Effects of Employees’ Extra-Role Behaviors on Organizational Performance: An Assessment of Minor League Baseball Team Front Offices

Smith, Natalie L.; Barnhill, Christopher R.; Sung, Hojun

doi:10.1080/24704067.2020.1731702

Cited by 6 publications

(4 citation statements)

References 54 publications

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“…While extra-role and discretionary behaviors of employees contribute to organizational performance beyond immediate task performance (Smith, Barnhill & Sung, 2020). Job performance is one of the paramount obligations of employees with the ultimate direct effect on organizational effectiveness (Naseer et al, 2016).…”

Section: Job Performance and Work Engagementmentioning

confidence: 99%

Investigating the Impact of Performance Appraisal Justice on Job Performance and Ocb of Employees: Path Through Work Engagement

Jabeen

Khan

Ellahi

et al. 2021

HSSR

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Purpose of the study: The study intends to find the interaction of Performance Appraisal Justice (PAJ) and work engagement (WE) to predict employee job performance (JP) and organizational citizenship behaviour (OCB) under the umbrella of fairness heuristic theory (JHT) and social exchange theory (SET). Methodology: Hypotheses testing was done using linear regression data on the data set of 325 respondents. The results are significant and indicated that Justice in the performance appraisal system is positively related to employee outcomes (OCB and job performance) with mediating effect of work engagement. Main Findings: Interaction between exogenous, endogenous, and intervening variables suggests that there is a positive relationship between PAJ and WE and WE mediate the relationship between PAJ and OCB and PAJ JP. In the organizational setting of Pakistan, this study addresses PAJ and its important outcomes which are beneficial for the organization’s effective outcomes. Applications of this study: This study throws light on the management, organizational, and administrative sciences literature, especially the human resource, organizations, and industrial behavior perspective. Administrators and human resource managers can apply the findings of this study. The study can be applied to both the public and private sectors. Originality/Novelty: Pakistani organizations have high collectivism, uncertainty avoidance and power distance, centralization, bureaucracy, and authority in organizations. Therefore, this study has proved some prominent outcomes as compared to countries with a more constant climate. The study sheds light on very important aspects of workplace behavior such as justice, work engagement, OCB, and performance with a particular focus on developing countries.

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Section: Job Performance and Work Engagementmentioning

confidence: 99%

Investigating the Impact of Performance Appraisal Justice on Job Performance and Ocb of Employees: Path Through Work Engagement

Jabeen

Khan

Ellahi

et al. 2021

HSSR

View full text Add to dashboard Cite

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“…Retaining employees and volunteers, and the decision to recruit technically proficient staff regardless of sport background and experience, are challenges faced by professional sport organizations (Taylor, Doherty, & McGraw, 2015). There are also issues related to staff burnout and workaholism (Huml, Taylor, & Dixon, 2020) and resource constraints for smaller sport organizations that may impact organizational success (Smith, Barnhill, & Sung, 2020). Sport organizations often attenuate staffing issues through student internships, a common component of sport management education featured in 78% of collegiate programs in the US (Eagleman & McNary, 2010).…”

Section: Problem Framingmentioning

confidence: 99%

“…Innovation has been shown to increase firm value, improve competitive advantage, and increase employee engagement (Anderson, Potocnik, & Zhou, 2014). In sport, the results have been mixed (Hoeber & Hoeber, 2012;Smith et al, 2020;Troilo et al, 2016). The determinants for innovation in sport include innovation champion, organizational attitudes and design, and external forces.…”

Section: Problem Framingmentioning

confidence: 99%

Examining the Innovation Process of a Graduate Apprenticeship Program for Sport Organizations

Flanders

Smith

Jones

et al. 2020

sij

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This case study analyzed the innovation processes that led to the adoption of a work-integrated learning program among several sport organizations. A comparative case study analysis was used to deduce the commonly shared determinants between each of the sport organizations. Notably, having an innovation champion was a key determination. As well, lack of resources regarding staffing, the involvement of the managers with the participating higher education institution, the ease of contract design, and access to good candidates for the program were also influential in the innovation process. This study revealed, for sport organizations facing similar issues, that the graduate apprenticeship program could provide benefits. As well for sport management program, it could provide a stronger relationship with regional sport organizations. This research also extends the body of research regarding the underlying mechanisms by which sport organizations innovate generally.

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“…Generally, the research inspecting the effect of extra-role behaviors on organizational performance is limited. Therefore, there is a need to understand the apparent relationship of extra-role behaviors with work performance while considering the two main motivations of social media usage [ 5 ]. Social media usage help firms in knowledge management, information sharing, connecting with customers, providing better services to clients all over the world, and in helping in the promotion of the firm [ 6 , 7 ].…”

Section: Introductionmentioning

confidence: 99%

Empirical Investigation of Work-Related Social Media Usage and Social-Related Social Media Usage on Employees’ Work Performance

Dantas

Aftab

Aslam

et al. 2022

Behavioral Sciences

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The trend of using social media in the workplace is now becoming ubiquitous. Along witbenefits, social media also has negative consequences. Employees use social media for both work and social purposes. Therefore, using a quantitative approach, this study explores the impact of work-related social media usage and social-related social media usage on employees’ work performance. This study also investigates the mediating effect of extra-role behaviors on social media usage (professional and personal purpose) and work performance relationships. We examined survey data of 241 employees working in different organizations with the help of the partial least square (PLS) 3.0 version. Convenience sampling has been used to reach respondents. The outcomes of this study demonstrate that both professional and personal-related social media usage have a positive and significant impact on employees’ work performance. This study also highlighted that extra-role behavior positively and significantly mediates the relationship between social media usage (work and personal) and employees’ work performance. This study provides practical insights to managers, such as that, instead of banning social media usage in companies, there must be some limits and regulations for using social media that would facilitate firms to increase employees’ engagement and productivity.

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Effects of Employees’ Extra-Role Behaviors on Organizational Performance: An Assessment of Minor League Baseball Team Front Offices

Cited by 6 publications

References 54 publications

Investigating the Impact of Performance Appraisal Justice on Job Performance and Ocb of Employees: Path Through Work Engagement

Investigating the Impact of Performance Appraisal Justice on Job Performance and Ocb of Employees: Path Through Work Engagement

Examining the Innovation Process of a Graduate Apprenticeship Program for Sport Organizations

Empirical Investigation of Work-Related Social Media Usage and Social-Related Social Media Usage on Employees’ Work Performance

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