Download or read book Social and Organizational Performace Review written by Performance Improvement Institute and published by AuthorHouse. This book was released on 2010-11 with total page 146 pages. Available in PDF, EPUB and Kindle. Book excerpt: Societal an Organizational Performance Review is a peer-reviewed publication of the Performance Improvement Institute (PII), Phd and MBA program at the Sonora Institute of Technology (ITSON) This new journal is a reflection of the work that is being conducted at the Institute for Social and Organizational Performance in Sonora, Mexico, which illustrates how organizations can achieve social and organizational transformation using rigorous performance improvement concepts and methodologies. Now, as part of the PII and its commitment to results-based and research-based performance accomplishment, this is the first issue of Social and Organizational Performance Review (SOPR). It includes timely work by ITSON faculty, staff, and others committed to adding societal value. This first issue includes the concepts and tools of Mega thinking and planning, and proven tools and techniques for designing, delivering, and evaluation organizational and societal impact. While some of the work that appears in this and future issues might have been also published elsewhere, they are provided here with full attribution of initial source. We also will be publishing new work and the results of the applied research and development of ITSON students, their sponsors, and sponsoring organizations. We will also find useful work done throughout the world and bring it to you through the SOPR. The most important part of this Review is the reader.

Download or read book The Crowdsourced Performance Review How to Use the Power of Social Recognition to Transform Employee Performance written by Eric Mosley and published by McGraw-Hill Professional. This book was released on 2013-05-29 with total page 273 pages. Available in PDF, EPUB and Kindle. Book excerpt: Praise for The Crowdsourced Performance Review: "Take advantage of the technology and data available to you and turn the dreaded performance review into a powerful force for decision-making and culture-building by using the methods outlined in this clear and clever guide." --Daniel H. Pink, author of To Sell Is Human and Drive "Social technologies aren't just changing how people interact, they're fundamentally changing how businesses must engage with people inside and outside their organization. In The Crowdsourced Performance Review, Mosley shows HR and business leaders why a 'groundswell' approach for employee recognition is the key to driving better employee performance. This is one of the most innovative enterprise uses of crowdsourcing I've seen." --Charlene Li, founder of Altimeter Group, author of Open Leadership, and coauthor of Groundswell "In what is easily the most comprehensive and provocative Globoforce book to date, Mosley lays out a clear vision for how modern recognition systems can be integrated with performance management. This is one of the most interesting, innovative, and potentially important new approaches to performance management that I have seen in many years of working on this topic." --Gerald Ledford, Senior Research Scientist, Center for Effective Organizations, Marshall School of Business, University of Southern California "The Crowdsourced Performance Review should be at the top of every HR professional's reading list. It shows convincingly why the traditional performance review doesn't work and how social recognition is the key to a performance system that actually makes an impact." --Kevin Kruse, Forbes Leadership columnist and bestselling author of Employee Engagement 2.0 "As a pioneer in multirater feedback, I love Eric's new application! Social media comes to visit the performance appraisal. Many minds can be better than one! Read this and find out how." --Marshall Goldsmith, author of New York Times bestsellers MOJO and What Got You Here Won't Get You There Fix the Performance Review with the Wisdom of Crowds! Today's most successful companies are transforming their predictable "one-way" review processes into dynamic, collaborative systems that apply the latest social technologies. Instead of a one-time annual evaluation of performance, managers and employees receive collective feedback from everyone across their company. It's all achieved through crowdsourcing, and it generates more accurate, actionable results than traditional methods. With The Crowdsourced Performance Review, you'll create a review system that gathers the feedback of many, so you can make better, more informed decisions. And this new model is simpler than you think. It's based on three innovations: CROWDSOURCING: Applying the same techniques that companies like Apple, Angie's List, and Zagat use to inform customers, you can gather the same kind of data to inform managers. SOCIAL MEDIA TECHNOLOGIES: The most revolutionary communication tools since the telephone, these technologies have singlehandedly created a new language of business. ORGANIZATIONAL CULTURE: When managed well, it's one of the most effective tools for building and maintaining a competitive advantage. These three assets come together for the purpose of evaluating performance in the practice of social recognition--a system in which all employees recognize each other's great work on a daily basis. Social recognition creates engagement, energy, and even happiness in a company--leading to the ultimate goal of a Positivity-Dominated Workplace.

Download or read book Social and Organizational Performance Review written by Performance Improvement Institute and published by . This book was released on 2009-11 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Societal an Organizational Performance Review is a peer-reviewed publication of the Performance Improvement Institute (PII), Phd and MBA program at the Sonora Institute of Technology (ITSON) This new journal is a reflection of the work that is being conducted at the Institute for Social and Organizational Performance in Sonora, Mexico, which illustrates how organizations can achieve social and organizational transformation using rigorous performance improvement concepts and methodologies. Now, as part of the PII and its commitment to results-based and research-based performance accomplishment, this is the first issue of Social and Organizational Performance Review (SOPR). It includes timely work by ITSON faculty, staff, and others committed to adding societal value. This first issue includes the concepts and tools of Mega thinking and planning, and proven tools and techniques for designing, delivering, and evaluation organizational and societal impact. While some of the work that appears in this and future issues might have been also published elsewhere, they are provided here with full attribution of initial source. We also will be publishing new work and the results of the applied research and development of ITSON students, their sponsors, and sponsoring organizations. We will also find useful work done throughout the world and bring it to you through the SOPR. The most important part of this Review is the reader.

Download or read book Enhancing Organizational Performance written by National Research Council and published by National Academies Press. This book was released on 1997-04-02 with total page 298 pages. Available in PDF, EPUB and Kindle. Book excerpt: Total quality management (TQM), reengineering, the workplace of the twenty-first centuryâ€"the 1990s have brought a sense of urgency to organizations to change or face stagnation and decline, according to Enhancing Organizational Performance. Organizations are adopting popular management techniques, some scientific, some faddish, often without introducing them properly or adequately measuring the outcome. Enhancing Organizational Performance reviews the most popular current approaches to organizational changeâ€"total quality management, reengineering, and downsizingâ€"in terms of how they affect organizations and people, how performance improvements can be measured, and what questions remain to be answered by researchers. The committee explores how theory, doctrine, accepted wisdom, and personal experience have all served as sources for organization design. Alternative organization structures such as teams, specialist networks, associations, and virtual organizations are examined. Enhancing Organizational Performance looks at the influence of the organization's norms, values, and beliefsâ€"its cultureâ€"on people and their performance, identifying cultural "levers" available to organization leaders. And what is leadership? The committee sorts through a wealth of research to identify behaviors and skills related to leadership effectiveness. The volume examines techniques for developing these skills and suggests new competencies that will become required with globalization and other trends. Mergers, networks, alliances, coalitionsâ€"organizations are increasingly turning to new intra- and inter-organizational structures. Enhancing Organizational Performance discusses how organizations cooperate to maximize outcomes. The committee explores the changing missions of the U.S. Army as a case study that has relevance to any organization. Noting that a musical greeting card contains more computing power than existed in the entire world before 1950, the committee addresses the impact of new technologies on performance. With examples, insights, and practical criteria, Enhancing Organizational Performance clarifies the nature of organizations and the prospects for performance improvement. This book will be important to corporate leaders, executives, and managers; faculty and students in organizational performance and the social sciences; business journalists; researchers; and interested individuals.

Download or read book Performance Evaluation written by Ingrid J. Guerra-López and published by John Wiley & Sons. This book was released on 2017-07-27 with total page 261 pages. Available in PDF, EPUB and Kindle. Book excerpt: Performance Evaluation is a hands-on text for practitioners, researchers, educators, and students in how to use scientifically-based evaluations that are both rigorous and flexible. Author Ingrid Guerra-López, an internationally-known evaluation expert, introduces the foundations of evaluation and presents the most applicable models for the performance improvement field. Her book offers a wide variety of tools and techniques that have proven successful and is organized to illustrate evaluation in the context of continual performance improvement.

Download or read book Organizational Assessment written by Charles Lusthaus and published by IDRC. This book was released on 2002 with total page 222 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizational Assessment: A framework for improving performance

Download or read book How People Evaluate Others in Organizations written by Manuel London and published by Psychology Press. This book was released on 2013-03-07 with total page 449 pages. Available in PDF, EPUB and Kindle. Book excerpt: Evaluating and making decisions about other people are key aspects of doing business, especially for managers and human resource professionals. Industrial and organizational psychologists devise systematic methods to remove human errors in judgment, such as biases and stereotypes. However many decisions about people are not made by experts using standard procedures. Even when they are, human judgment is unavoidable. This book examines the social psychological dynamics of person perception that underlie how people evaluate others in organizations. It contains original articles from leading experts in social, industrial, and organizational psychology. The book begins by examining basic principles and processes of social cognition and person perception, such as schemas, stereotypes, automatic/mindless information processing, the perceiver's motivation and affect, and situational conditions. It then applies these ideas to key areas of business operations. Helping readers understand and develop ways to improve the way people assess and make decisions about others, this book: * covers the interview, executive promotion decisions, and assessment centers; * examines performance appraisals and multisource (360 degree) feedback ratings; * addresses leadership cognitions, identifying training needs, coaching, and managing problem employees; and * includes chapters on cultural sensitivity, negotiations, group dynamics, and virtual teams.

Download or read book Understanding Performance Appraisal written by Kevin R. Murphy and published by SAGE. This book was released on 1995-01-03 with total page 528 pages. Available in PDF, EPUB and Kindle. Book excerpt: Based on a previous book by the same authors, Understanding Performance Appraisal delineates a social-psychological model of the appraisal process that emphasizes the goals pursued by raters, ratees, and the various users of performance appraisal. The authors apply this goal-oriented perspective to developing, implementing, and evaluating performance appraisal systems. This perspective also emphasizes the context in which appraisal occurs and demonstrates that the shortcomings of performance appraisal are in fact sensible adaptations to its various requirements, pressures, and demands. Relevant research is summarized and recommendations are offered for future research and applications. Graduate-level students, organizational development consultants and trainers, human resource managers, faculty and scholars, and psychologists in human resource management as well as other professionals who conduct research on performance appraisal programs will find this book not only interesting but also a valuable resource.

Download or read book Handbook of Organizational Performance Volume I written by Douglas Johnson and published by Taylor & Francis. This book was released on 2024-08-30 with total page 296 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book covers the intersection of behavior analysis and management, including a comprehensive examination of different topics within organizational behavior management. It exemplifies how behavior science can be extended to drive business performance improvements at both the individual level and the organizational level. Featuring some of the top researchers and consultants from across the globe, Volume I: covers topics from a historical foundation. demonstrates how the basic foundations of research, principles, and philosophy derived from behavior analysis relates to employee and organizational behavior. comes with a new epilogue and is supplemented by review questions. is an indispensable resource for instructors, practitioners and students of organizational behavior management. Each chapter in this volume is written as an introduction to its topic, thus making the book an ideal resource for students of business and behavior wanting to learn more about how various management tools can draw out and reward the best in employees. The chapters in this book were originally published in the Journal of Organizational Behavior Management.

Download or read book Disclosure of Corporate Social Performance written by Harold L. Johnson and published by Greenwood. This book was released on 1979 with total page 158 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Performance Management Systems written by Arup Varma and published by Taylor & Francis. This book was released on 2008 with total page 291 pages. Available in PDF, EPUB and Kindle. Book excerpt: Offers a truly global perspective on performance management practices. Split into two parts, it illustrates the key themes of rater motivation, rater-ratee relationships and merit pay.

Download or read book Handbook of Organizational Performance written by William K Redmon and published by Routledge. This book was released on 2013-04-03 with total page 497 pages. Available in PDF, EPUB and Kindle. Book excerpt: Capitalize on the principles of psychology to develop more effective leadership! Whether you work in a smokestack industry, the service sector, or a high-tech information-based business, the basic principles of industrial/organizational psychology you will find in The Handbook of Organizational Performance can help you obtain better performance from your employees. This comprehensive volume contains all the information you need to understand on-the-job behavior and effectively manage your employees. The Handbook of Organizational Performance gives you the tools and techniques you need to reward positive employee behaviors and correct undesirable ones before they become destructive habits. Using the principles of industrial/organizational psychology, you will learn how to train employees, how to determine criteria for performance appraisals, and how to establish leadership in the workplace. The Handbook of Organizational Performance is a comprehensive guide to all areas of management, including: designing more effective training managing occupational stress using ”pay-for-performance” plans reducing job-related injury and illness taking an active role in occupational safety encouraging business ethics With its clear structure and helpful charts, tables, and figures, The Handbook of Organizational Performance is an indispensable management tool and an essential text for students of business.

Download or read book The Psychology of Quality of Life written by M. Joseph Sirgy and published by Springer Science & Business Media. This book was released on 2013-03-09 with total page 288 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book summarizes much of the research in subjective well-being and integrates this research into a parsimonious theory. The theory posits that much of the research on subjective well-being can be construed in terms of the personal strategies that people use to `optimize' their happiness and life satisfaction. These strategies include bottom-up spillover, top-down spillover, horizontal spillover, balance, re-evaluation, goal selection, and goal implementation.

Download or read book Social Media Performance Evaluation and Success Measurements written by Brown Sr., Michael A. and published by IGI Global. This book was released on 2016-12-21 with total page 322 pages. Available in PDF, EPUB and Kindle. Book excerpt: There are many different social media platforms that provide a wide array of services. Exploring the results yielded by these platforms can enhance their usefulness and impact on society’s advancement. Social Media Performance Evaluation and Success Measurements is a pivotal reference source for the latest scholarly research on social networking participation expectations and values to examine individual performance in digital communication activities. Featuring coverage across a range of topics, such as crisis communication, social networking engagement, and return on investments, this publication is ideally designed for academicians, practitioners, and researchers seeking current research on the benefits of utilizing the social network environment of today.

Download or read book Assessing Organizational Effectiveness written by Raymond F. Zammuto and published by State University of New York Press. This book was released on 1982-06-30 with total page 196 pages. Available in PDF, EPUB and Kindle. Book excerpt: In this study, Raymond Zammuto has cast the concept of organizational effectiveness within the framework of societal evolution. He thus takes into account evolving needs, expectations, and environmental constraints and examines the continual process of becoming, rather than being, effective. In this study, Raymond Zammuto has cast the concept of organizational effectiveness within the framework of societal evolution. He thus takes into account evolving needs, expectations, and environmental constraints and examines the continual process of becoming, rather than being, effective.

Download or read book Weathering the Storm Innovation Driven Human Resource Management Practices written by Regina Lenart-Gansiniec and published by Cognitione Foundation for the Dissemination of Knowledge and Science. This book was released on 2023-01-01 with total page 191 pages. Available in PDF, EPUB and Kindle. Book excerpt: Innovation-driven human resource management practices: A systematic review, integrative framework, and future research directions Abstract PURPOSE: It is increasingly emphasized that human resource management practices (HRMP), which refer to recruiting and selection, training and development, compensation and performance appraisal, are of great importance for creating innovation. However, the COVID-19 pandemic has shown that traditional HRMPs are already insufficient, which entails the need to rethink and reformulate them in the direction of more effective innovation while also allowing organizations to survive COVID-19-like crises. While there is an extensive literature on human resources management and innovation, there is still no consensus on innovation-driven HRMP. This study aims to identify and synthesize most significant and trustworthy research contributions of innovation-driven HRMP. In addition, to facilitate theory building in the field of HRMP, this article consolidates the existing knowledge into an integrative framework. This framework can be used by future researchers to identify gaps and ambiguities in the meaning of innovation-driven HRMP. METHODOLOGY: The article presents the results of a systematic literature review of 71 empirical research articles referring to innovation-driven HRMP from the Web of Science and Scopus databases. FINDINGS: The systematic literature review allowed us to identify innovation-driven HRMP, taking into account three levels of analysis: individual, group and organizational, with the latter level of analysis being dominant in previous publications. Recognition of innovation-driven HRMP, taking into account the levels in question, is included in an integrative framework, which is the theoretical basis for guiding future research. Our results confirmed the growing trend in the number of publications on the subject since 2010. Most researchers used a quantitative approach. Based on the first author’s affiliation, authors from Great Britain contributed the largest number of publications. Articles are published in various journals, but mainly in those on human resources management. The research took into account a variety of organizational contexts, predominantly in dynamic and complex industries. Our findings show that the current state of research on innovation-driven HRMP confirms the need for further research in this area. Based on this, we provided thematic gaps and potential questions for future research divided into three levels of innovation-driven HRMP. IMPLICATIONS: Our systematic literature review allowed us to propose implications for future researchers planning to conduct research in the field of innovation-driven HRMP. ORIGINALITY AND VALUE: Our systematic literature review focuses on identifying innovation-driven HRMP along with determining the current state of knowledge and future research directions in this area. In addition, we developed an integrative framework that aims at organizing existing literature but also at identifying promising future research directions into innovation-driven HRMP. Keywords: human resources management, human resources management practices, innovation, innovation-driven, integrative framework, systematic literature review, thematic gaps, emerging research directions Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement Abstract PURPOSE: Modern business and global organizations are regularly presented with challenges caused by unpredictable competitive environments. Human resource management (HRM) practices give sustainable opportunities for employees to use their abilities and express their enthusiasm to obtain skills and knowledge and to apply them at the workplace with a view to achieving engaged individuals and increasing organizational performance. This article presents a recent study outcome to examine (i) the mediating role of knowledge management and work engagement and (ii) the effect of sustainable HRM practices on organizational performance. METHODOLOGY: 500 self-reported questionnaires were distributed to Jordanian university lecturers (research population) for data collection. The study data were assessed with structural equation modeling (SEM) using IBM-SPSS-AMOS 25.0. FINDINGS: Two pivotal outcomes were identified: (i) sustainable HRM practices, knowledge management, and work engagement were positively associated with organizational performance; (ii) knowledge management and work engagement played a mediating role in the sustainable HRM practice-organizational performance correlation. IMPLICATIONS: Overall, employee cooperation proved essential to optimize organizational performance, specifically during their engagement in sustainable HRM practices and knowledge management. Finally, the research proposed several practical recommendations and interventions on sustainable HRM for future research. ORIGINALITY AND VALUE: The research has provided proof of five variable relationships contained in the model. Firstly, organizational performance increased with sustainable HRM practices through knowledge management. Secondly, organizational performance increased with sustainable HRM practices through work engagement. Thirdly, work engagement increased with sustainable HRM through knowledge management. Fourthly, organizational performance increased with knowledge management through work engagement. Fifthly, organizational performance increased with sustainable HRM through knowledge management and work engagement. Keywords: sustainable HRM practices, organizational performance, knowledge management, work engagement, Ability-Motivation-Opportunity (AMO) theory Predictors of fairness assessment for social media screening in employee selection Abstract PURPOSE: The purpose of this paper is to analyze the factors that determine the response of potential candidates to the screening of private (represented by Facebook) and professional (LinkedIn) social networking sites (SNS) for personnel selection purposes, and in particular to examine how SNS screening in the personnel selection process is perceived by innovative candidates. METHODOLOGY: The empirical data were obtained through an e-questionnaire survey among c. 150 young Polish Internet users in 2021. Multiple linear regression with backward elimination was used to determine the predictors of perceived justice of Facebook and LinkedIn screening in the selection process. FINDINGS: The results confirmed previous scientific findings that the perceived justice of Facebook cybervetting is significantly lower than for LinkedIn and the privacy invasiveness of Facebook screening was rated significantly higher than for LinkedIn. The results of linear regression with backward elimination indicated that among the assumed factors influencing the perceived justice of Facebook and LinkedIn screening in the selection process (i.e., privacy invasiveness, personal innovativeness, self-image management, risk aversion, ability to control a social networking site’s information, above average performance self-assessment, a general concern for internet privacy, and – in the case of LinkedIn – having an account on LinkedIn) the perceived privacy invasiveness is the best predictor of perceived justice of both private (Facebook), and professional (LinkedIn) social networking site screening for personnel selection purposes. Also, the candidate’s self-image management affects the perceived justice of both types of social media used as selection tools, whereas personal innovativeness increases the acceptance of private social media (Facebook) scanning for this purpose. IMPLICATIONS: This study contributes to the body of knowledge regarding the perceived justice of ICT-based selection tools, and of social networking site screening for personnel selection purposes in particular. It expands the knowledge about the applicability of social networking site content analysis of Polish users, especially of innovative candidates. The paper also provides some practical recommendations to help organizations apply social media content analysis in a way that minimizes potential candidates’ perception of privacy invasiveness and increases their fairness perception. ORIGINALITY AND VALUE: It is the first application of a cybervetting scale on a Polish sample that is advantageous in terms of comparability of data from different countries. We found that activities focused on creating one’s online image foster a higher acceptance of cybervetting that can diminish predictive validity of this type of selection practices. Keywords: social networking sites, ICT-based selection tools, employee selection, fairness assessment, cybervetting Overcoming the pitfalls in employee performance evaluation: An application of ratings mode of the Analytic Hierarchy Process Abstract PURPOSE: Employee performance evaluation is a common exercise conducted in many organizations. Employees need to know the feedback on their performance from the management. Often the results of performance evaluation exercises are used for promotion, confirmation in service and awarding of bonuses for employees. However, the performance evaluation exercise often meets with criticism due to the presence of subjective factors and, specifically, the way in which these factors are handled. The purpose of the present paper is to show how the Ratings mode of the Analytic Hierarchy Process (AHP) can be applied to evaluate employee performance using objective as well as subjective criteria. METHODOLOGY: The whole AHP exercise for the present employee performance evaluation has been shown through a case study on CLSB, a company in Kuala Lumpur, Malaysia. Four senior managers and the Managing Director of the company were involved in all phases of the present evaluation exercise, including elicitation of the criteria, sub-criteria and assigning weights to them. The AHP data were analyzed using software called AHP Calc version 24.12.13 developed by Klaus D. Goepel and available online. In particular, the Ratings mode of AHP was used to evaluate employees’ performance at CLSB. FINDINGS: Five criteria, namely Services, Quality, Financial, Timing, and Teamwork, are found to be important for the evaluation of employee performance at CLSB. Each of these criteria has sub-criteria. Harmonious work, Skills, and Punctuality are found to be the three most important sub-criteria for the present evaluation exercise. The outcome of the evaluation exercise provides an ordered set of ranks of 20 employees working in the company. Apart from the application of AHP for performance evaluation, an ordered set of detailed rubrics for all the criteria have been developed. The rubrics provide precise guidelines to the evaluators at the time of evaluating employees’ performance. IMPLICATIONS: An evaluation scheme that is scientific and systematic, such as the present one, will minimize criticism levied against the performance evaluation exercise. Once the employees are aware of the criteria and sub-criteria set along with the associated weighting scheme and the evaluation process itself, they will be motivated to perform their tasks and discharge their duties accordingly. Hence, employee job satisfaction and productivity are expected to increase. This will bolster not only the employees’ morale but also the organization’s overall performance. ORIGINALITY AND VALUE: In the literature, many schemes are available to evaluate employees’ performance. But often, these methods are criticized as they either take all the criteria of evaluation as equally important or they lack the capability to strike a balance between objective and subjective factors. The main contribution of the present work is to show how AHP can alleviate the above drawbacks of the existing methods. The present research work has developed a performance evaluation method, which is simple and straightforward, and the detailed steps have been elaborated on how the method can actually be applied to measure the performance of employees. The method can be applied to measure employees’ performance of other companies with the necessary modification of the criteria set and assigning appropriate weights to them. Keywords: employee performance, employee performance evaluation, reward, training need, AHP Ratings The influence of e-trust on a job performance model based on employees’ dynamic capabilities during a crisis caused by a Black Swan event Abstract PURPOSE: In a crisis such as the COVID-19 pandemic, employees play a key role in the ability to survive and achieve both sufficient and outstanding performance in the organization. Therefore, both the characteristics of people in the organization and the possibility of influencing the improvement of their performance at work, have become the focus of attention of scientists and practitioners. In this context, the purpose of this article is to analyze the role of e-trust in strengthening the influence of employees’ dynamic capabilities on the job performance of employees among organizations operating under the conditions of the COVID-19 pandemic. METHODOLOGY: An empirical study was performed based on the Employees’ Dynamic Capabilities model. In order to verify the potential relations, empirical studies were conducted in 1200 organizations located in Poland, Italy and USA. The companies were selected on the basis of the purposive manner. The structured questionnaire was prepared and the CAWI (Computer-Assisted Web Interview) method was used in this research. The reliability of the scales used in the survey was tested and afterwards a multigroup path analysis was performed using IBM SPSS AMOS. The model was verified, confirming the presumed relationships between the variables. FINDINGS: It has been proven that the higher the level of e-trust is, the stronger the influence of EDC is on job performance of organizations operating under a crisis caused by a Black Swan event mediated by P-J fit, work motivation, job satisfaction and work engagement. IMPLICATIONS: This study contributes to the current knowledge of management, in particular human resource management. In the theoretical area, the relationships between the factors influencing job performance in the difficult conditions of the crisis caused by the Black Swan event were described. On the other hand, from a practical point of view, indications on how to shape leadership behavior during remote work, with particular emphasis on the e-trust aspect, seem to be important. ORIGINALITY AND VALUE: This research enriches the considerations regarding the existing Employees’ Dynamic Capabilities model. The role of the e-trust factor, which is an important part of e-leadership, in the context of the impact on this model was indicated and discussed. The conclusions are a solid step in the development of knowledge about managing employees during remote work, which not only became a solution for the time of the crisis, but was also permanently introduced to the current work organization. Keywords: management, e-trust, employee dynamic capabilities, person – job fit, motivation, satisfaction, work engagement, job performance.

Download or read book Readings in Organizational Behavior and Performance written by Andrew D. Szilagyi and published by . This book was released on 1980 with total page 400 pages. Available in PDF, EPUB and Kindle. Book excerpt: