Search results for "Job performance"
showing 6 items of 66 documents
Trasferimento di azienda e mora del creditore
2020
The Article analyses the recent developments of the Italian jurisprudence, regarding the effects of the offer of the job performance, in the cases in which it is illegally refused by the employer. The theory, according to which in such cases the workers can obtain only a compensation for damages, and not the entire salary, has been reconsidered. In such situations, the workers can nowadays obtain the entire pay, unless a special rule establishes differently. According to the Author’s opinion, the special rules actually existing could determine the unconstitutionality of the regulation on the refusal of the job performance, when a transfer of undertakings is later declared void.
Employee personal Internet usage in the workplace
2016
Information technology (IT) devices connected to the Internet, such as computers, tablets, and smartphones, have become pervasive in the workplace. These IT devices have greatly facilitated the performance of job tasks for employees. At the same time, employees are increasingly using these technologies for non-work-related purposes during office hours, which is called personal Internet usage in the workplace (PIU). Examples of PIU include, but are not limited to, checking and sending non-work-related emails, surfing news sites, visiting social network sites, e-banking, stock trading, and online shopping, chatting, and gaming. Previous studies on PIU present two schools of thought on PIU out…
Personal use of technology at work : a literature review and a theoretical model for understanding how it affects employee job performance
2021
Employee personal use of technology at work (PUTW)—defined as employees’ activities using organisational or personal IT resources for non-work-related purposes while at work—is increasingly common in organisations. Our review of existing PUTW studies (n = 137) suggests that previous studies widely discussed PUTW outcomes, antecedents, and policies. The literature review also indicates that previous studies have proposed opposing viewpoints regarding the effect of PUTW on employee job performance, but few studies offered empirical evidence. Consequently, the conditions under which PUTW can increase or decrease employee job performance have not been discussed. We develop a theoretical model (…
The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement
2020
Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person&ndash
Job Resources and Work Engagement: Optimism as Moderator Among Finnish Managers
2014
The aim of the present study was to investigate the moderating role of optimism in the relationship between job resources (organizational climate, job control) and work engagement among Finnish young managers (N = 747). Hierarchical regression analyses showed that both job resources and optimism exerted a positive effect on work engagement and its three dimensions of vigor, dedication, and absorption. The moderation results showed that optimism can diminish the negative impact of low job resources on work engagement. These findings provide evidence to the importance of including personal resources in future research conducted on motivational process. Additionally, these findings provide sig…
The role of personal and relative job performance in promotion decisions
2021
This study employs personnel data from a large university to examine how supervisors utilize information on employees' job performance in promotion decisions. The study shows that better-performing employees are rewarded with promotions as a higher output of peer-reviewed publications and better quality of research output are associated with a higher probability of being promoted. The study also shows that supervisors compare their subordinates' job performance when deciding on promotions: employees who outperform their colleagues in terms of research output and research quality are more likely to be promoted. Subsequently, the study provides evidence to support the key premise of the tourn…