Improving and maintain the organization’s performance, however teachers are considered to be crucial human Although, both teaching and non-teaching (administrative) staff in universities play an vital role in Higher education institutions evaluates its employees/teachers performance for. Similar to any organization, universities or Performance for achieving more enhanced organizational success. Performance appraisal practice of human resource provides the basis of evaluating and developing employee View full-textĪchieving effective performance of human resources is primary goal of every organization. The testing of the second research hypothesis confirmed that there is a statistically significant relationship between selected issues of perceived organizational performance. Testing the first research hypothesis has proved that there is a significant difference between employees from different generational groups in the perception of relationships among employees. The research result shows that different generations of employees perceive differently selected issues of organizational performance. The research sample consisted of N = 1471 respondents, employees of industrial enterprises in the Slovak Republic. For the purposes of the analysis, the authors of the paper have designed a valid and reliable collection tool (research questionnaire). The main aim of this paper is to present the research results focused on perceived organizational performance in recruiting and retaining employees with respect to different generations of employees in industrial enterprises. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential.
However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. Organizational performance is considered as the essence of an industrial enterprises’ existence.
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Users should refer to the original published version of the material for the full abstract. No warranty is given about the accuracy of the copy. However, users may print, download, or email articles for individual use. Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. In sum, our results suggest that work engagement is a useful construct that deserves further attention.
Finally, we used meta-analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. We also found that engagement is related to several key antecedents and consequences. Using a conceptual framework based on Macey and Schneider (2008 Industrial and Organizational Psychology, 1, 3-30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. The goals of this study were to identify an agreed-upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs.
Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit.
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