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Journal articles on the topic 'Individual performance'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Lilley, Ruth. "Individual performance review." Nursing Management 4, no. 3 (1997): 20–21. http://dx.doi.org/10.7748/nm.4.3.20.s15.

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2

Boyle, Ian O'. "Individual Performance Management: A Review of Current Practices." Asia Pacific Management and Business Application 1, no. 3 (2013): 157–70. http://dx.doi.org/10.21776/ub.apmba.2012.001.03.1.

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3

Boyle, Ian O'. "Individual Performance Management: A Review of Current Practices." Asia Pacific Management and Business Application 1, no. 3 (2013): 157–70. http://dx.doi.org/10.21776/ub.apmba.2013.001.03.1.

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4

Suprayogi, Wahyu, Siti Nurjannah, Awaluddin Tjalla, et al. "INDIVIDUAL PERFORMANCEE IN PERCEPTION THEORY OF WORK PERFORMANCE." JRMSI - Jurnal Riset Manajemen Sains Indonesia 14, no. 01 (2023): 9–16. http://dx.doi.org/10.21009/jrmsi.014.1.02.

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Penelitian ini bertujuan untuk mengembangkan preposisi tentang kinerja individu, melalui pendekatan kajian teori. Studi ini mengelaborasi beberapa temuan dari para peneliti terdahulu sebagai rujukan dan mengeksplorasi grounded theory, dalam mengembangkan pengetahuan terkait dengan kinerja individu. Metode penelitian kualitatif dengan studi literatur dilakukan untuk memperoleh referensi model penelitian dalam menjelaskan faktor-faktor yang mempengaruhi kinerja individu. Hasil kajian memberikan rekomendasi bahwa aktualisasi peran pimpinan memberikan pengaruh, baik pengaruh secara langsung terhad

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5

Ustrytska, N. "Judgment performance: individual problems." Analytical and Comparative Jurisprudence, no. 3 (February 20, 2022): 173–77. http://dx.doi.org/10.24144/2788-6018.2021.03.32.

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It is investigated that the peculiarities of criminal responsibility and punishment of minors are its individualization, which is based on the maximum consideration of biological, psychological and social immaturity of minors. That is why the state flexibly reacts to such age peculiarities and establishes special rules of criminal-legal influence on such persons. One of the manifestations of individualization of juvenile punishment is an exhaustive list of types of punishment that can be applied to them and the terms of their execution and serving. Attention is drawn to the impossibility of im

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6

Bromwich, Nicki. "Implementing individual performance review." British Journal of Nursing 2, no. 18 (1993): 929–33. http://dx.doi.org/10.12968/bjon.1993.2.18.929.

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7

Ertug, Gokhan, Martin Gargiulo, Charles Galunic, and Tengjian Zou. "Homophily and Individual Performance." Organization Science 29, no. 5 (2018): 912–30. http://dx.doi.org/10.1287/orsc.2018.1208.

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8

Pontius, Frederick W. "Assessing Individual Filter Performance." Journal - American Water Works Association 92, no. 1 (2000): 18–20. http://dx.doi.org/10.1002/j.1551-8833.2000.tb08763.x.

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9

Teixeira Reis Neto, Mário, Cláudia Aparecida Avelar Ferreira, and Rejaine Nélia de Araújo. "Teorías de liderazgo y desempeño individual." Revista científica Pensamiento y Gestión, no. 47 (March 24, 2020): 148–79. http://dx.doi.org/10.14482/pege.47.6001.

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10

Enggar, Afni Nindia, Kusmaningtyas Amiartuti, and Nugroho Riyadi. "Authentic leadership to improve individual performance through value congruence and individual creativity of Indonesian sharia commercial bank employees." World Journal of Advanced Research and Reviews 15, no. 2 (2022): 114–28. https://doi.org/10.5281/zenodo.7756017.

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This study aims to analyze the influence between variables, namely authentic leadership, value congruence, individual creativity and individual performance. Respondents in this study were 98 employees at PT BSI Sub Branch Office in Surabaya, Indonesia. This study uses a quantitative approach with data analysis using PLS (Partial Least Square). The results showed that authentic leadership had a significant positive effect on the value congruence, authentic leadership had a significant positive effect on individual creativity, authentic leadership had a significant positive effect on the individ

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11

Kim, Ki Beom, and Hyung Rok Woo. "Construct Validation Study of Job Performance : Based on Individual Work Performance Questionnaire." Productivity Review 36, no. 5 (2022): 5–29. http://dx.doi.org/10.15843/kpapr.36.5.2022.12.5.

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12

Faber, Nadira S., Jan A. Häusser, and Norbert L. Kerr. "Sleep Deprivation Impairs and Caffeine Enhances My Performance, but Not Always Our Performance." Personality and Social Psychology Review 21, no. 1 (2016): 3–28. http://dx.doi.org/10.1177/1088868315609487.

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What effects do factors that impair or enhance performance in individuals have when these individuals act in groups? We provide a framework, called the GIE ("Effects of Grouping on Impairments and Enhancements”) framework, for investigating this question. As prominent examples for individual-level impairments and enhancements, we discuss sleep deprivation and caffeine. Based on previous research, we derive hypotheses on how they influence performance in groups, specifically process gains and losses in motivation, individual capability, and coordination. We conclude that the effect an impairmen

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13

Veingerl Cic, Z., N. Vujica Herzog, and A. Macek. "Individual Work Performance Management Model." International Journal of Simulation Modelling 19, no. 1 (2020): 112–22. http://dx.doi.org/10.2507/ijsimm19-1-507.

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14

Shah, Neha Parikh, Daniel Z. Levin, and Robert L. Cross. "Secondhand Closure and Individual Performance." Academy of Management Proceedings 2016, no. 1 (2016): 14892. http://dx.doi.org/10.5465/ambpp.2016.14892abstract.

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15

Grether, David M. "Individual Behavior and Market Performance." American Journal of Agricultural Economics 76, no. 5 (1994): 1079–83. http://dx.doi.org/10.2307/1243395.

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16

Riding, Richard. "Individual Differences and Educational Performance." Educational Psychology 25, no. 6 (2005): 659–72. http://dx.doi.org/10.1080/01443410500344712.

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17

Hofmann, David A., Rick Jacobs, and Steve J. Gerras. "Mapping individual performance over time." Journal of Applied Psychology 77, no. 2 (1992): 185–95. http://dx.doi.org/10.1037/0021-9010.77.2.185.

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18

Jane, Wen-Jhan. "Peer Effects and Individual Performance." Journal of Sports Economics 16, no. 5 (2014): 531–39. http://dx.doi.org/10.1177/1527002514521429.

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19

Homroy, Swarnodeep, and Kwok Tong Soo. "Team diversity and individual performance." Manchester School 88, no. 4 (2020): 507–30. http://dx.doi.org/10.1111/manc.12313.

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20

Tam, Carlos, and Tiago Oliveira. "Understanding mobile banking individual performance." Internet Research 27, no. 3 (2017): 538–62. http://dx.doi.org/10.1108/intr-05-2016-0117.

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21

Salomon, Kathryn A., F. Richard Ferraro, Thomas Petros, Kyle Bernhardt, and Katlin Rhyner. "Individual Differences in Multitasking Performance." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 59, no. 1 (2015): 887–91. http://dx.doi.org/10.1177/1541931215591263.

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22

Sloboda, John A. "Individual differences in music performance." Trends in Cognitive Sciences 4, no. 10 (2000): 397–403. http://dx.doi.org/10.1016/s1364-6613(00)01531-x.

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23

Chinloy, Peter, and Daniel T. Winkler. "Contracts, Individual Revenue and Performance." Journal of Labor Research 33, no. 4 (2012): 545–62. http://dx.doi.org/10.1007/s12122-012-9147-8.

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24

Sagar, Peter M., Mark N. Hartley, John MacFie, B. A. Taylor та G. P. Copeland. "Comparison of individual surgeonʼs performance". Diseases of the Colon & Rectum 39, № 6 (1996): 654–58. http://dx.doi.org/10.1007/bf02056945.

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25

Ayers, Rebecca S. "Aligning Individual and Organizational Performance." Public Personnel Management 44, no. 2 (2015): 169–91. http://dx.doi.org/10.1177/0091026015575178.

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26

Dahlquist, Magnus, José Vicente Martinez, and Paul Söderlind. "Individual Investor Activity and Performance." Review of Financial Studies 30, no. 3 (2016): 866–99. http://dx.doi.org/10.1093/rfs/hhw093.

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27

Webb, Nigel. "Individual performance review: An appraisal." Journal of Management in Medicine 2, no. 2 (1987): 115–25. http://dx.doi.org/10.1108/eb060467.

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28

Cardoso Gomes, Daniela, Neuza Ribeiro, and Ana Patrícia Duarte. "O IMPACTO DA LIDERANÇA VIRTUOSA NO DESEMPENHO DOS COLABORADORES." GESTIN – Revista Internacional de Gestão, Direito e Turismo 10, no. 25 (2023): 27–40. http://dx.doi.org/10.53681/p2060162288.25.05.

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This study seeks to examine the impact of virtuous leadership on individual performance of employees, and the mediator role of affective commitment in the mentioned relationship. The sample comprises 370 individuals from different Portuguese organizations. The findings suggest that (i) virtuous leadership explains individual performance and affective commitment, (ii) affective commitment explains individual performance, (iii) the relationship between virtuous leadership and individual performance is totally mediated by affective commitment. Despite the limitations of the study, the empirical e

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29

DeNisi, Angelo S., and Robert D. Pritchard. "Performance Appraisal, Performance Management and Improving Individual Performance: A Motivational Framework." Management and Organization Review 2, no. 2 (2006): 253–77. http://dx.doi.org/10.1111/j.1740-8784.2006.00042.x.

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Performance appraisal has been the focus of considerable research for almost a century. Yet, this research has resulted in very few specific recommendations about designing and implementing appraisal and performance management systems whose goal is performance improvement. We believe that a reason for this is that appraisal research became too interested in measurement issues and not interested enough in ways to improve performance, although some recent trends in the area have begun moving the field in the right direction. We review these trends and their genesis, and propose a motivational fr

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30

Martini, Luh Kadek Budi. "Effect of Individual Factors on Employee Work Behavior and Company Performance." Journal of Advanced Research in Dynamical and Control Systems 12, no. 01-Special Issue (2020): 1014–19. http://dx.doi.org/10.5373/jardcs/v12sp1/20201155.

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31

Agustina, Granit, Rudi Suprianto Ahmadi, Herni Suryani, Arief Darmawan, and Feby Febrian. "THE EFFECT OF INDIVIDUAL AND ORGANIZATIONAL STRESSOR ON THE EMPLOYEES PERFORMANCE." International Journal of Psychosocial Rehabilitation 24, no. 03 (2020): 475–83. http://dx.doi.org/10.37200/ijpr/v24i3/pr200804.

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32

Sharabati, Manal M. N. "End User Satisfaction and Individual Performance Assessments in e-Procurement Systems." International Journal of Computer Theory and Engineering 7, no. 6 (2015): 503–9. http://dx.doi.org/10.7763/ijcte.2015.v7.1010.

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33

McGEE, KATHY GREEN. "Performance appraisals can help increase communication and individual performance." Nursing Management (Springhouse) 23, no. 8 (1992): 36–37. http://dx.doi.org/10.1097/00006247-199208000-00013.

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34

Corkill, David. "Individual triage performance—A novel approach to improving performance." Australasian Emergency Nursing Journal 11, no. 4 (2008): 212–13. http://dx.doi.org/10.1016/j.aenj.2008.09.054.

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35

Thornock, Todd A. "How the timing of performance feedback impacts individual performance." Accounting, Organizations and Society 55 (November 2016): 1–11. http://dx.doi.org/10.1016/j.aos.2016.09.002.

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36

Isnawati, Novalita Claudia, Nur Wening, and R. Sri Handayani. "Individual Capability, Individual Motivation, Leadership, Organizational Climate, Workgroup Effectiveness to Performance." Jurnal Riset Manajemen dan Akuntansi 5, no. 1 (2025): 118–28. https://doi.org/10.55606/jurima.v5i1.5046.

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This study aims to empirically examine the effect of human capital on employee performance. The sample in this study amounted to 50 respondents in the small and medium enterprises. The data used are primary data obtained by distributing questionnaires directly with the simple random sampling technique. The influence test model used is multiple linear regression, analyzed using SPSS 22.0. The results in this study indicate that together all variables of human capital: individual capability, individual motivation, leadership, organizational climate and work group effectiveness have a significant

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37

Fathlistya, Woromita, and Martina Dwi Mustika. "How Perceived Individual Safety Attitude Helps to Explain The Relationship Between Sensation Seeking and Risk-Taking Propensity in The Prediction of Individual Work Performance." Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) 11, no. 2 (2021): 191. http://dx.doi.org/10.24036/rapun.v11i2.110589.

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Understanding the attitudes of individuals toward safety is important for hospital prevention programs and could reduce safety-related accidents. This study investigates the effects of perceived individual safety attitude in explaining the relationship between sensation seeking and risk-taking propensity for rewards in predicting individual performance. An on-line cross-sectional study was undertaken in which 177 nurses who completed an objective task (BART) and self-report questionnaires. Path analysis results revealed that perceived individual safety attitude influenced the relationship betw

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38

Dewi Astuti, Rifelly, Tengku Ezni Balqiah, and Elevita Yuliati. "Role of individual entrepreneurial orientation and innovation in SME performance: Gender perspectives." Problems and Perspectives in Management 22, no. 2 (2024): 365–78. http://dx.doi.org/10.21511/ppm.22(2).2024.28.

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Individual entrepreneurial orientation and innovation are essentials for small and medium enterprises (SMEs) to drive their performance, including surviving or even growing during economic crises. The entrepreneur’s gender might have an impact on those relationships. Hence, this study aims to analyze whether there were some differences in the five dimensions of individual entrepreneurial orientation and differences in the influence of individual entrepreneurial orientation and innovation on performance between male and female entrepreneurs. The study was performed through an online survey of 3

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39

Edie, Kurniawan, and Utami Tjhin Viany. "Measuring geospatial information system success on individual performance impact." Measuring geospatial information system success on individual performance impact 30, no. 2 (2023): 1128–39. https://doi.org/10.11591/ijeecs.v30.i2.pp1128-1139.

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This research will analyze the influence of the quality of sales IndiHome information system (SIIS) on individual performance. In this research, the SIIS dashboard quality aims to accommodate them using a model that meets the updated Delone and McLean model. Individual productivity is measured through the Net Individual Benefit variable. It measures the impacts obtained after using the SIIS dashboard on work success. Indihome is Telkom Indonesia broadband retail brand. In this business, the service must be installed for each house. The challenges are to provide the best service to customers, m

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40

Lailatur Rizki, Via. "Individual Characteristics And Discipline Of Performance." Jurnal Ilmu Manajemen Advantage 4, no. 1 (2021): 40–44. http://dx.doi.org/10.30741/adv.v4i1.605.

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This article analyze the individual characteristics and police work discipline on the performance of traffic police. Lumajang. This article used a quantitative approach and the testing of hypotheses, a population that is used is the police of traffic police, Lumajangthe sample collection and use of census. The method of analysis of the data used in the article it is multiple regression analysis. The result showed that significant individual characteristics have a positive impact on the performance of traffic police precinct Lumajang. Work discipline have a positive impact on the performance of

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41

Clarke, Stephen, Justin G. Oakley, David A. Neil, and Joseph E. Ibrahim. "Public reporting of individual surgeon performance." Medical Journal of Australia 183, no. 10 (2005): 543. http://dx.doi.org/10.5694/j.1326-5377.2005.tb07161.x.

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42

Hendra, Hendra, and Yunsuk Cha. "Does Job Resources Affect Individual Performance?" Journal of Human Resource Management Research 29, no. 1 (2022): 57–78. http://dx.doi.org/10.14396/jhrmr.2022.29.1.57.

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43

Petryk, Vladyslav Ihorovych. "INDIVIDUAL PERFORMANCE STYLE OF MARTIN FROST." European Journal of Arts, no. 4 (2021): 96–102. http://dx.doi.org/10.29013/eja-21-4-96-102.

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44

E.C Voon, Joyce, Boo Ho Voon, and Ai Kiat Teo. "Individual Service Excellence for Better Performance." Journal of Creative Practices in Language Learning and Teaching (CPLT) 9, no. 2 (2021): 126. http://dx.doi.org/10.24191/cplt.v9i2.16445.

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An individual's attitude is imperative in sustaining his/her performance. One has to believe and do the right things all the times for excellence. However, there are many aspects that the individual needs to recognize and do excellently well. This paper presents an attitudinal measurement on service excellence attitudes and links it to the students’ MUET performance. The multi-item measurement scale was systematically developed and empirically tested for reliability and validity. The individual’s service excellence scale was called MyServEx (My Service Excellence) which consisted of 6 dimensio

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45

Goodhue, Dale L., and Ronald L. Thompson. "Task-Technology Fit and Individual Performance." MIS Quarterly 19, no. 2 (1995): 213. http://dx.doi.org/10.2307/249689.

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46

Sutton, R. Anderson. "Individual Variation in Javanese Gamelan Performance." Journal of Musicology 6, no. 2 (1988): 169–97. http://dx.doi.org/10.2307/763713.

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47

Shu, Pei-Gi, Shean-Bii Chiu, Hsuan-Chi Chen, and Yin-Hua Yeh. "Does Trading Improve Individual Investor Performance?" Review of Quantitative Finance and Accounting 22, no. 3 (2004): 199–217. http://dx.doi.org/10.1023/b:requ.0000025760.91840.8d.

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48

Ribeiro, Neuza, Ana Patrícia Duarte, and Rita Filipe. "How authentic leadership promotes individual performance." International Journal of Productivity and Performance Management 67, no. 9 (2018): 1585–607. http://dx.doi.org/10.1108/ijppm-11-2017-0318.

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Purpose The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles. Design/methodology/approach The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB. Findings The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic

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49

Shaughnessy, Brooke A., Darren C. Treadway, Jacob W. Breland, and Pamela L. Perrewé. "Informal Leadership Status and Individual Performance." Journal of Leadership & Organizational Studies 24, no. 1 (2016): 83–94. http://dx.doi.org/10.1177/1548051816657983.

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50

Stasson, Mark F., and Scott D. Bradshaw. "Explanations of Individual-Group Performance Differences." Small Group Research 26, no. 2 (1995): 296–308. http://dx.doi.org/10.1177/1046496495262007.

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