A1 Journal article (refereed), original research

Managing Performance through Employee Attributes: Implications for Employee Engagement


Publication Details
Authors: Lappalainen Pia, Saunila Minna, Ukko Juhani, Rantala Tero, Rantanen Hannu
Publisher: Emerald
Publication year: 2019
Language: English
Related Journal or Series Information: International Journal of Productivity and Performance Management
ISSN: 1741-0401
eISSN: 1758-6658
JUFO-Level of this publication: 1
Open Access: Not an Open Access publication

Abstract


Purpose - The
purpose of this study is to examine the connection between performance management
and employee engagement. More specifically, we address shortcomings in prior
literature where employee performance has been controlled narrowly as cognitive
task accomplishment. Accumulating evidence shows, however, that such
performance-mediating factors as employee engagement constitute critical
antecedents of employee and organizational performance. They can most effectively
be influenced by attending sensitively to employees’ individual differences,
which are ultimately driven by motifs and dispositions.

Design/methodology/approach
- Our study takes a quantitative approach to exploring
predictors of employee engagement. The analysis is based on a sample of 503
online survey respondents from knowledge-intensive organizations.



Findings - The results indicate that employee engagement is driven
more by employees’ inherent attributes than environmental factors. Our analysis
refuted the connection between engagement and social orientation,
self-regulation and conscientiousness. Instead, the factors associating with
employee engagement were analytical thinking, extroversion, systems thinking,
assertiveness and leadership.

Practical implications
- In this paper, we put forth a novel conceptual model of performance
management, introducing new and evidence-based foci for effective people
management that 1) expand task performance to contextual performance and 2)
supplement quantifying approaches to performance control with qualifying
methodology.





Originality/value - Departing
from the previously dominating frameworks of performance management that
focused on task performance, this work extends to contextual performance and considers
also employees’ psychological traits.


Last updated on 2020-20-03 at 10:03