Good enough to move? Window-dressing performance impending turnover in inter-organizational mobility

Ahn, He Soung; Ok, ChiHo

doi:10.1007/s11846-017-0254-z

Cited by 5 publications

(3 citation statements)

References 67 publications

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“…All of this reveals the importance and scope of the research, which aims at modelling and optimizing the evaluation of the performance management system at a company level. Moreover, these findings were in line with previous studies (Ahn & Ok, 2017;Bol, 2011;Chung et al, 2018;Mendy, 2020), showing that an understanding of the economic and managerial mechanisms of operations under-pins the making of pertinent, real, and especially opportune decisions that could counter-act turbulent environmental threats and increase the potential of companies.…”

Section: Resultssupporting

confidence: 90%

“…This is to focus on global escalation at the individual level, toward increasing competitive advantage and global development, counteracting external threats, and capitalizing on opportunities by adopting pertinent managerial decisions based on financial indicators (Chatzipetrou & Moschidis, 2018). A linear performance optimization model can be developed as a highly suggestive tool and can, of course, constitute a serious informational base for analyses and discussions in the company's governing bodies to guide the organization (Ahn & Ok, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Managing and measuring performance in organizational development

Oncioiu

Kandžija

Petrescu

et al. 2021

Economic Research-Ekonomska Istraživanja

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The purpose of this study is to contribute to our understanding of the effects of implementing optimized solutions to increase the performance of a company. Based on a sample of 1442 small companies, the design of a linear model of optimization was selected because of the limits of the model of organizational development in Romania and the perspective on the market value of firms, which, in fact, is the most eloquent result of management's actions. Research results reveal that successful performance management is important for the survival and success of any organization in today's environment, which is highly competitive and continuously evolving. As expected, the management of an entity goes beyond time, and the role of the leader of the future is to ensure the long-term growth of shareholders' wealth and the prosperity and well-being of the company he or she leads. Finally, our conclusions show that this model is valid and can be used to produce and implement organizational change in Romanian companies.

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Section: Resultssupporting

confidence: 90%

Section: Introductionmentioning

confidence: 99%

Managing and measuring performance in organizational development

Oncioiu

Kandžija

Petrescu

et al. 2021

Economic Research-Ekonomska Istraživanja

View full text Add to dashboard Cite

show abstract

“…Furthermore, employees may also practice impression management, which is a series of behaviors performed in order to be viewed more favorably by others (Bolino et al, 2016). Examples include adjusting one’s leadership style to gain influence (Proell, Sauer, & Rodgers, 2016), taking credit for others' work (Peck & Hogue, 2018), and altering job performance behavior while searching for jobs externally (Ahn & Ok, 2019). As individuals who use impression management strategies tend to be agreeable or conform to supervisors (Bolino, Kacmar, Turnley, & Gilstrap, 2008), it is conceivable they might not provide true scores on questionnaires related to their current jobs.…”

Section: Introductionmentioning

confidence: 99%

Your words reveal your thoughts: A two‐wave study of assessing language dimensions in predicting employee turnover intention

Seih

Lepicovsky

Chang

2020

Int J Selection Assessment

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Assessing turnover intention with explicit approaches (self‐report scales) contains several measurement limitations, including social desirability, impression management, and self‐defense, potentially resulting in reduced accuracy. To improve the accuracy of assessment, the current research conducted a two‐wave study to examine whether implicit variables provide incremental effect in predicting turnover intention, after controlling for explicit variables. A computerized text analysis program, Linguistic Inquiry and Word Count, was used to identify language dimensions in participants' writing samples, and these exported scores serve as implicit language variables. Results demonstrate that language variables provide significant incremental effect (9% of explained variance) in predicting turnover intention, and this effect lasted at a one‐month follow‐up. The language dimensions signal topics of concern associated with turnover intention.

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Modeling turnover intention and job performance: the moderation of perceived benevolent climate

Liu

Chiu

2018

Rev Manag Sci

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Good enough to move? Window-dressing performance impending turnover in inter-organizational mobility

Cited by 5 publications

References 67 publications

Managing and measuring performance in organizational development

Managing and measuring performance in organizational development

Your words reveal your thoughts: A two‐wave study of assessing language dimensions in predicting employee turnover intention

Modeling turnover intention and job performance: the moderation of perceived benevolent climate

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