Employee engagement, human resource management practices and competitive advantage

Abstract
Purpose - The purpose of this paper is to argue in support of a model that shows how four key HRM practices focused on engagement influence organizational climate, job demands and job resources, the psychological experiences of safety, meaningfulness and availability at work, employee engagement, and individual, group and organizational performance and competitive advantage.
Design/methodology/approach - This conceptual review focuses on the research evidence showing interrelationships between organizational context factors, job factors, individual employee psychological and motivational factors, employee outcomes, organizational outcomes and competitive advantage. The proposed model integrates frameworks that have previously run independently in the HR and engagement literatures.
Findings - The authors conclude that HRM practitioners need to move beyond the routine administration of annual engagement surveys and need to embed engagement in HRM policies and practices such personnel selection, socialization, performance management, and training and development.
Practical implications - The authors offer organizations clear guidelines for how HR practices (i.e. selection, socialization, performance management, training) can be used to facilitate and improve employee engagement and result in positive outcomes that will help organizations achieve a competitive advantage.
Originality/value - The authors provide useful new insights for researchers and management professionals wishing to embed engagement within the fabric of HRM policies and practices and employee behaviour, and organizational outcomes.

Performance appraisal of software testers

Context To determine the effectiveness of software testers a suitable performance appraisal approach is necessary, both for research and practice purposes. However, review of relevant literature reveals little information of how software testers are appraised in practice. Objective (i) To enhance our knowledge of industry practice of performance appraisal of software testers and (ii) to collect feedback from project managers on a proposed performance appraisal form for software testers. Method A web-based survey with questionnaire was used to collect responses. Participants were recruited using cluster and snowball sampling. 18 software development project managers participated. Results We found two broad trends in performance appraisal of software testers - same employee appraisal process for all employees and a specialized performance appraisal method for software testers. Detailed opinions were collected and analyzed on how performance of software testers should be appraised. Our proposed appraisal approach was generally well-received. Conclusion Factors such as number of bugs found after delivery and efficiency of executing test cases were considered important in appraising software testers' performance. Our proposed approach was refined based on the feedback received.

A summative scoring system for evaluation of human kinematic performance

Evaluation of human kinematic performance is essential in rehabilitation and skill assessment. These services are in high demand where the improvements made due to exercises need to be regularly assessed. In some relevant industries there is a need to evaluate their employee capabilities quantitatively for accident compensation and insurance purposes. In particular, these assessments are preferred to be based on more quantifiable measures in a standardized form ensuring accuracy, reliability, ease of use and anywhere anytime information to the clinician. Therefore, it is necessary to have an efficient mechanism for evaluation and assessment of human kinematic movements as the current motion matching and recognition algorithms fall short due to characteristically strict specifications required in numerous health care applications. In this paper, we propose a summative approach using a double integral to define a closeness between two trajectories typically generated by human movement. This approach can be considered as a spatial scoring mechanism in the evaluation of human kinematic performance as well as in movement recognition applications. Several experiments based on computer simulations as well as real data were set up to examine the performance of the proposed approach as a scoring mechanism for the evaluation of human kinematic performances. The results demonstrated better characterization of the movement assessment and motion recognition ability, with a recognition rate of 86.19%, than the currently used methods such as Gaussian mixture models and pose normalization employed in motion recognition tasks. Finally, we use the scoring mechanism to analyze the proximity in human kinematic performance.

Servant leadership and follower job performance: The mediating effect of public service motivation

This article advances our understanding of the effects of servant leadership, an employee- and community-focused leadership style, on followers' public service motivation (PSM) and job performance. Based on social learning theory, we argue that by emphasizing to their followers the importance of serving others both inside and outside the organization and by acting as role models by serving others themselves, servant leaders enhance job performance by engendering higher PSM in their followers. A multilevel analysis of three waves of multi-source data from a Chinese government agency reveals that PSM mediates the influence that servant leadership has on followers' job performance. The results are consistent with theoretical predictions that the altruistic behaviour displayed by servant leaders elicits higher levels of the altruistic behaviours that characterize PSM, which in turn increases job performance. Hence, this study contributes to our understanding of how leadership drives institutional change and performance in the public sector.

Non executive employee stock options and corporate innovation

We provide empirical evidence on the positive effect of non-executive employee stock options on corporate innovation. The positive effect is more pronounced when employees are more important for innovation, when free-riding among employees is weaker, when options are granted broadly to most employees, when the average expiration period of options is longer, and when employee stock ownership is lower. Further analysis reveals that employee stock options foster innovation mainly through the risk-taking incentive, rather than the performance-based incentive created by stock options.

Developing physical and physiological employment standards: translation of job analysis findings to assessments and performance standards - a systematic review

Physical employment standards (PES) are developed with the aim of ensuring that an employee's physical and physiological capacities are commensurate with the demands of their occupation. While previous commentaries and narrative reviews have provided frameworks for the development of PES, this is the first systematic review of the methods used to translate job analysis findings to PES tests and performance standards for physically demanding occupations. A search of PubMed and Google Scholar was conducted for research articles published in English up to and including March 2015. Two authors independently reviewed and extracted data.

The search yielded 87 potentially eligible papers, including 60 peer reviewed journal articles and 17 technical reports. 57 papers were excluded leading to a final data set of 31 papers, representing 22 studies. Job analysis was most commonly conducted through subjective determination of job tasks followed by objective quantification and validation. Determination of criterion tasks was evenly distributedthrough subjective and objective methods with criterion tasks being defined most commonly as most demanding, critical and/or frequent. Generic predictive and task-related predictive tests were more commonly observed in isolation or in combination when compared to task simulation tests. Performance standards were more commonly criterion-referenced than norm-referenced with a variety of statistical methods utilised. This review provides recommendations for researchers when developing physical employment standards for a variety of occupations.