Pay, Compensation, and Performance, Psychology of

Martocchio, Joseph J.

doi:10.1016/b978-0-08-097086-8.22012-6

Cited by 8 publications

(8 citation statements)

References 42 publications

(25 reference statements)

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“…If the definition of Campbell (1990) focuses on the behavior of the employees as a basis for measuring work performance, however, Motowidlo (2003) focusing on the outcome of behavior. Motowidlo (2003) as cited by Martocchio (2015) defines job performance/work performance as "a total expected value to the organization of the discrete behavior episodes that an individual carries out over specified period". The important elements of this definition are a total expected value to the organization and discrete behavior.…”

Section: Individual Work Performancementioning

confidence: 99%

Employees’ self-efficacy and work performance of employees as mediated by work environment

Abun¹,

Nicolas²,

Apollo³

et al. 2021

IJRBS

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The study aimed to determine the correlation between self-efficacy and work performance as mediated by the work environment. To support the theory of study, literature was reviewed. The study used the descriptive correlational research design and to gather the data, questionnaires were used. The population of the study was all the faculty and employees of the Divine Word Colleges in the Ilocos Region, Philippines. The study found that their self-efficacy is high and it affects the work performance specifically task and contextual work performance but no correlation with the counterproductive behavior. The study found that work environment affects self-efficacy and work performance along with the three dimensions such as task performance, contextual performance, and counterproductive work behavior. Therefore, the hypotheses of the study are accepted.

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Section: Individual Work Performancementioning

confidence: 99%

Employees’ self-efficacy and work performance of employees as mediated by work environment

Abun¹,

Nicolas²,

Apollo³

et al. 2021

IJRBS

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“…While those with higher level of general mental ability and growth needs are sent for management training which requires them to do complex tasks, those with lower general mental ability and growth needs strength are sent for trainings to improve routine daily operational tasks (Judge et al, 2010;Sarkawi et al 2016). To retain the valuable employees, it is crucial to practise compensation based on performance (Martocchio, 2015).…”

Section: Discussionmentioning

confidence: 99%

Human Capital Investment: The Datai Sets a Risky Example

Ahmad

Razak

2020

JBMA

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Human capital investment is important for service firms that provide personalised services, for example, luxury hotels. Hotels in Langkawi claim that they conduct continuous training. The extent of the training is just sufficient to fulfil the Ministry of Human Resources training requirements. Rarely do businesses spend above the minimum requirement. This is especially true in the hotel industry, an industry that many perceive as a stepping stone in building their careers. This makes it significant to conduct and in-depth interview with the master minds of The Datai Investing in People (DIP) training programme. The purpose of the interviews is to investigate how human capital investment is carried out in the hotel industry. Furthermore, the fact that covid-19 spreads around the world only a year after the “new” Datai reopens makes it seems riskier as it is very doubtful that the hotel will get the expected returns from its investment. The findings of this study may enhance understanding of human capital investment in the hotel industry as it provides in-depth explanation of how The Datai invests in its human capital. The finding will also bridge the gap between theory and practice as it enhances understanding of why many hotels choose to limit their human capital investment. The Datai’s sacrifice makes it clear why it has remained as the employer of choice

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“…El rendimiento en el trabajo puede definirse como el valor global previsto que los episodios discretos de comportamiento de un individuo aportan a una organización en un plazo determinado [20]. En tanto, [21] sugieren que el desempeño laboral se refiere al rendimiento y la efectividad con la que una persona ejecuta sus tareas y responsabilidades en su puesto de trabajo.…”

Section: Desempeño Laboralunclassified

Work from home: Leadership style and work performance in the context of Covid-19

Acosta Enriquez,

Alor Minaya,

Chocce Lopez

et al. 2023

Proceedings of the 3rd LACCEI International Multiconference on Entrepreneurship, Innovation and Regional Development (LEIRD 202

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The objective of the study was to determine the relationship between leadership style and job performance of supervisors of a company in the city of Lima, in the context of the work from home -WHF modality. The research was quantitative, of non-experimental design, of correlational-cross-sectional scope, two questionnaires were applied to 230 employees and 30 supervisors of the company Multiservicioscall. It is concluded that: (1) The type of leadership style is directly or inversely related to work performance, depending on the style that predominates in the employees and supervisors of the Multiservicioscall company in the context of working from home due to the Covid-19 pandemic. (2) The predominant leadership styles in the multiservicioscall company are Democratic and Laissez Faire, being found in the medium and high levels. (3) The collaborators denote an optimal work performance in the context of WHF, given that the dimensions of social ability, professional motivation and work commitment present the highest scores in the medium and high levels, respectively.

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Pay, Compensation, and Performance, Psychology of

Cited by 8 publications

References 42 publications

Employees’ self-efficacy and work performance of employees as mediated by work environment

Employees’ self-efficacy and work performance of employees as mediated by work environment

Human Capital Investment: The Datai Sets a Risky Example

Work from home: Leadership style and work performance in the context of Covid-19

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