Lecture 5 knowledge clips Flashcards
Types of work performance
- Productivity
- In-role performance
- Extra-role performance
- Counterproductive work behaviour
- Productivity loss
Labor productivity
Labor productivity is an economic term that concerns the added value through labour per unit of time per one person.
Productivity
The contribution to the gross domestic product.
How do economists view productivity on the individual level?
They often view the salary or wage costs as an indication for the individuals productivity.
How does the company look at productivity?
It is often about the difference between the added value for the company and the wage costs of the employee.
What happens when someone contributes more than they cost? And if they contribute less than they cost?
If someone contributes more than they cost, hiring or keeping them in employment is favourable.
If someone contributes less than they cost, the company would prefer to get rid of this person.
- In this case, productivity is compared to the wage costs.
Does a higher salary automatically mean that that person is more productive then someone with a lower salary?
Due to the wage structure (more or less a more automatic periodic pay rise) older employees often have a higher salary, whereas their productivity is not necessarily higher than that of younger employees.
In-role performance
- How well are you satisfying formal requirements set for your job?
- There can be a lot of conflicting requirements
- There are a lot of indirect tasks
- It doesn’t always reflect the quality of the work
Extra-role performance
Definition: demonstrating behaviour that benefits the organisation which goes beyond the existing or formal role expectations.
This is also called Organisational Citizenship Behaviour
This includes attending meetings and not being negative about the company in difficult times
Counterproductive work behaviour
Definition: intentional employee behaviour that harms the legitimate interests of the company.
E.g., theft, obstruction, speaking ill of the company, luring customers away for personal gain.
This appears to be the opposite of extra-role performance
- It has a moderative strong negative correlation with
- There are people who show both types of behaviour
Monkey experiment
Monkeys could exchange stones for cucumbers, in the second experiment some monkeys would still get cucumber in exchange for stones but their neighbours got grapes for the exact same stones.
This shows that even monkey can assess their outcomes relative to those of others and that unfair distribution leads to frustration.
Other research shows that chimps are sometimes bothered by being overpaid, relative to other chimps, and share their food.
Sample and study design of Ybema et al. (2016) on Longitudinal relationships between
organizational justice, productivity loss and sickness absence among older employees
Study on organisational justice and productivity loss due to sickness absence and presenteeism.
Longitudinal study
Measurements in 2010, 2011 and 2012
Internet questionnaire once a year
7011 employees included in the study on stream
- Stream = the study on transitions in employment ability and motivation
Measurement of justice in Ybema et al. (2016)
Procedural justice
- Complaints of employees are taken seriously
- 1 = strongly disagree, 5 = strongly agree
Distributive justice
- What do you think of your salary if you compare your efforts at work to those of your colleagues?
o 1 = far too low, 3 = exactly right, 5 = far too high - What do you think of the appreciation you receive if you compare your efforts at work to those of your colleagues?
o 1 = far too low, 3 = exactly right, 5 = far too high
Productivity loss Ybema et al. (2016)
How much work have you done in the past 4 weeks compared to what you would usually do? This only concerns the days you have worked in the past 4 weeks.
What kind of design wat Ybema et al. (2016)
A complete panel design on
- Appreciation and productivity loss
- Appreciation and absenteeism
Longitudinal relationships of Ybema et al. (2016)
Organisational health policy
- Workplace Health Promotion
- Occupational Safety and Health
- Integration
WHP
Workplace Health Promotion
- Focus on the person
- E.g., tries to improve vitality, lifestyle, resilience
- This can be focused on duration, recovery from health, returning to work after sickness absence, prevention such as risk groups or on amplition (improvement of health of all workers).
OSH
Occupational Safety and Health
- Focus on the job, content and working conditions
- Try to reduce the exposure to occupational health hazards or excessive job demands
Integration
Focus on the whole organisation
Comprehensive health policy (CSR)
- Health is considered a strategic issue in management
- Strong health and safety culture is promoted
Total Worker Health (CDC, NIOSH)
- If workplace health promotion and occupational safety and health are integral parts of the business operations, you can regard this as an example of corporate social responsibility. Especially when the organisation also focuses on a healthy, social and visible environment.
- In the USA this integrated perspective on health policy is called “total worker health”.
o “Total worker health” is a program of the centres for disease control and the national institute of occupational safety and health.
Study on Health at Work (SHAW)
An example of the effects of health policy.
The study design of SHAW
- Longitudinal study
- 3 annual measurements: 2004, 2005, 2006
- Internet panel
- T1: 2502 employees
- T1 + T2 + T3: 1597 employees (full data)
Health policy measurement of SHAW
10 items in the questionnaire
5 point scale
- 1 = strongly disagree to 5 = strongly agree
Questions about strategy as well as occupational safety and health, workplace health promotion, healthy environment and healthy costumers.
- The scale gives a indication of comprehensive health policy, which focuses not only on the employees’ health but also on the health and well-being of customers and the environment
Complete panel design of SHAW
The answers to the scale are first analysed with a complete panel design.
They examined how health policy is related to future work outcomes.
Work outcomes: job satisfaction, burnout and sickness absence, controlled for earlier work outcomes.
They also examined reverse effects.
Measurements of SHAW
- Sickness absence is the number of sickness absence days in a year
- Burnout considers emotional exhaustion with questions from a scale.
- Job satisfaction is a single question.
Longitudinal effects of health policy
Health policy
- Improves job satisfaction
- Reduces burnout and absence duration
Burnout and sickness absence reinforce each other over time
- Burnout predicts future sickness absence and sickness absence predicts future burnout symptoms
There were no reversed effects on how positive the health policy is regarded
- This strength the conclusion that health policy can be seen as a cause of these changes in work outcomes rather than their effect
This study showed that a good health policy contributes to positive work outcomes. However, it largely remained unclear how such a policy influences these outcomes.
