfy their energy needs. The Saudi Vision demonstrates the determination of Saudi nations to become global investment powerhouses, and states that they hold strong investment capabilities, which will be harnessed to stimulate the economy and diversify their revenue streams. The 2030 Vision is orientated at minimising governmental dependency on oil, so other sectors, such as services and industry, will be encouraged to follow suit and improve their performance. National human capital is one of the main agendas of the 2030 vision-the Saudi government is trying to build national competencies to decrease the dependency on foreign employees. Accordingly, managers must be able to investigate whether or not their employees are performing their work effectively and efficiently, based on the requirement of improvement (Robbins and Coulter, 2009). There are many factors that can affect employee performance, this study intends to illustrate the impact of organisational factors on the employee performance at King Abdul-Aziz University (KAU). The dependent variables are the organizational factors of training, leadership and workload, while employee performance is considered the independent variable of this study. Any business or organisation in the world, whether private or public, aspires to develop, expand and survive indefinitely. However, the business environment is unpredictable and companies regularly face intense competition. Progress is inevitable, as is improvement, and both require continuous change, whether in the products provided, in production methods, or employee performance. Khan (2016) reported that having a positive work environment is important for the mental, physical, and emotional health of employees, and also for the quality of service and product in

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“…Zwolennicy tego nurtu zauważają, że organizacje, które dążą do kultywowania pozytywnych emocji i cech u swoich pracowników, takich jak: zaufanie, optymizm, wigor, przyczyniają się do osiągnięcia znacznie wyższego poziomu zaangażowania i satysfakcji z pracy tych pracowników [Youssef, Luthans 2007, s. 774-800] oraz lepszych wyników finansowych [Ramlall 2008[Ramlall , s. 1580[Ramlall -1600.…”

Section: Różnorodność Kulturowa W Zespołach Pracowniczychpozytywne I unclassified

Interakcje międzykulturowe w filii niemieckiej korporacji działającej w Polsce – studium przypadku

Przytuła

2015

Nauki o Zarządzaniu

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Enhancing Employee Performance Through Positive Organizational Behavior

Cited by 47 publications

References 40 publications

The impact of firm characteristics and corporate governance attributes on internet investor relations - evidence from Bahrain

The impact of firm characteristics and corporate governance attributes on internet investor relations - evidence from Bahrain

The Influence of Organisational Factors on Employee Performance

Interakcje międzykulturowe w filii niemieckiej korporacji działającej w Polsce – studium przypadku

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