The performance appraisal process is increasingly seen as a key link between employee behaviour and an organization’s strategic objectives. Unfortunately, performance reviews often fail to change how people work, and dissatisfaction with the appraisal process has been associated with general job dissatisfaction, lower organizational commitment, and increased intentions to quit. Recent research has identified a number of factors related to reactions to performance appraisals in general and appraisal satisfaction in particular. Beyond the (...) class='Hi'>appraisal outcome itself, researchers have found that appraisal reactions are affected by perceptions of fairness and the relationship between the supervisor and the employee. To explain the relationships among these factors, the present article proposes a moral cognition perspective. We suggest that employees judge a performance appraisal from the perspective of its moral justifiability, and that appraisal reactions will be determined, at least in part, by the perceived moral justifiability of the process. The proposal was supported by results from a survey of government employees using measures of performance ratings, leader–member exchange, perceived utility, and organizational justice. (shrink)

Role-failure acts (Waters and Bird, 1989) have been described as a form of morally questionable activity involving a failure to perform the managerial role. The present study examined employee perceptions and reactions with regard to one form of role-failure act, failure to maintain adequate privacy of performance appraisal information. The study assessed employees' attitudes toward various performance appraisal facets as an invasion of privacy and determined the relationships between these privacy-related attitudes and employees' satisfaction with (...) components of their appraisal system, the system as a whole, and their jobs. Responses that organizations might take to counteract appraisal privacy concerns were also discussed. (shrink)

So far researchers have regarded performance appraisal feedback as desirable and have examined feed back issues assuming that feedback is actually provided. The purpose of this article is to investigate whether there is any positive effect of offering no performance appraisal feedback. We studied if the inflated expec tation of employees' own performance appraisal affects the performance of the employee positively when the feedback is held back. The empirical results indicated that expectation was (...) positively inflated and it made significant contributions to compliance with supervisor, job satisfaction and organizational commit ment. The results also showed that expectation of their supervisors' rating is a more significant indicator than the real appraisal rating itself in reviewing some employee attitudes like compliance with supervisor and organizational commitment. Several theoretical and managerial implications of the findings, including the importance of cultural difference, were also discussed. (shrink)

While working with a long-distance running event organizer, the authors of this study observed considerable differences between event participants’ official finish time and their self-reported finish time in the post-event survey. Drawing on the notion of self-serving bias, we aim to explore the source of this disparity and how such psychological bias influences participants’ event experience at long-distance running events. Using evidence of 1,320 marathon runners, we demonstrated how people are more likely to be subject to a biased self-assessment contingent (...) upon achieving their best finish time at the event. The study samples were split into record-high-achieved and record-high-missed groups, and the self-serving biases of each group were explored. Results from the t-test comparing record-high-achieved and -missed groups showed that runners in the record-high-missed group were significantly more likely to report a positively biased finish time than runners in the record-high-achieved group. Additionally, results from logistic regression showed that as runners missed their best finish time by a wider margin, the probability of reporting a positively biased incorrect finish time increased. Lastly, we conducted an additional t-test and revealed that runners who are subject to self-serving bias showed a lower level of overall event satisfaction. The current study suggests one way to bypass the adverse effects of participant sport event participants’ worse-than-expected athletic performance. We specifically suggest that the event organizers target runners who had worse-than-expected performance and make extra efforts on non-race service attributes because these runners are more likely to be unsatisfied with the event. (shrink)

The competition in higher education has increased, while lecturers are involved in multiple assignments that include teaching, research and publication, consultancy, and community services. The demanding nature of academia leads to excessive work load and stress among academicians in higher education. Notably, offering the right motivational mix could lead to job satisfaction and performance. The current study aims to demonstrate the effects of extrinsic and intrinsic motivational factors influencing job satisfaction and job performance among academicians working (...) in Malaysian private higher educational institutions. Cross-sectional data were collected from the Malaysian PHEIs and the randomly selected 343 samples. The data analysis was performed with the dual analysis of partial least square structural equation modeling and artificial neural network analysis. As a result, it was found that financial rewards, promotion, performance appraisal, classroom environment, and code of conduct significantly predicted job satisfaction. The code of conduct, autonomy, and self-efficacy strongly influenced job performance. The relationship between job satisfaction and job performance was highly moderated by self-efficacy. It was suggested from the ANN analysis that the three prominent factors influencing job satisfaction are financial rewards, performance appraisal, and code of conduct. The analysis supported three significant factors influencing job performance: self-efficacy, performance appraisal, and code of conduct. The management of PHEIs should build the correct policies to transform job satisfaction into job performance. Self-efficacy plays an essential role in activating job performance. Other significant motivating factors that promote job satisfaction and performance, such as emotional intelligence, mindfulness, and other personal traits, should be included in future studies. In addition, future research could use a mixed-method or multi-respondent approach to investigate the important variables and their impact on lecturers’ job satisfaction and performance. (shrink)

This article interprets emotional change as a transition in a complex dynamical sys- tem. We argue that the appropriate kind of dynamical system is one that extends recent work on how neural networks can perform parallel constraint satisfaction. Parallel processes that integrate both cognitive and affective constraints can give rise to states that we call emotional gestalts, and transitions can be understood as emotional ges- talt shifts. We describe computational models that simulate such phenomena in ways that show how (...) dynamical and gestalt metaphors can be given a concrete realization. (shrink)

Performance appraisals are widely used as an HR instrument. This study among 332 police officers examines the effects of performance appraisals from a behavioral ethics perspective. A mediation model relating justice perceptions of police officers’ last performance appraisal to their work affect, perceived supervisor and organizational support and, in turn, their ethical (pro-organizational proactive) and unethical (counterproductive) work behavior was tested empirically. The relationship between justice perceptions and both, ethical and unethical behavior was mediated by perceived (...) support and work affect. Hence, a singular yearly performance appraisal was linked to both ethical and unethical behaviors at work. The finding that ethical and unethical aspects of employee behavior share several of the same organizational antecedents, namely organizational justice perceptions, has strong practical implications which are discussed as well. (shrink)

This paper explores the conduct of performance appraisals of nurses in a New Zealand hospital, and how fairness is perceived in such appraisals. In the health sector, performance appraisals of medical staff play a key role in implementing clinical governance, which, in turn, is critical to containing health care costs and ensuring quality patient care. Effective appraisals depend on employees perceiving their own appraisals to be fair both in terms of procedure and interaction with their respective appraiser. We (...) examine qualitative data from interviews and focus groups, involving 22 nurses in a single department, to determine whether perceived injustices impact on the effective implementation of the appraisal system. Our results suggest that particular issues had been causing some sense of injustice, and most of these were procedural. Potential solutions focus on greater formalisation of the performance appraisal process, and more training for appraisers and appraisees. (shrink)

As the interest in the quality of work life grows, it becomes increasingly apparent that certain practices within this arena require critical scrutiny. This paper is an examination of one such area, performance appraisal (PA). We examine some of the main conceptual issues in PA, and we sketch some key, practical dilemmas that may arise in the use of PA. We conclude that one can morally justify the use of PA under certain condition, and we suggest possible solutions (...) to key ethical dilemmas that are faced by the manager and the employee. (shrink)

In managers' dynamic, real-world environments, they often feel it is necessary to exercise some creative discretion over employee ratings. Most managers do not describe their ratings of subordinates in performance appraisals as completely honest or accurate. The inaccuracy is often in the form of inflated ratings. They justify the inaccuracy by sighting, among other things, the need to avoid confrontation with subordinates, damaging working relationships, and creating permanent written documents which may later harm a subordinate's career. Many of these (...) motives are not only well intentioned, but are designed to enhance individual, unit, and organizational performance (some of the ultimate objectives of performance appraisal systems.) This paper examines the ethics of this sort of deliberate manipulation of performance appraisal systems. It suggests that at the organizational level, performance appraisal is usually seen as an end in itself, and a formalist ethical critique is applied. At the managerial level, performance appraisal is usually seen as a means to an end, and a utilitarian critique is applied. Since both perspectives are essential, we conclude that a Janus-Headed analysis is needed. We suggest some duties and obligations for both the organization and the manager engaged in performance appraisal. (shrink)

Accreditation requirements for schools of education across the country have changed dramatically in recent years. Accreditation bodies are no longer willing to accept a proclamation that a particular standard or guideline is being addressed in a course through lecture or course requirements. Performance assessment is the current concept requiring schools of education to demonstrate student mastery of a standard and to provide data demonstrating this mastery. Case studies present a teaching and learning opportunity to demonstrate students have the ability (...) to master a particular accreditation standard or guideline while also providing a method to ensure an opportunity to develop higher order thinking skills. (shrink)

Strengths-based performance appraisal focuses on identifying, appreciating, and developing employee’s qualities in line with the company goals. In this study, we investigated to what extent strengths-based performance appraisal is associated with higher levels of perceived supervisory support, and in turn a higher motivation to improve performance. We distributed a questionnaire to employees working for a large Dutch consultancy firm right after their yearly appraisal (N = 422) and linked the questionnaire data to their official (...) performance ratings. Conditional process analysis indicated that strengths-based performance appraisal had a positive effect on perceived supervisor support, and in turn on motivation to improve performance. Furthermore, the effect of strengths-based performance appraisal was particularly strong, when the performance rating was relatively low. Our findings indicate that a focus on strengths in the performance appraisal may boost employees’ optimism regarding future successes, which is especially important to safeguard a supportive relationship with the supervisor when the performance rating is relatively low. (shrink)

Performance appraisal interviews are carried out on the basis of known-in-advance written materials such as preparation forms and interview guides. This article demonstrates how participants manage interviews by following a question–answer–response format fit to address interview guide entries one at a time. Two recurring supervisor responses to employees’ talk about problems in work are investigated: positive prediction and advice. It is suggested that these responses serve to establish supervisor authority and deter participants from discussing issues raised in employee (...) answers and thus go against norms emanating from literature on management communication. Results obtained in interviews are put down in writing along the way and subsequently summarized in documents to be signed by both participants, that is, employee and supervisor. The article demonstrates how participants use positive prediction and advice to coordinate talk-in-interaction with handling written materials and note taking, as well as formulating conclusions suitable for writing. The analyses shed light on how talk in an institutional context becomes a middle-medium, that is, a bridge between writings, and how this process is accomplished in turn-taking procedures. (shrink)

Politics has become a common element in the performance appraisal process, and as decision recipients in this process, those appraised tend to be more sensitive to performance appraisal politics. This paper examines the mechanisms by which performance appraisal politics perception affects counterproductive work behavior from the perspective of those appraised. The mediating effect of perceived organizational justice and the moderating effect of political skill are incorporated into a parsimonious moderated-mediation model. A quantitative research approach (...) is employed with survey data from 460 employees of large and medium-sized enterprises in Hubei Province, and structural equation modeling and bootstrap analysis are used to test the proposed hypothesized relationships. The findings demonstrate that PAPP has a positive impact on CWB, and POJ partly mediates the relationship between PAPP and CWB. The results also reveal that individual PS moderates the positive correlation between PAPP and CWB. The academic and practical implications of these findings, as well as limitations and suggestions for future research, are also discussed. (shrink)

This paper examines how a standardized question is launched and received in a corpus of performance appraisal interviews, with a focus on how pre-­formulated questions are translated into interaction. Using conversation analysis, we demonstrate that the same question becomes many different actions in practice. Prefaces as well as prosodic and lexical alterations make relevant different responses, and as such, the question can be recruited to initiate diverse interactional projects such as assessments and other socially delicate activities. As a (...) consequence, goals of uniformity and standardization may be subverted. The interactional adaptations further evidence the strength of recipient design as reformulations also result in more fitted and personalized answers. Our study contributes to the understanding of standardization versus interactionalization, and points to the strong interrelationship between question design and the fitting of response options. (shrink)

The objective of this study is to investigate the effects of emotional labor on job performance and satisfaction, as well as to examine the mediating effect of sleep problems and the moderating effects of personality traits. A time-lagged study was conducted on 864 health professionals. Scales for emotional labor, sleep, personality traits, and job satisfaction were used and job performance data was obtained from records maintained by human resources. Structural equation modeling was performed to investigate the (...) relations. Sleep problems only partially mediated the relationship between surface acting and job satisfaction but completely mediated the relationship between surface acting and job performance. Several personality traits were shown to moderate the relationship between surface acting and sleep problems. The effects were stronger for people with low agreeableness and high neuroticism. The relationship between high levels of deep acting and low levels of sleep problems was more pronounced in individuals with low extraversion. Supervisors should be conscious of emotional labor in the work context and provide necessary deep acting training to facilitate emotional regulation. (shrink)

Assessment of the quality of governance has so far relied on socioeconomic statistics and expert opinions, while largely neglecting citizens satisfaction with their government in six Asian-Pacific countries: America, Australia, China, India, Japan, and Russia. I found citizen satisfaction with the public services they receive, such as education, healthcare, and public safety, matters most in their assessment of government performance. Individual satisfaction with income, job, and housing also matters. The respondent will disapprove government performance if (...) he or she thinks corruption is serious in government, or elected officials stop caring about citizens once voting is finished. In terms of macro variables, economic condition of a country seems to matters significantly. Especially, if a country's economy is growing fast, citizens are much more likely to be satisfied with government performance. Large within-country variations exist in countries such as China and India, where citizens of different cities or regions may give rather different assessments of government, suggesting many contextual variables not captured by this study. Lastly, citizens evaluation of governance quality, such as the World Bank Governance Index. This raises both methodological and normative issues regarding the proper approaches to measuring good governance. (shrink)

As the world has turned into a global village, it has created many challenges for human resource departments regarding the management of a diverse workforce in satisfying the employees and creating a diverse yet safe environment for them that does not make them uncomfortable. The current study has investigated the effect of human resource practices on the diversity climate with the mediation of job satisfaction. The data has been collected from human resource personnel of multinationals in China with the (...) help of 316 participants. The study deployed SEM analysis to analyze and measure the effect of training and development along with performance appraisal on the diversity climate. The findings of the study revealed that training and growth or development do not have an impact on the diversity climate, however, performance appraisal has a strong positive impact. Similarly, the mediating role of job satisfaction has been found to ensure the relationship of training and development and performance appraisal with the diversity climate. This study has provided certain implications for the HR managers of multinationals to ensure a secure diversity climate for a diverse workforce. (shrink)

This book describes and analyses the activities and procedures through which the professional economist may advise on matters of public policy, specifically on the performance of an economic system. The author shows that the decision-making component within a system may be defined in terms of optimal policies for attaining well-specified objectives, but that the choice of rules by which the system is governed must remain 'outside' the system due to its dependence upon the legislative process. He proposes a 'generating (...) mechanism' for arriving at public policy choices based on the interaction between the economic system and the legislative process. (shrink)

Upper echelons theory posits that organisational performance reflects the personal values and cognitive frames of the top management team and, crucially, that greater heterogeneity in individual backgrounds of senior executives leads to better outcomes. However, often missing from this research is a more developed account of how this relationship between the characteristics of TMTs and performance is also mediated by internal conditions within organisations. In this paper we begin to address this deficiency focusing on the mediating impact of (...) employee satisfaction and the styles and practices of line managers. Looking at the empirical case of English National Health Services acute care hospital trusts, we use a multiple mediation model to analyse the relationship between board heterogeneity, performance and these two organisational factors. A variance-based structural equation modelling approach is applied to a sample of 102 boards of directors. First, the results lend support to the UE hypothesis that there is a positive impact of board heterogeneity and hospital-level performance. Second, the analysis shows that the relationship heterogeneity–performance is positively influenced by: the styles and practices of line managers; the levels of staff satisfaction; and by their mutually reinforcing roles. (shrink)

This article elaborates a conceptual framework to systematize the epistemic evaluation of social systems. This framework can be used to structure an evaluation or to characterize and assess existing ones. The article then uses the framework to assess four representative evaluations of think tanks. This meta-evaluation exemplifies how the framework can play its structuring role. It also leads us to general conclusions about the existing evaluations of think tanks. Most importantly, by focusing on the organizational level, existing evaluations miss factors (...) that are situated at the network and ecosystemic levels and that significantly determine how well think tanks serve society in producing and disseminating knowledge relevant to public policy. This conclusion suggests the need for epistemic evaluations of think tank ecosystems. (shrink)

In this article, we empirically assess the impact of corporate ethical identity (CEI) on a firm's financial performance. Drawing on formulations of normative and instrumental stakeholder theory, we argue that firms with a strong ethical identity achieve a greater degree of stakeholder satisfaction (SS), which, in turn, positively influences a firm's financial performance. We analyze two dimensions of the CEI of firms: corporate revealed ethics and corporate applied ethics. Our results indicate that revealed ethics has informational worth (...) and enhances shareholder value, whereas applied ethics has a positive impact through the improvement of SS. However, revealed ethics by itself (i.e. decoupled from ethical initiatives) is not sufficient to boost economic performance. (shrink)

This chapter attempts to “re-boot” the discussion of Harry Frankfurt’s approach to autonomy, in the service of a new diagnosis of the strengths and weaknesses of his satisfaction-based ontology of the will. Criticisms of Frankfurt’s work have tended to focus on a lack of normative foundations, often missing Frankfurt’s aim of shifting discussions of autonomy towards a focus on avoiding passivity in how one cares about what one cares about, while still acknowledging the central role of volitional necessity and, (...) especially, self-satisfaction in autonomous agency. Although this approach provides Frankfurt with interesting ways of deflecting criticisms that are ethical in character, the lack of attention to the hermeneutic and linguistic dimensions of our inner life, leaves his approach with insufficient grounds for identifying the passivity of those who are unable or unwilling to engage in genuine self-interpretation. (shrink)

Both corruption and subjective wellbeing are of concern to academics and governments. Although some evidence suggests that corruption deteriorates subjective wellbeing, the relationship between perception of official corruption and subjective wellbeing is still unknown. This study aims to examine the link between perceived official corruption and subjective wellbeing in the context of China and whether satisfaction with government performance has a mediating effect in the process. Based on data from China General Social Survey, a structural equation model was (...) used to test the hypotheses. The results of 3,033 Chinese respondents suggest that perception of official corruption is negatively related to subjective wellbeing, and satisfaction with government performance plays a mediating role in the relationship between perception of official corruption and subjective wellbeing. (shrink)

The study investigated psychometric properties of the Sport Motivation Scale-6, assessing intrinsic regulation, four extrinsic regulation constructs, and amotivation among athletes competing at a regional and national level. In particular, we tested the factorial structure of SMS-6, its short-term stability, and the associations of SMS-6 constructs with self-efficacy, self-esteem, motivational climate, and satisfaction with sport performance. Participants were 197 athletes, representing team and individual disciplines. The measurement was repeated at the three-week follow-up. Results yielded support for the six (...) first-order factor structure. More autonomous forms of motivation were related to higher levels of self-efficacy, performance satisfaction, and taskoriented motivational climate in sport organizations. Sequential multiple mediation analysis showed that the association between general self-efficacy and performance satisfaction at a follow-up was mediated by introjected regulation and personal-barrier self-efficacy. (shrink)

The purpose of this paper is to examine two hypothetical models: one in which job satisfaction acts as a mediator of the effects of overqualification on turnover intention and performance, and another in which job satisfaction acts as a mediator of the effects of overqualification on performance. Data were collected from 318 call center employees in Portugal. The relationships were tested using a multiple regression hierarchy with PROCESS. As hypothesized, job satisfaction mediates the relationship between (...) overqualification and turnover intentions. It appears that overqualification alone does not influence intention to quit, but rather does so via satisfaction. Job satisfaction also mediates the relationship between overqualification and job performance. However, perceptions of non-growth appear to be associated with a decline in contextual performance. The effects of overqualification on turnover intentions and job performance of call center employees have not been previously studied. Therefore, this study aims to fill this gap. Our study joins the small number of studies that analyze the mechanisms explaining the relationship between this mismatch between job demands and employees' perceived education, skills, experience, and work outcomes. (shrink)

Guilin rural homestays are an important support for rural tourism destinations, serving not only as accommodation but also as a representative of the local culture of the town. To improve satisfaction with rural homestays among tourists, enhance destination attractiveness, and better meet tourist demands for accommodation conditions, this study combines literature and network text analysis to construct an evaluation index system for Guilin rural homestay tourist satisfaction. The data collected by a questionnaire survey based on importance–performance analysis (...) are analyzed. The results show that actual tourist satisfaction with the experience in the 21 indexes is lower than the pre-consumption expectation, due to the imperfect facilities, lack of special service development, relative optimization of basic road construction, and the need for improvement in the internal and external environment, among other factors. Through the improvement of the above factors, the satisfaction of tourists to the rural homestay can be improved. (shrink)

This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance (...) through the mediating role of job satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance. (shrink)

The present research aimed to provide a more holistic analysis of stressful experiences in sport by examining how stress appraisal, coping and emotion are dynamically inter-related constructs and the extent to which their dynamic relationship is associated with objective performance. Based on process-oriented methods, two studies were conducted with elite athletes in order to investigate the dynamic relationship between these constructs and performance in highly demanding sport situations (Study 1: simulated competitive fencing matches during a training session; (...) Study 2: real-life competitive fencing matches during an international competition). The results of the random coefficient regression models emphasise the dynamic nature of the relationship between stress appraisal, coping behaviour, emotion and objective performance over the course of fencing matches. They allowed identification of additional mediating effects of coping and emotion within dynamic relationships between stress appraisal and performance. These studies contribute to a deeper understanding of psychological adaptation in performance environments. The implications of the findings are discussed in relation to the design of effective coping interventions to support the learning of performance-related coping skills and the attainment of performance goals among individuals in highly demanding environments. (shrink)

OBJECTIVES: This reliability generalization study aimed to estimate the mean and variance of the interrater reliability coefficients (ryy) of supervisory ratings of overall, task, contextual, and positive job performance. The moderating effect of the appraisal purpose and the scale type was examined. It was hypothesized that the ratings collected for research purposes and multi-item scales have higher ryy. It was also examined whether ryy was similar for the four performance dimensions. METHOD: A database consisting of 224 independent (...) samples was created and hierarchical sub-grouping meta-analyses were conducted. RESULTS: The appraisal purpose was a moderator of ryy for the four performance dimensions. Scale type was a moderator of ryy for overall and task performance collected for research purposes. The findings also suggest that supervisors seem to have less difficulty evaluating overall job performance than task, contextual, and positive performance. The best estimates of the observed ryy for overall job performance are.61 for research-collected ratings and.45 for administrative-collected ratings. MAIN CONCLUSIONS: (1) Appraisal purpose moderates ryy and researchers and practitioners should be aware of its effects before collecting ratings or using empirically-derived interrater reliability distributions, (2) Scale type seems to moderate ryy in the case of the ratings collected for research purposes, only, (3) overall job performance is more reliably rated than task, contextual, and positive performance. Implications for research and practice are discussed. (shrink)

Gender discrimination continues to be a problem in organizations. It is therefore important that organizations use performance evaluation methods that ensure equal opportunities for men and women. This article reports the results of an experiment to investigate whether and, if so, how the gender of the rater and that of the ratee moderate the relationship between the level of subjectivity in performance appraisals and organizational attractiveness. Participants in the experiment were 313 undergraduate students. We predicted, and indeed established, (...) that as the probability increases that employee performance is evaluated by a female manager, women expect more positive outcomes of subjective, but not objective evaluation processes. Our data did not support our expectation that as the probability of being evaluated by a female manager increases, men expect less positive outcomes of subjective evaluation processes. The findings of this study contribute to our understanding of why women are over-represented in jobs with objective formula-based reward systems, such as piece-rate systems. They are also of interest to organizations that are looking for more ethical human resource management practices. (shrink)

Ethics codes define societal expectations for individual and institutional moral conduct and performance. This volume of fourty case studies considers nearly every facet of professional archival work--from appraisal and administration to reference and the work of archivists. It offers advice concerning how archivists resolve moral conflicts and the impact on the relationship to the public, the quality of archival work, and professional satisfaction.

Academic performance occupies an important role in adolescent development. It reflects adolescents’ cognitive ability and also shapes their academic and career paths. Students who are satisfied with their school performance tend to show higher self-esteem, confidence, and motivation. Previous research has suggested that students’ problem behaviors, such as Internet Addiction, and academic values, including intrinsic and utility values, could predict satisfaction with academic performance. However, the influence of IA and academic values has not been thoroughly explored (...) in Chinese contexts where the pressure for academic success is heavy. This study examined the relationships between IA, academic values, and satisfaction with academic performance using two waves of data collected from secondary school students in four cities in mainland China. The matched sample included a total of 2,648 Grade 7 or 8 students. Participants completed the same questionnaire containing validated measures at both waves with a 1-year interval. In line with the hypotheses, multiple regression analyses showed that Wave 1 IA was a significant negative predictor of Wave 2 intrinsic value, utility value, and satisfaction with academic performance and their changes. Results of mediation analyses revealed that only intrinsic value, but not utility value, positively predicted satisfaction with academic performance. Structural equation modeling analyses also showed similar findings. Two observations are concluded from the present findings: IA impaired students’ intrinsic value, utility value, and perceived satisfaction with academic performance; two aspects of academic values demonstrated different influences on satisfaction with academic performance. These findings provide implications for the promotion of academic satisfaction experienced by students and the prevention of negative effects of IA. (shrink)

Teamwork has been argued to play an increasingly important role in numerous jobs, and several studies focused on the effects of team composition for work-related outcomes. Recent research has also identified individuals’ character strengths and positive team roles as conducive to work-related outcomes. However, there is a scarcity of research on the role of character strengths or positive team roles on the level of teams. In the present study, we extend theoretical assumptions of team role theories to the study of (...) character strengths and positive team roles: We examined the associations between character strengths and team roles with work-related outcomes on the individual and the team level. Further, we examined how the team composition relates to the outcomes, that is, whether balanced teams go along with desired outcomes and whether an overrepresentation of team roles or character strengths in a team goes along with undesired outcomes. We studied a sample of 42 teams who completed measures of team roles, character strengths, teamwork quality, job satisfaction, and self-rated individual and team performance. Further, supervisor ratings of individual and team performance were collected. Results corroborated the relationships of team roles and character strengths with individual outcomes such as that specific roles and character strengths go along with individual performance and work satisfaction. Further, the results suggested that teams in which more team roles are represented report higher performance and teamwork quality. Also, teams with higher average levels of the character strengths of teamwork and fairness, and teams with more members scoring high in fairness and prudence report higher teamwork quality. Further, there is no evidence that having too many members with a particular character strength has detrimental effects on teamwork quality, work satisfaction, or performance. We conclude that extending the study of character to the level of teams offers an important advancement. (shrink)

The main aim of this paper is to present the results of a job satisfaction survey conducted on a group of Polish sworn translators. The first part of this paper discusses the state of the art of sociology of translation as well as providing a definition of job satisfaction. Then, the author of the paper moves on to the presentation of the research procedure: the methodology, the limitations of the study, the results and a discussion about the findings. (...) This study presents evidence suggesting that Polish sworn translators experience a high level of job satisfaction. Nevertheless, due to research limitations, further studies on this topic are recommended before the issue of job satisfaction among sworn translators is more clearly understood. (shrink)

The purpose of this research is to find the correlation between job satisfaction and psychological well-being among employee. Job satisfaction is an outcome of employee’s feels and thoughts about appraisal of the job, which occur as a result of interaction with work environment, sort of job, and job performance. Psychological well-being is evaluation of a condition from individuals that have personal growth, self-acceptance, positive relations with others, autonomy, purpose in life and environmental mastery. Data was collected (...) from 94 employee in Jakarta. The result of data analysis shows that correlation between job satisfaction (M = 1,77, SD = 0,25) and psychological well-being (M = 3,75, SD = 0,05) is r (92) = 0,456, and p = 0,000 < 0,01. This result means, there is a positive correlation between job satisfaction and psychological well-being. In other words, for more employee feel satisfied about their job, for will be better their psychological well-being.  . (shrink)

E-learning has gained popularity since the outbreak of COVID-19. This study aims to identify gender differences in e-learners' self-efficacy, satisfaction, motivation, attitude, and performance across the world. Through a meta-analysis and systematic review, this study concludes that there are generally no significant gender differences in e-learning outcomes except in a few countries. Females significantly outperformed males in Spain and the UK. In Austria, India, and mixed countries, females hold significantly more positive attitudes toward e-learning than males. In the (...) USA, females present significantly higher self-efficacy than males. Future research into the gender issue in e-learning across the world may adopt cross-disciplinary research methods except for a meta-analysis. (shrink)

In addition to the team’s shared goals, team members also often hold goals unrelated to the team. Research about such goals, which we call “extra-team goals”, has been limited. In the current research, we examine how awareness of a team member’s ETGs affects team outcomes. A laboratory experiment examines the effects of disclosure of different types of ETGs by one team member on team performance, team viability, and team satisfaction while engaging in a brainstorming task. Our findings suggest (...) that there are significant positive effects of ETG disclosure on team performance, team viability, and team satisfaction, and that these effects are mediated by perceptions of the target’s commitment to the team’s goal. (shrink)

In its proposals for a Performance Related Pay scheme for teachers the Labour Government has presented appraisal as having a dual role. It is to be used to determine the pay of teachers making reference to quantitative targets; and to facilitate teachers' professional development. This article examines the tensions between these two functions of appraisal.