Ethnographic Methods in Qualitative Research

Ethnographic Methods in Qualitative Research Firstly, this essay outlines a definition of both qualitative and ethnography methods. It will then explain how four articles of qualitative research have used the ethnographic method. It will discuss each article then compare and contrast them. Finally, the essay will look at a critical analysis of ethnography by linking the articles to the data written. They are as follows: Impact of financial incentives on clinical autonomy and internal motivation in primary care: ethnographic study is article one; Assessing the promise of user involvement in health service development: ethnographic study is article two; Receptionist input to quality and safety in repeat prescribing in UK general practice: ethnographic case study is article three; and Role of ethnographic research for assessing behavior of employees during cleaning and sanitation in food preparation areas is article four. And finally, it will look at different perspectives on ethnography such as feminist and postmodernist. Qualitative research collects data that usually diary accounts, open-ended questionnaires, unstructured interviews and unstructured observations (Jamshed, 2004). This kind of research is hard to measure. It includes things such as eye colour or characteristics of something that are obtained by in-depth research through collecting rich data. Therefore, qualitative research can be described, rather than measurable data (quantitative) (Patton and Cochran, 2002). Ethnography is used to represent the study of realism through knowledge and experiences, and the understanding of human behaviour, and in addition It consists of debates on the emergence of todays society. Max Weber definition embraces the explanation and understanding by using the interpretive understanding of social action, where interpretivism is subjective meaning to social action. Schutz (1962) suggest it is observation on the experiences of everyday lives (Schutz, 1962, p. 59 cited in Bryman, 2008, p.16). Ethnography is a study of observation and interviews, and developing an understanding of the society and individuals behaviour. According to Sarsby (1984) every field is different and it is being at the right place at the right time (Bryman, 2008, p. 401) and building a relationship with partcipants. Article one is a study that was done using observations and interviews. The research explores the attitudes and patterns of behaviour of the staff. The researchers had interviews that were both formal and informal conversations with most of the staff. To get the details it was requested that the partcipants described their job roles. They were asked what their views were on how it affected their jobs with new contracts (MacDonald, 2007). The methods they used were interviews and observations of involvement within the practice. They stated that the data of these methods helped to compare the behaviour of the staff (MacDonald, 2007). With the interviews, they transcribed and coded to recognise the developing areas. They conversed with the research team frequently to assess expectations and also to categorise ways for more study (MacDonald, 2007). There are limitations to this study, as the researchers conducted insignificant samples and there were no views from the staff within the practices. Besides that, they found that they could not observe the motivation of the staff. This is because it might delay observations of their behaviour and the writing up of their findings (MacDonald, 2007). The research shows the early stages and there is a need for further research (MacDonald, 2007). The outline of the study where the structural deviations linked with the implementation of the quality and outcomes has shown the ways that doctors and staff relate to each other. In addition, it shows the difficulty in predicting the long-term costs of the changes (MacDonald, 2007). Article two used participants observations and interviews, and collections of documentary evidence. It was led by professionals that determined the areas that needed improvement where partcipants users could take part (Fudge, 2008). It was hard to identify the effect on the services. Indeed, the study highlighted there was further knowledge of the personal gains for the staff who were involved (Fudge, 2008). By doing this research it gave increased knowledge about strokes and the services available for patients and specialists, and administrative staff (Fudge, 2008). There was not much evidence of direct user involvement of improving quality of services. In addition, there a lack of skilled staff was noticed (Fudge, 2008). The study has limitations because the programme is not directly generalisable to modernisation. Another limitation was that the study was only carried out two years of the three years that was predicted. It only provided part of the study where the user involvement continues to progress (Fudge, 2008). One strength of this research is that, by using the ethnography method, they are able to include participant observations. They can see what the staff actually do instead of what they say (Fudge, 2008). The objective of the research in article three was to describe, explore and to compare organisational routines for repeat prescriptions in doctors surgeries. (Swinglehurst, 2011). The investigation involved mapping the prescribing service by building on a rich description of the organisational doctors surgeries, and also connecting them through combination reports on the repeat prescriptions (Swinglehurst, 2011). The research showed that the receptionists and administrative staff regarded themselves responsible to the patients when repeating prescriptions. It requires a high degree of modifying and the decision of receptionists where there is a need for an updated study for patient protection (Swinglehurst, 2011). It was found by researchers that the doctors were oblivious of the input of their receptionists and administrative staff, indeed, within the article there was no information in the policy documents and previous research. However, the staff were occasionally criticised for n ot getting work done and their indirect ways of safeguarding patients (Swinglehurst, 2011). The research discovered the relationship and pressures of the work they do daily, and to find ways of the issues within the surgeries, and to find a better way for the procedure of repeat prescriptions. They found their research was bigger than any other UK practice. Furthermore, the willingness of the staff being observed could have replicated features of the practice. This is common when observing, as using electronic patient records are combined with pharmacy systems (Swinglehurst, 2011). Article four is a study that observes and undertakes interviews in the workplace. This is to see how they understand and explore practices of food handling and provide measures for the effectiveness of workplace training. The research shows that the results help to identify areas of improvement, by allowing the progress of training with the right tools. This is where the training is inputted from primary production through to food handling by the consumer (Crandell et al., 2015). This study used an ethnography method to collect the data of employees who did the cleaning and sanitation jobs (Crandell et al., 2015). Many tasks were identified while doing an observation interview procedure (Crandell et al., 2015). The study showed that there was a need for improvement and to provide training and materials, and also to regulate whether the SOP and SSOP procedures were being followed as written and if not, why not? (Crandell et al., 2015). The research found that there is a need for new a nd modified work flow, and with new tools and training (Crandell et al., 2015). The researchers used interviews with open-ended questions to fill the gaps that observations cannot pick up. However, there are limitations with open-ended questions that can give diverse information; the answer could be irrelevant to the research, and also the question can be too complex and the interviewee could lose their way in the interview. Another problem is that the person who is being interviewed could be intimidated by the questions. It can be time consuming and the interviews take a long time to transcribe and code. Strengths of open-ended questions interviews include that they can allow for unlimited possible answers and can be answered in detail. Some findings could be gained that the interviewer had not thought of using before. This essay will now use critical analysis of the ethnography method, and it will discuss the findings within the study. An example of ethnography is the Chicago School of Social Research. Robert Park encouraged students to study and observe the continuous changes of social occurrences of Chicago in the 1920s and 1930s. The research was extensive in areas such as crime and deviance, race relations and urbanism (May, 2001, p.147; Bulmer, 1984a; Kurtz, 1984). It is claimed that the researcher was part of the study in order to get an understanding of changes by participating and recording their experiences (May, 2001, p.148). However, it can be argued that individuals act on principles from their environments. This is because they can understand the actions of individuals who occupy and produce cultures, defined as symbolic and learned aspects of human behaviour. Becker (1979) states that there is a need to recognise the difficulties and concepts in order to determine the information within the study (May, 2001, p148). Ethnography leads to an empathetic understanding of a social setting. Glaser and Strauss (1967) state that it should be related to the behaviour of the study. As the researcher is exposed to each social setting it acts as a control on reaching rushed conclusions (May, 2001, pp. 150-151). It is possible that researchers will omit a whole range of data in order to confirm their own pre-established beliefs, leaving the method open to the charge of bias. Furthermore, the observation of small-scale setting leaves it open to the charge that its findings are local, specific and not generalisable. It therefore lacks external validity. This may be challenged by arguing that the observed social setting is typical, by adopting the perspective of realism and examining the generative mechanisms of human interaction (May, 2001, pp. 170 171, Porter, 1993), or using a variety of data sources (May, 2001, p.171). This essay will now compare the four articles. All articles used an ethnography method with interviews and observations. Article one and two did a small amount of research. It is clear if the study was done over a longer term it would have been more accurate. This is because the researchers would have rich and more detailed data. Article two is an example of this statement. It was smaller than the researchers predicted à ¢Ã¢â€š ¬Ã¢â‚¬ ¢ they only researched for two years instead of the three years they predicted. Article one had no mention of the views from the staff and in article three the doctors were unaware of what administrative staff do within the practice. However, they were often asked what they have done within the day. Article four used open-ended questions to fill in the gaps that observation could not identify. However, it can be argued that the questions can be complex and all the answers are not recorded. The first research only used a small group of researchers; the study does not show the views and the outcomes of observation in the study. There were many consequences and it was difficult to recognise the impact of the services. The research found that there is a lack of technical knowledge. However, other studies have shown it helps with the running of the surgery. The third undertook an investigation by charting the services to build a rich description. It showed it is essential for quality and services on repeat prescriptions. Also, it highlights the work that the receptionists and administrative staff do in the background. Indeed, teamwork is essential for patient safety. Finally, the fourth study identifies areas of improvement and training with the right tools. The study evaluates the cleaning process of working with food. Documents were observed and identified the need for improvements in employee training with the right tools, and training for improvement. This kind of research has proved to be first-rate and it seems to be an ideal way to study. Even though there are differences among areas of study, it has delivered an in-depth collection of data. It also often determines more research that needs to done. There are limitations too; time is an issue for ethnographic studies and there are costs with doing full in-depth research. Another example would be funding à ¢Ã¢â€š ¬Ã¢â‚¬ ¢ to do an in-depth research will cost money to do. It will be cheaper to do a survey then an investigation over a long time. However, the main challenge would be acceptance from the people they are studying. They need to be accepted in the area of a study to get the best results. The progress is important to find out the key informants to conduct this kind of research. This is because they would undertake regular reviews and the researchers need to have a good rapport with them. When conducting research participant observation involves looking and listening. The objective is to see individuals in their usual background; the investigator should not interrupt the setting. Blending into the background is usually recommended. However, it can be impossible, for example, when observing in a classroom will be out of place. This can result in an artificial setting (Taylor et al., 1995, p621). However, it can be difficult to observe sometimes a participant observer and interviewers are unclear because researchers usually write up the days finding on the day while they are still fresh in their minds. However, even d oing it on the same day information can be left out due to the fact that the researcher cannot remember everything that has be spoken in the interview. Feminist approach suggests that issues concerning women are often overlooked. Looking through the feminist lens they believe that it is how we think, such as what is the truth and what is false, (epistemology) and it is the reflection of the researcher understanding of what is fact(ontology). According to Marcus (1992) realist ethnographers believe in coherence, community, historical determination and structure (Skeggs, Nd, p.431). In addition, there is a reality out there which can be discovered and identified.(Skeggs,Nd, p.431). Marcus also suggest that it is the question of who or what controls and defines the identity of individuals, social groups, nations and cultures (Skeggs, Nd, p.431). http://reinhardmeyers.uni-muenster.de/docs/Postmodernism5.htm Postmodernists ethnographers focuses on the pressures of issues of globalisation, and the movement of people, and the everyday relations of the world (Weiss and Wesley, Nd). Therefore, different perspectives see ethnography in a different way, and also do their study in various differences of their research. They argue that the nature of knowledge has changed to a new radical theories. The theory of knowledge (epistemology) claims that the truth can be discovered by the use of the correct techniques. In addition, it used to evaluate what is true and what is not, however, postmodernist believe it is possible to rule out the knowledge as being untrue (har Hol, yr, pp. 904/5). In conclusion, this essay has looked at how qualitative research and ethnography methods are used in four different articles. It has sought to identify similarities and differences of using ethnography within research. All four used ethnography with observation and interviews. In the studies, they all highlighted that there is a need for further research and training is needed in all areas of these works of research. Each work of research was done in different areas; however, they have similar aspects in what they covered. However, they have used the study in different ways. It has shown that, when using the qualitative research and ethnographic method, there are strengths and weaknesses. Before starting the research, these have to be examined before deciding on what method to use. By looking at different views on ethnography, it highlights that they look at it in different perspectives of the work of ethnography method.

Comparison of word processors

Use your textbook and online job search sites such as workshop's. Com, monster. Ca, dice. Com (not dice. Ca) or other Government or Company sites of your choice to briefly research each of these five types of jobs. Canadian information is preferred. If you do use IIS information please be sure to indicate it in your description.For each of the five you should, at a minimum, look into and present back: Summaries of job descriptions or functions Experience required Education required Salary or Hourly Rate (if available) Is this a good job for you? Why yes or no? (what am really interested in) Any other valuable or pertinent information Create ONE of the following to share your findings with: Well formatted MS-Word document pages) log type video of you sharing your findings and thoughts (Make sure you include your own thoughts as well. Formatting is up to you but should show consistency in fonts, sizes, color, spacing etc. If you Copy & Paste from a website to MS Word you may need to cl ean up the formatting a bit as well. This is NOT intended to be a huge assignment. Some students have found it to be effective to create a emulate page / form in MS-Word and then fill it out for each job. Flex those Word skills!Please include in your work which website URL you actually referenced. Multimedia submissions should be accompanied with links in the file's description or in a text file submitted alongside the media file. If job reference numbers or some sort of identification is available please include them.

Philippine Literature - 1933 Words

Literature—Philippines Literaturemdash;Philippines Philippine literature, written in Filipino, English, Spanish, and Philippine languages (e.g., Cebuan, Ilocano, Tagalog, Hiligaynon, Pampangan, Hanunuo-Mangyan, and Bontok), has been influenced by colonization, economic and social systems, religion, and political movements. An oral tradition continues to exist through epics, riddles, poems, and legends of the countrys around sixty ethnolinguistic groups, reflecting a culture linked with the Malay of Southeast Asia and the influence of Indian, Arabic, and Chinese cultures. With the colonization of the islands by Spain and the United States, Western forms such as the novel, short story, essay, and full-length play were introduced.†¦show more content†¦The growth of a nationalist consciousness resulted in literature that called for reform. Written by ilustrados (Filipino students in Spain), many of these works either parodied religious literature or introduced new literary forms to better articulate issues. Marcelo H. del Pilar (1850ndash;1896) criticized religious orders using the pasyon and prayers, using monetary currency to describe the friar in the poem Friar Ginoong Barya (Hail Father Coins) a parody of Aba Ginoong Maria (Hail Mary, a popular prayer). National hero Jose Rizal (1861ndash;1896) wrote the novels Noli me tangere (Touch Me Not, 1887), and El filibusterismo (The Subversive, 1891), works that portrayed Philippine society with a critical view, introduced realism, and are considered to be among the most important works in Philippine literature. The revolutionary organization Katipunan published in its newspaper Kalayaan essays and poems emphasizing that the Philippines was a free land before the coming of the Spaniards, thus justifying the need for a revolution. Ang Dapat Mabatid ng mga Tagalog (What the Filipinos Should Know), by Andres Bonifacio (1863ndash;1896), rallied Filipinos in the struggle against Spain. The essay Kalayaan (Freedom), by Emilio Jacinto (1875ndash;1899), asserts that freedom is a basic right of all human beings. 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Incorporate with these materials and sources, researchers will be able to understand further and know better about the research topic. It will be also helpful to the researchers by providing some information of the methods used in the past conducted studies. In this chapter, researchers willRead MoreThe Sino Philippine South China Sea Conflict1499 Words   |  6 PagesAmy Ly POL 122 30 November 2015 The Sino-Philippine South China Sea Conflict Introduction In addressing a long-time conflict, the Permanent Court of Arbitration in The Hague ruled on 29 October 2015 that it will be holding hearings over a South China Sea territorial dispute filed by the Philippines against the People’s Republic of China. The South China Sea has been a region of large dispute over both unresolved island and maritime claims by the People’s Republic of China, Republic of China (Taiwan)Read MoreWhat Are the Problems Being Encountered by the Irregular Students1563 Words   |  7 Pages 4 Significance of the Study 6 Scope and Delimitation of the Study 7 Chapter II. Review of Related Literature 8 Chapter III. Research Design and Methodology 13 John B. Lacson Foundation Maritime University-Molo, Inc. College of Business Iloilo

Childhood Obesity And Its Effects - 894 Words

Childhood obesity, a monstrous disease that grabs the attention of its victims so effortlessly, is a frightening concern among many. Childhood obesity is a condition in which a child is extremely overweight for their particular age group. This disease has rapidly increased its victims by luring them in with mouth-watering advertisements, pleasurable menu items and amusement. To cause matters to become increasingly detrimental to their health, technology has been introduced to kids at particularly young ages causing them to become less active or sluggish. When unhealthy food items and lack of physical activity are combined, the child’s chances of health issues increase. Childhood obesity is an immense concern to parents with children who suffer with the disease, however; parents are not investing enough of their time into making substantial strides toward giving their children a healthy and active lifestyle. It is essential that parents allow it to become their leading priority to provide their children with healthy meals, daily exercise and regular visits to their doctor. Initially, parents should direct their focus towards promoting a healthy lifestyle for their child. Parents should start by explaining to their child that not all healthy meals are revolting and nauseating. However, they can be appetizing and nutritious at the same time. To start this process, the parent will need to balance the calories that the child will consume with the calories the child will burnShow MoreRelatedThe Effects Of Obesity On Childhood Obesity Essay1953 Words   |  8 Pagesfind out what has caused or what the leading factors to obesity are. Researchers are currently still doing research to find out what causes or what may be the lead to obesity. 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Additionally, it should be determined if these actionsRead MoreChildhood Obesity And Its Effects1551 Words   |  7 PagesChildhood obesity has become an epidemic in our nation. Currently, more than one in six American children is obese, which is three times the rate as that of the 1970s [1]. Obesity contributes significantly to cardiovascular disease, different types of cancers, as well as diabetes. About 70% of obese children/adolescents have at least one risk factor for heart disease, such as hyperlipidemia and hypertension, and almost 40% of obese youths have at least two additional risk factors. Increase in ratesRead MoreChildhood Obesity and Its Effect1260 Words   |  6 PagesChildhood obesity is considered to be a serious issue among our youth. Obesity can cause many types of physical problems, which most are aware of, but it can also cause some undesirable internal feelings within children and adolescents who suffer from it. 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According to PMC, the US Library of National Health and Medicine and National Institutes of Health, over 42 million children under the age of five are obese worldwide in 2010, and that number continues to ascend at an alarming rate. Obesity occurs when the body stores an excess amount of fat that is not necessary for the person’s survival. Some scientists have argued thatRead MoreChildhood Obesity And Its Effects1287 Words   |  6 Pagesother kids wear. Body image is everywhere you look. Obesity is defined as â€Å"Having a body mass index (BMI) above the normal range for age and sex in children† (Moglia, Dill, 2014). Obese children are subject to ridicule from peers, teachers, and sometimes even family. My five year old daughter is now bigger than her peers, weight and height wise. She has already come home from school with tears in her eyes because a classmate called her fat. 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The Vitality of Rome’s Loyal Allies for Expansion Essay

Ancient Rome in 338 BC had finally defeated the alliance between the Latin Cities, which then allowed her to gain control over Latium. From here she began forming alliances and conquered many states in Italy. Through the vital cooperation, attribution to military success by providing men for the Roman army, and protection that her allies offered, Rome’s boundaries were pushed further. Her expansion had spread from her immediate surrounding areas of the Mediterranean until her power stretched out both east, west and south of the actual city of Rome (149 BC). Therefore, Rome’s successful expansion is due to the loyalty of her allies. The establishment of loyalty between Rome and her allies allowed her to conquer their territories while†¦show more content†¦(Tingay and Badcock, 43) For example, such selfless fighting can be observed during the First Punic War in 260 BC. Despite the fact that the Carthaginians had defeated the Romans twice in battle, â€Å"the Rom an people by voluntary contributions built one last fleet.† (Stillman, 8) That â€Å"last fleet,† due to their loyalty to Rome, defeated the Carthaginians. (Stillman, 8) Having allies in this battle was important because they comprised a very large amount of the Roman army, so the pure willpower of this army during the final battle would not have been as powerful without them. From this victory Rome acquired the island of Sicily, which allowed her to dominate trade and expand over the Mediterranean. (Tingay and Badcock, 43) Therefore the military success, which was highly beneficial in expanding Rome (typically through war), was positively impacted by the loyal alliances Rome made with her surroundings. Most importantly, though, the loyalty of Rome’s allies provided vital protection beyond military success, allowing expansion. For instance, one of the first tests of the loyalty of Rome’s allies was during the Pyrrhic Wars (280 BC). In this war King Pyrrhus of Epirus fought to protect Tarentum from Roman conquer. Nevertheless, the â€Å"allied cities†¦refused to open their gates to Pyrrhus as he marched towards

Relation of Group Performance to Age Free Essays

string(139) " of previous quantitative reviews of the age–performance relationship, and discuss how the current study extends these previous reviews\." Journal of Applied Psychology 2008, Vol. 93, No. 2, 392– 423 Copyright 2008 by the American Psychological Association 0021-9010/08/$12. We will write a custom essay sample on Relation of Group Performance to Age or any similar topic only for you Order Now 00 DOI: 10. 1037/0021-9010. 93. 2. 392 The Relationship of Age to Ten Dimensions of Job Performance Thomas W. H. Ng The University of Hong Kong Daniel C. Feldman The University of Georgia Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, organizational citizenship behaviors, safety performance, general counterproductive work behaviors, workplace aggression, on-the-job substance use, tardiness, and absenteeism. Results show that although age was largely unrelated to core task performance, creativity, and performance in training programs, it demonstrated stronger relationships with the other 7 performance dimensions. Results also highlight that the relationships of age with core task performance and with counterproductive work behaviors are curvilinear in nature and that several sample characteristics and data collection characteristics moderate age–performance relationships. The article concludes with a discussion of key research design issues that may further knowledge about the age–performance relationship in the future. Keywords: age, aging, older workers, job performance, meta-analysis According to the Bureau of Labor Statistics, the median age of the American workforce has been increasing over the last 30 years—35 years old in 1980, 37 years old in 1990, 39 years old in 2000, and 41 years old in 2006. This trend is also evident worldwide. For instance, International Labor Organization (2005) statistics indicate that young adults between the ages of 20 and 24 were the largest segment of the working population in 1980. However, by 1990 the 30 –34 age group was the largest segment of the working population, and today the largest segment of the world’s working population is the age 40 – 44 cohort. Older workers are becoming an increasingly important concern for organizations for reasons beyond their sheer numbers. The shift to an older workforce has caused many organizations to spend more money on succession planning, pension benefits, health insurance, and medical benefits (Beehr Bowling, 2002; Paul Townsend, 1993). In addition, numerous organizations have concerns (and/or stereotypes) that older workers may exhibit lower productivity (Avolio Waldman, 1994; Greller Simpson, 1999; Hassell Perrewe, 1995; Lawrence, 1996). For instance, compared with younger workers, older workers are stereotyped as being less physically capable, as more likely to have problems getting along with coworkers, as preferring to invest more time in their families than in their jobs (Fung, Lai, Ng, 2001; Paul Townsend, 1993), as less technologically savvy, and as less willing to adapt quickly in volatile environments (Isaksson Johansson, 2000; Riolli-Saltzman Luthans, 2001). Thomas W. H. Ng, School of Business and Economics, The University of Hong Kong, Pok Fu Lam, Hong Kong; Daniel C. Feldman, Terry College of Business, The University of Georgia. Correspondence concerning this article should be addressed to Thomas W. H. Ng, School of Business and Economics, The University of Hong Kong, Pok Fu Lam, Hong Kong. E-mail: tng@business. hku. hk 392 Previous research has produced mixed results, however, regarding the precise relationship between age and job performance. In the three most-cited quantitative reviews of this literature, one found a moderate-sized positive relationship between age and performance (Waldman Avolio, 1986), one found that age was largely unrelated to performance (McEvoy Cascio, 1989), and the third found that the age–performance relationship took an inverted-U shape (Sturman, 2003). We believe that one reason for these mixed results is that much of the previous research on the age–performance relationship has focused rather narrowly on the performance of core task activities. As a result, past research has not closely examined the broad spectrum of behaviors that comprise â€Å"job performance† and the multiple ways in which age is related to work effectiveness. Over the past 2 decades, organizational researchers have been examining numerous other job-related behaviors that also legitimately fall under the rubric of job performance. These include the following: creativity, performance in training programs, organizational citizenship behaviors (OCBs), safety performance, counterproductive work behaviors, on-the-job substance use, workplace aggression, tardiness, and absence. Although most of these job behaviors could not be called core task activities per se (Organ, 1988), they do significantly affect organizational productivity by shaping the organizational cultures and environments in which core task performance takes place (Borman Motowidlo, 1997). As such, examining a broader and more inclusive set of job performance measures may help clarify the complex relationship between age and performance. Mixed results on the age–performance relationship may also be partially attributable to the differing nature of research samples and data collection characteristics (Lawrence, 1996; S. R. Rhodes, 1983). For instance, research samples may vary in terms of the types of jobs workers perform, and as such, results may vary depending upon which skills older workers are required to utilize. AGE AND JOB PERFORMANCE 393 Similarly, because the nature of the work environment has changed substantially over the past 30 years, studies on the age–performance relationship conducted in the 1970s may have yielded very different results than studies conducted more recently. In addition, there may be differences in results depending upon whether data were collected cross-sectionally or longitudinally. For example, the effect of intraindividual aging on performance observed in longitudinal studies may be smaller in magnitude than the effect of broad age group differences observed in cross-sectional studies at any one point in time. Thus, examining the potential moderating effects of sample and data collection characteristics is not only important for research methodology purposes but for theoretical and practical reasons too. It allows us to identify the conditions under which age is likely to have positive, zero, or negative associations with various components of job performance. In the following section of the article, then, we briefly address some definitional issues, consider the results of previous quantitative reviews of the age–performance relationship, and discuss how the current study extends these previous reviews. You read "Relation of Group Performance to Age" in category "Papers" Next, we present the results of an extended meta-analysis and provide evidence on the relationships between age and 10 performance dimensions. In the subsequent section, we examine the moderating effects of sample and data collection characteristics and also explore potential curvilinear relationships between age and performance dimensions. Finally, in the concluding section, we discuss the implications of our findings for future research and the management of older workers. Theoretical Background Definitional Issues Age versus aging. Age is a continuous variable and is used as such in our analyses. When we refer to age differences, we are referring to group-level differences between individuals at one age and individuals at another age. It is important to note here that, similar to previous quantitative reviews in this area of research (McEvoy Cascio, 1989; Waldman Avolio, 1986), the goal of the current meta-analysis is not to isolate the effects of aging per se. That is, we are not directly examining the intraindividual aging process itself and how it relates to job performance. Instead, our goal is to examine the relationships between age and job performance dimensions across different cohorts and research contexts. For instance, is age, on average, related to job performance after taking into consideration different sample characteristics and research conditions? Is the relationship between age and core task performance stronger or weaker than the relationship between age and citizenship behavior? These are the kinds of questions we attempt to address here. Older workers. Who is considered an â€Å"older worker† has been debated in the literature for quite some time. In the retirement literature, older workers are often identified by having reached retirement age or by years until reaching retirement age (Beehr, 1986; Doeringer, 1990). Moreover, as Cleveland and Shore (1992) have noted, age can be defined in terms of an employee’s chronological age, the employee’s subjective age (the individual’s self-perception of age), the employee’s social age (others’ perceptions of the employee’s age), and the employee’s relative age (the egree to which the individual is older than others in the work group). Thus, the meaning of â€Å"old† depends, to some extent, on the demographic profiles of an organization or occupation (Shore, Cleveland, Goldberg, 2003). Another definition that is frequently used in this literature is the legal definition of â€Å"older worker† provided by the U. S. Age Discrimination in Employment Act of 1967 (ADEA). This act prohibits discrimination against workers who are 40 years old or above. Although our data analyses use continuous measures of age wherever possible, in our discussion of â€Å"older workers† in the text, we generally rely on the ADEA definition for a variety of reasons. First, previous meta-analyses of age in the applied psychology literature have also utilized 40 years old as the cutoff age (Thornton Dumke, 2005). Second, unlike authors in disciplines like gerontology and sociology (e. g. , Lindenberger Baltes, 1997) who use high cutoff ages to make fine distinctions between the â€Å"young elderly† and â€Å"old elderly† (e. g. under and over age 85), scholars in the organizational sciences are particularly attuned to the fact that the age range in the active workforce is typically 16 – 65 years old (International Labor Organization, 2005). Thus, at least in terms of making a dichotomous split in the workforce, 40 years old appears to be an acceptable cutoff to distinguish between younger and older workers. Third, careers researchers have observed that age 40 typically marks the end of career establishment stage and the start of career maintenance stage (Super, 1980). As such, the chronological age of 40 often represents a major transition in career stages as well. Finally, defining older workers as 40 or above has some practical benefits because it directly aligns research findings regarding older workers to management implications regarding ADEA compliance in hiring, termination, performance evaluation, and promotion decisions. Undoubtedly over time, the definition of â€Å"older worker† will change. For example, the amendment of ADEA (by the Older Workers Benefit Protection Act of 1990 and the Civil Rights Act of 1991) to prohibit mandatory retirement ages may ultimately push back the age t which people retire (although labor statistics have not indicated any increases in retirement age as of yet). Even more likely, gains in life expectancy will change our conceptions of who is â€Å"middle-aged† and who is â€Å"old. † For our current purposes, though, the definition of older workers as being age 40 or older is consistent with both previous research and legal definitions and has the benefit of being â€Å"objectively† determined and verifiable across researchers and contexts. Previous Reviews of the Age–Performance Relationship Three major quantitative reviews of this literature have been published in the last 25 years. Waldman and Avolio’s (1986) review is the earliest meta-analysis in this area. The authors identified 13 empirical studies containing 40 samples. They found that age was positively related to productivity measures of job performance (. 27). On the other hand, age was weakly but negatively related to supervisor ratings of job performance ( . 14). Furthermore, Waldman and Avolio found that the relationship between age and supervisor-rated job performance was stronger for nonprofessionals ( . 8) than for professionals ( . 05). Peer ratings of job performance were related to age at . 10. In sum, Waldman and Avolio (1986) illustrated that the sign of the relationship between age and task performance varies depend- 394 NG AND FELDMAN ing upon which measure of performance is being utilized, who does the performance ratings, and what kinds of jobs workers hold. To the extent that there is a d rawback to this meta-analysis, it is the lack of availability of a large number of studies at that time. Meta-analyses that include too few cumulative studies may contain second-order sampling errors (Hunter Schmidt, 1990). Addressing this drawback, McEvoy and Cascio (1989) identified 65 empirical studies (containing 96 samples) conducted on the relationship between age and performance. Across these 96 samples, the authors found that the mean correlation between age and job performance was quite low (. 06) and that the confidence intervals contained the value of zero. Unlike Waldman and Avolio (1986), McEvoy and Cascio found that type of performance rating (productivity vs. upervisory rating) and job type (professional vs. nonprofessional) did not moderate the relationship between age and performance. The different results observed in these two meta-analyses may be attributable to the different sets of studies the researchers considered, as McEvoy and Cascio located a wider range of empirical studies than Waldman and Avolio had included. Sturman’s (2003) meta-analysis hypothesiz ed that the relationships of performance with three age-related variables (chronological age, job experience, and organizational tenure) were in the form of an inverted-U shape. With respect to the age–performance relationship, Sturman found that the corrected effect size across 115 empirical studies was . 03. Although this effect size is very small, he did find that this relationship was indeed an inverted-U shape. That is, age was positively related to job performance when age was low but was negatively related to job performance when age was high ( 49 years old). Below, we highlight the main evidence supporting these three different perspectives on the age–performance relationship. Whereas earlier research on older workers largely focused on the negative relationship between age and task performance (S. R. Rhodes, 1983), more recently researchers have been examining the ways in which age can facilitate task performance or, at the minimum, not adversely affect it (Ebner, Freund, Baltes, 2006; Kanfer Ackerman, 2004). As a result, we have a much richer picture now of how age is positively or negatively related to core task performance but not as complete a picture of how age relates to a broad spectrum of other performance measures. unctions, that is, monitoring and controlling attention, suppressing irrelevant information, utilizing analytical reasoning, and updating information in working memory. Older individuals were found to perform much more poorly on this test battery than their younger counterparts. In general, M. G. Rhodes’s results suggest that older individuals may have more difficulties with complex tasks that require a high level of executive functioning. Indeed, there is also cumulative empirical evidence to indicate that older individuals do not do as well as younger individuals when performing multiple complex tasks simultaneously (Verhaeghen, Steitz, Sliwinski, Cerella, 2003). Another area in which age appears to have negative association with performance is memory capacity. Previous meta-analyses have demonstrated a significant negative relationship between age and memory. For instance, older adults were found to have poorer recognition and recall memory than younger adults (La Voie Light, 1994; Spencer Raz, 1995; Verhaeghen, Marcoen, Goosens, 1993). Moreover, as a result of these memory differences, employees are less likely to trust the memories of older coworkers. In an experimental study of attribution theory, for example, Erber and Danker (1995) found that participants expected memory-related performance problems of older workers to continue longer than those of younger workers and were less likely to recommend training when â€Å"problem† employees were older. Above and beyond these differences in aptitudes and short-term memory, researchers have also found that older individuals may have less intense work motivation than their younger colleagues (S. R. Rhodes, 1983). For instance, Ebner et al. 2006) found that younger individuals are more likely to frame their goal orientations in terms of striving for gains (e. g. , I want to improve my fitness), whereas older individuals are more likely to frame their goal orientation around maintaining the status quo or preventing loss (e. g. , I do not want my fitness to deteriorate). These changes in motivation may also be linked to lower productivity on the job. Evidence Supporting Positive or Neutral Relationships of Age With Performance The above literature paints a rather pessimistic view of the relationship of age with job performance. Nonetheless, a strong case can also be made that older workers may exhibit at least the same, if not greater, job performance as their younger colleagues (Greller Simpson, 1999). The rationale most frequently cited to support this case is that older workers substitute lengthy job experience and greater general expertise for speed of information acquisition and information recall. This wisdom and expertise, accumulated over the course of a career, may be sufficient to compensate for productivity losses due to any changes in cognitive and physical abilities (Baltes, Staudinger, Maercker, Smith, 1995). Kanfer and Ackerman (2004) have emphasized that older age is often accompanied by increases in â€Å"crystallized† intelligence (experiential knowledge). Indeed, experimental evidence provides robust support for Kanfer and Ackerman’s assertion. For instance, Allen, Lien, Murphy, Sanders, and McCann (2002) found that older participants could multitask as effectively as younger participants, albeit at a slower pace. Artistico, Cervone, and Pezzuti (2003) found that older adults’ performance in solving problems exceeded that of younger adults when the problems were familiar Evidence Supporting Negative Relationships of Age With Performance Numerous studies have found support for the proposition that age negatively relates to cognitive functioning. For instance, in a large sample of 20,000 American workers across multiple occupational groups, Avolio and Waldman (1994) found that age was negatively related to several types of aptitudes, including general intelligence, verbal aptitude, numerical aptitude, spatial aptitude, form perception, clerical perception, motor coordination, finger dexterity, and manual dexterity. Thus, for jobs in which general cognitive abilities, visual-perceptual abilities, and psychomotor abilities are important components for superior job performance, Avolio and Waldman have suggested that age is negatively related to job performance. Furthermore, M. G. Rhodes (2004) found that there was a strong and significant difference between older and younger adults in performance on a test battery measuring individuals’ executive AGE AND JOB PERFORMANCE 395 and representative of tasks frequently encountered. ColoniaWillner (1998) found that the best performing older employees had higher levels of tacit knowledge than their younger employees. Studies using different research designs have also found that professional expertise, developed over years of practice and experience, can attenuate potential negative relationships between age and performance dimensions (Hess Auman, 2001; Lindenberger, Kliegl, Baltes, 1992; Morrow, Leirer, Altieri, Fitzsimmons, 1994; Thornton Dumke, 2005; Wilson, Li, Bienias, Bennett, 2006). Taken together, the research described above suggests that, after a slower pace of initial learning, older workers can reach the same performance levels as those of their younger colleagues and can multitask effectively. Moreover, when older workers are asked to solve familiar problems, higher self-efficacy beliefs are activated, and these beliefs can accelerate performance. Thus, although fluid intelligence, short-term working memory, and cognitive speed may decrease with age, deductive reasoning and professional expertise are likely to increase (Masunaga Horn, 2001). Moreover, increased wisdom and judgment gained over years of service may increase older workers’ effectiveness in contextual performance activities as well. Creativity Creativity is the extent to which employees generate new and useful ideas for improving organizational productivity (Anderson, De Dreu, Nijstad, 2004). For many jobs, creativity might be considered as a separate element of job performance, particularly when creativity relates to organizational adaptability and flexibility. For instance, some researchers have emphasized the importance of employees’ creativity as a critical component of an organization’s ability to adapt to rapidly changing business environments (A. De Jonge De Ruyter, 2004; Johnson, 2001). Consistent with this view of creativity as a key element of job effectiveness, a major study of performance evaluation systems found that some organizations evaluated employees on their innovativeness as well as on their core task performance (Welbourne, Johnson, Erez, 1998). Performance in Training Programs Older workers are often stereotyped as being somewhat resistant to change and slow in learning new material. For this reason, researchers have examined older workers’ performance in training programs as an element of job effectiveness (Martocchio, 1994). As Tracey, Tannenbaum, and Michael (1995) have suggested, organizations typically provide training to employees on the basis of the assumption that the short-run costs of the design and execution of training can be recouped through employees’ increased productivity in the long run. However, if employees do not perform well in training programs, it is highly unlikely that they will transfer that new knowledge to real work settings. Furthermore, when employees fail to learn in training programs, the expenses associated with training are wasted as well (Winfred, Bennett, Edens, Bell, 2003). Expanding the Domain of the Performance Construct Previous reviews of the age–performance relationship have primarily focused on the performance of core tasks. According to Borman and Motowidlo (1997), core task performance is concerned with â€Å"the effectiveness with which job incumbents perform activities that contribute to the organization’s technical core† (p. 99). In addition to core task performance, however, we also examine nine other performance dimensions that comprise the two broad categories of job behaviors identified by Hunt (1996) as independent of the core job role, namely, citizenship behaviors and minimum performance behaviors. Citizenship behaviors are those extra behaviors engaged in by employees, over and above their core task requirements, that actively promote and strengthen the organization’s effectiveness (Organ, 1988). In this study, the first category is represented by such dimensions as employee creativity, performance in training programs, citizenship behaviors geared to different beneficiaries, and safety performance. In contrast, minimum performance behaviors are those that employees have to engage in (like attending work) or refrain from engaging in (like theft) to keep their jobs (Hunt, 1996). This second category is represented by such dimensions as general counterproductive work behaviors, workplace aggression, on-the-job substance use, tardiness, and absenteeism. Conceptually, there are certainly other behavioral dimensions that could be included under these two categories. For example, working long hours and demonstrating effective leadership are examples of additional citizenship behaviors that might be considered, whereas refraining from sexual harassment and manipulating stock prices are additional examples of minimum performance variables that could be considered. Empirically, however, a metaanalysis is constrained by the number of previous studies conducted on a specific relationship, and here we have included the nine dimensions identified above as the ones on which the most empirical studies are available. We discuss each of these additional nine dimensions of job performance in more detail below. OCBs Researchers have documented the importance of OCB for organizational functioning over the last 2 decades (LePine, Erez, Johnson, 2002; Organ, 1988). OCBs (sometimes called prosocial behaviors or extrarole behaviors) are not job-specific but rather support the broader organizational environment in which core performance takes place (Motowidlo Van Scotter, 1994; Organ, 1988). Examples of OCB are compliance with organizational norms, not complaining about trivial matters, and helping coworkers. Employees’ aggregated OCBs frequently benefit group, unit, and organizational productivity (Podsakoff, MacKenzie, Paine, Bachrach, 2000). Safety Performance Safety performance is the extent to which employees comply with safety rules and demonstrate safe behaviors in the workplace (Parker, Axtell, Turner, 2001). This performance dimension is particularly important in industries that require employee contact with hazardous materials, operation of heavy machinery, and extensive highway driving (Clarke Robertson, 2005). Poor safety performance can have two distinct negative consequences for firms’ effectiveness. At the individual level, inattention to safety behaviors contributes to employee injuries; these injuries result in lower worker productivity and time lost from work. At the orga- 396 NG AND FELDMAN nizational level, poor safety practices contribute to potentially costly litigation. These claims create substantial financial burdens for firms in the event of serious employee accidents, dismemberments, and death (Hofmann Morgeson, 1999). Both directly and indirectly, then, employee safety behaviors are an important component of job performance. General Counterproductive Work Behaviors Whereas research investigating OCB concentrates on what workers can do to romote smooth organizational functioning, research on workplace deviance examines how the lack of counterproductive work behaviors is essential to maintaining smooth organizational functioning (Neuman Baron, 1998). Counterproductive work behaviors are intentional employee acts that harm organizations’ legitimate business interests (Bennett Robinson, 2000). Examples of counterproductive work behaviors include working on personal matters instead of assigned tasks, neglecting supervisorsâ €™ instructions, stealing property, starting or repeating rumors and gossip, and using unprofessional language. It is easy to see the multiple ways in which these counterproductive work behaviors can reduce both individual and group performance. Moreover, Dalal (2005) found that employees who frequently engaged in counterproductive work behaviors were also less likely to demonstrate OCBs. son, 2000; Martocchio, 1989). Researchers have documented numerous negative effects of employee absence on organizational productivity (Harrison Martocchio, 1998). When employees are absent from work, the completion of their own work is slowed down. Coworkers are often called upon to cover for absent employees, thereby distracting them from completing their own assignments. In cases in which task interdependence among a group of workers is high, the whole team’s progress may be affected when an employee is chronically absent or absent for extended periods of time. As with tardiness, frequent absences can also adversely affect organizational productivity by creating an â€Å"absence culture† in which more and more employees consider being absent acceptable (rather than counterproductive) behavior (Johns Xie, 1998). Summary. Before we can draw strong conclusions about the relationship of age to job performance, then, it is important to consider citizenship behaviors and minimum performance behaviors in addition to core task performance. In light of the above literature review, we include 10 dimensions of job performance in the current meta-analysis: core task performance, creativity, performance in training programs, OCB, safety performance, general counterproductive work behaviors, workplace aggression, on-thejob substance use, tardiness, and absenteeism. From this point on, we use the phrase â€Å"job performance† to represent these 10 dimensions collectively. Specific Counterproductive Work Behaviors In addition to general counterproductive work behaviors, four specific forms of counterproductive work behavior have been discussed separately and extensively in the literature. We also examine these four specific counterproductive work behaviors— workplace aggression, on-the-job substance use, tardiness, and absenteeism—in the present meta-analysis. Workplace aggression. Workplace aggression consists of employees’ efforts to harm others with whom they work, harm the reputation of their current employers, or harm former colleagues and previous employers (Lapierre, Spector, Leck, 2005). Acts of workplace aggression can cause bodily harm to employees, pose physical danger for customers, create public relations crises, and harm the business reputation of the firm as a whole. On-the-job substance use. On-the-job substance use involves drinking alcohol or taking illegal drugs at work or during work time (Frone, 2003). Researchers have found that on-the-job substance use hampers individuals’ decision-making abilities; increases the frequency of dysfunctional job behaviors; and puts coworkers, supervisors, and customers at increased risk of injury (Lehman Simpson, 1992). Tardiness. Tardiness is lateness for work (Blau, 1994; Koslowsky, Sagie, Krausz, Singer, 1997). Employee tardiness is likely to create both direct financial costs to organizations (e. g. , decreased time on productive activities) and indirect financial costs (e. g. , time lost by coworkers waiting for late colleagues. . Left unchecked, numerous cases of tardiness can lead to a â€Å"culture of tardiness† (Koslowsky et al. , 1997) in which employees come to see being late as an acceptable behavior rather than as a deviant one. Absenteeism. Skipping work has also been conceptualized as a form of employee counterproductive behavior (Bennett Robin- Moderator Relationships Another way in which the present study contribut es to the literature is by investigating how different sample and design characteristics moderate the relationship between age and job performance. Many of these characteristics have been discussed in the literature as variables that can affect age–performance relationships (Lawrence, 1996; S. R. Rhodes, 1983; Shore et al. , 2003; Sturman, 2003) and as potential explanations for inconsistent research findings in the area. Sample Characteristics In this study, we examine the potential moderating effects of the average age, age dispersion, job tenure, and organizational tenure of research samples. Testing for average sample age as a moderator essentially examines whether the form of the relationship between age and performance is linear or curvilinear (see Sturman, 2003). Testing the moderating role of age dispersion associated with the sample (operationalized as the standard deviation of age in the sample) assesses whether the age–performance relationship varies across samples with different degrees of age homogeneity. Testing for average job tenure and average organizational tenure examines whether the age–performance relationship varies across samples with different (average) tenures. In general, these four sample characteristics might influence authors’ definitions of â€Å"old† in a particular setting. We also examine the potential moderating effects of job complexity. The job complexity of the sample is important to consider here because it influences the extent to which the specific job skills required on jobs are associated with age-related performance problems. For the same reason, we also consider two related variables, namely, proportion of college degree holders and proportion of AGE AND JOB PERFORMANCE 397 managers in the sample. It is likely that older workers with more education or who hold managerial roles may have greater ability to substitute accumulated knowledge and judgment for precise technical skills. As such, the results of research on age–performance relationships may vary across samples with different mixes of college graduates and managers. In a more exploratory fashion, we also examine the effects of proportion of women and proportion of Caucasians in the sample. Gender and race have frequently been studied as independent or control variables in previous research on aging, but here we consider their potential moderating effects instead. Examining these two â€Å"proportion† moderators assesses whether the age–performance relationship varies across samples with different proportions of women and Caucasians. of 1993 may have changed the ways in which organizations distinguish between â€Å"absence† and â€Å"leave† before and after that year. Similarly, the amended ADEA prohibits mandatory retirement ages, which might have changed the relationship between age and performance over time because of a potential change in the proportion of older workers in the labor force. Collectively, then, these changes may have affected the context in which older workers perform and thus the relationship of age to performance as well. Method Literature Search We performed a comprehensive search for those articles published during or before December 2006 that examined the relationship between age and job performance. Other published studies that did not aim at investigating this specific relationship but reported their effect sizes nonetheless were also included. We also searched for unpublished studies and dissertations to reduce the â€Å"file-drawer problem† (Rosenthal, 1979). We began our literature search by using the following keywords: age, job performance, task performance, productivity, creativity, innovation, training effectiveness, training performance, contextual performance, citizenship behavior, prosocial behavior, extrarole behavior, safety, injuries, accidents, counterproductive behavior, deviance, deviant behavior, aggression, aggressive behavior, violence, violent behavior, substance use, drinking, alcohol, drug, tardiness, lateness, absenteeism, absence, and job complexity. We searched in numerous research databases, including Dissertation Abstracts International, EBSCOHost, Emerald, Factiva, JSTOR, Oxford Journals, Proquest, PsycINFO, ScienceDirect, Sage Full-Text Collections, and several Wiley InterScience databases. Furthermore, the reference lists of recent meta-analyses that focused on criterion variables of interest were examined carefully to locate other relevant articles. These included, for instance, reference lists from meta-analyses on OCB (LePine et al. , 2002), absence (Martocchio, 1989), task performance (Judge, Thoresen, Bono, Patton, 2001), work injuries (Clarke Robertson, 2005), and ounterproductive work behavior (Dalal, 2005). Such metaanalyses contained comprehensive and current reference lists in their respective research fields. Four inclusion and exclusion criteria were set prior to the start of the article search. First, we included field studies in which the age–job performance relationship occurred naturally, whereas la boratory studies were excluded. It is much more difficult to gather measures on performance dimensions besides core task performance in experimental settings (e. g. , lateness and absence). In addition, we had some concern that core task performance observed in laboratory studies might be partially attributable to the strength and form of the experimental manipulations themselves. Second, studies that examined age or performance only at the team level or organization level were excluded because our focus in this research is on individual behavior rather than group-level performance. Third, to avoid double counting, we excluded those studies in which authors used the same data set and reported the same correlations as in their other published studies. Fourth, we included studies that involved four types of performance ratings: ratings by Data Collection Characteristics We examine the moderating effects of two data collection characteristics in particular: (a) whether data were collected longitudinally or cross-sectionally, and (b) the publication year of articles. Both these moderators address the role of time in the age–performance relationship. Cross-sectional data collection allows researchers to examine the extent to which there are group-level age differences (between different age cohorts) in job performance across different samples and research contexts. In contrast, longitudinal data collection helps shed light on the extent to which intraindividual aging is related to job performance (Baltes, Schaie, Nardi, 1971; Schaie Hofer, 2001). Results may vary, then, depending upon how the data in a study were collected. For instance, the effect of intraindividual aging on performance may be subtle and gradual, but the differences in performance between broad age groups at one point in time can be quite large. Thus, we examine the distinction between cross-sectional and longitudinal data collection as a potential moderator here. It should be noted that to truly examine the effect of aging on erformance, it would be ideal to focus the meta-analysis on longitudinal studies alone. However, there are too few articles available to conduct a meta-analysis on only longitudinal studies; in fact, only 12% of the articles on this topic have been longitudinal in nature. Further, even if we tried to examine only longitudinal studies, the time period e xamined in those studies does not exceed 5 years, and the average period of time examined in those studies is only about 1 year. Thus, these studies generally do not use long enough time spans to capture intraindividual aging either. Thus, our database here largely consists of cross-sectional studies, allowing us to get an overall picture of the strength of various age–performance links, considering the variation in the specific performance measures, sample characteristics, and data collection characteristics. We revisit the limitations of cross-sectional data collection in conducting research involving age in more detail later in the article. The year a particular study was published is used here as a rough proxy for the nature of the work environment at the time a study was conducted. For instance, the last 2 decades have seen increased reliance on career self-management (Arthur Rousseau, 1996), which may have loosened workers’ attachment to long-time employers and increased workers’ willingness to change careers later in life. The introduction of the Family and Medical Leave Act 398 NG AND FELDMAN supervisors, ratings by others (peers, subordinates, and customers), self-ratings, and objective measures. This allowed us to examine the moderating role of sources of rating in the age–performance relationship. With the above search criteria, our search yielded a total of 380 empirical studies, which collectively contain 438 independent samples. Thirteen studies were unpublished dissertations. Of the studies, 14% were published before 1990, 30% of the studies were published between 1990 and 1999, and the remaining 56% were published between 2000 and 2006. The average age across all samples that provided age information was 36. 6 years old (ranged between 17 and 59 years old with a standard deviation of 8. 8 years). The list of studies is provided in the Appendix. Measures of Key Constructs Creativity. Previous studies have measured creativity either via self-ratings or ratings by others; we used these two categories in the meta-analysis as well. Sample items of typical Likert-scale measures of creativity include the following: â€Å"creating new ideas for improvements†; â€Å"searching out new working methods, techniques, or instruments†; and â€Å"generating original solutions to problems† (Janssen, 2001). It should be noted that we did not differentiate between creativity and innovation (Anderson et al. , 2004); both types of measures are included in our study. Performance in training programs. Here, we focused on studies that involved training of adults on tasks that have at least some relevance in organizational contexts. Furthermore, only studies that had an explicit training intervention and had measured posttraining performance, competence, or learning were included. Measures of training performance consisted of either ratings given by supervisors or performance on posttraining tests. Studies that assessed employees’ participation in computer usage training are representative of the kinds of research articles included in this meta-analysis (e. . , Martocchio, 1994). Other example studies include training programs that teach specific competences or subject-related knowledge (e. g. , law or health care). Although our decision to include only studies that measured posttraining performance gave us a consistent perspective on the effects of training on performance, as we discuss later, the resulting set of studies was likely overrepr esented by technology training programs in which older workers might be less likely to excel. OCBs. We included two types of OCB in the meta-analysis. The first set of studies examined general OCBs and did not differentiate among beneficiaries of those OCBs. The second set of studies examined OCBs geared to three specific beneficiaries: other people on the job, the employer organization as a whole, and the tasks themselves. These subtypes have been identified by previous researchers as reasonable groupings of behaviors in this domain (LePine et al. , 2002). According to LePine et al. (2002), examples of OCB directed to others are helping colleagues with their work and orienting newcomers. Examples of organization-directed OCB are compliance with organizational norms and not complaining about trivial matters. Examples of task-directed OCB are spending extra effort and persistence on the job and trying hard to improve personal and group performance. It should be noted, too, that within each of these three subtypes, we further differentiated self-ratings from ratings by others. Safety performance. With respect to the measurement of safety performance, three major indicators have frequently been used in previous research and were included in the present metaanalysis. First, some studies have measured the frequency of work injuries via archival industrial health records. For instance, Hofmann and Morgeson (1999) measured workplace injuries by using the company’s archival records of injuries or accidents that occurred in the previous 12-month period. Second, other studies have utilized self-report measures of frequency of work injuries. A third set of studies have measured self-reported levels of compliance with safety procedures and practices. A sample item from this kind of measure is â€Å"Occasionally I bend the safety rules when I know it’s safe to do so (reverse coded)† (Parker et al. 2001). General counterproductive work behaviors. Most studies have measured general counterproductive work behaviors without differentiating targets, that is, without specifying the target of the counterproductive behavior. A few studies have differentiated between counterproductive work behaviors directed at specific others and those direct ed at the organization as a whole (e. g. , Liao, Joshi, Chuang, 2004). However, because of the small number of studies making this distinction, the current meta-analysis did not differentiate between these two categories of studies. In those few studies that reported both interpersonal and organizational counterproductive work behaviors, we averaged the correlations to obtain an estimate of general counterproductive work behavior. Sample Likert items of measures of general counterproductive work behaviors include the following: â€Å"I keep important information away from my boss† and â€Å"I openly compromise with others but delay implementing the compromise until my own objectives are accomplished† (Duffy, Ganster, Shaw, 1998). Here, too, we differentiated between self-ratings of counterproductive work behavior and ratings by others. Workplace aggression. As mentioned above, four specific types of counterproductive work behaviors have frequently been measured in previous research on this topic, and therefore we examined these four specific types of counterproductive behavior in more depth. Measures of workplace aggression typically ask respondents to indicate the frequency of occurrence of aggressive behaviors, such as yelling, swearing at others, damaging others’ property, and fighting (Glomb Liao, 2003). All the studies we located utilized self-reported measures. On-the-job substance use. These measures typically ask respondents to indicate the frequency of on-the-job use of alcohol or drugs (Frone, 2003). Here, too, all the studies identified utilized self-ratings. Tardiness. Tardiness is typically measured in two ways. In the first, employees are asked self-report questions like â€Å"How often are you late from work? (never to constantly)† (Hanisch Hulin, 1990). In the second, archival measures of lateness are obtained directly from personnel records (Conte Jacobs, 2003). We included both self-report and archival measures of tardiness in the meta-analysis. Absenteeism. Absenteeism has been measured in three different ways in previous research. The first group of studies measure general absenteeism; these studies do not differentiate between when employees are absent because of sickness or for purely discretionary reasons (Xie Johns, 2000). Other studies in this line of research measure either the number of days absent from work in a given period (absence duration) or the frequency of AGE AND JOB PERFORMANCE 99 absence spells in a given period (absence frequency). Because these indices are all closely related (Conte Jacobs, 2003), they are aggregated together in the present meta-analysis. A second research stream includes studies that measure sickness absenteeism. As an example, J. De Jonge, Reuvers, Houtman, and Kompier (2000) computed sickness absence as the number of separate spells of sickness absence during 1 full calendar year. Researchers have traditionally viewed absenteeism due to sickness as involuntary absence (Dalton Todor, 1993). The third, and last, group of absence studies consists of those that measure nonsickness-related absenteeism. For instance, Vigoda (2001, p. 1499) asked respondents to report â€Å"their estimates of days missed work (during the previous year) for reasons other than sickness. † As another example, Deery, Erwin, and Iverson (1999) obtained personnel records of frequency of nonmedically certified absences during the prior 12-month period. In contrast to sickness-related absence, researchers have generally viewed nonsickness-related absence as an indicator of voluntary withdrawal behavior (Dalton Todor, 1993). Meta-Analytical Procedures Hunter and Schmidt’s (1990) meta-analysis technique, which requires corrections for both measurement error and sampling error, was used. Because there is no theoretical reason to believe the measurement of age would contain measurement error, we followed the practice of previous researchers (Martocchio, 1989) and did not disattenuate the measurement of age in individual studies. On the other hand, the behavioral measures of job performance did require disattenuation to remove the influence of measurement errors. Disattenuation of core task performance. Some researchers have reasoned that it is more appropriate to use interrater reliability to correct for imperfect measurement when task performance is rated by others (i. e. , not by oneself; Judge et al. , 2001; Schmidt Hunter, 1996; Viswesvaran, Ones, Schmidt, 1996). In contrast, other researchers argue that measures of intrarater reliability (that is, alpha coefficients or internal consistency estimates) are more appropriate in this regard (Murphy De Shon, 2000). In light of these different perspectives on disattentuation, we disattenuated the observed correlations for either imperfect intrarater reliability or imperfect interrater reliability. We first corrected studies for the lack of perfect intrarater reliability in the measurement of core task performance. Because different studies may measure the same construct using different scales, this disattenuation process also adjusts for the different levels of measurement error contained in different scales (Hunter Schmidt, 1990). This type of correction requires the use of alpha coefficients (i. e. , internal consistency estimates) reported in individual studies. If no alpha value was reported for a particular scale in a study, an average alpha value calculated from the rest of the studies using the same scale was taken as a substitute (Judge et al. , 2001). The above procedure for correction for imperfect intrarater reliability was performed on all self-report measures and on all measures provided by supervisors, peers, and customers. We corrected studies for imperfect interrater reliability when core task performance was measured via ratings by others (i. e. , not via self-reports). This type of correction required the use of interrater reliability estimates. Unfortunately, many studies included in the meta-analysis did not report these estimates. Therefore, following Judge et al. (2001), for studies that used supervisors as the rating source, we disattenuated the correlations using the metaanalytical estimate of the reliability of supervisor-rated job performance provided by Viswesvaran et al. (1996). For studies that used peers to rate job performance, we disattenuated the correlations using the meta-analytical estimate of the reliability of peer-rated job performance. Because there is a lack of research on interrater reliability associated with less frequently-used raters (i. e. , customers, subordinates, students, or spouses), in these cases we utilized as a proxy estimate the average of the meta-analytical estimate of the reliability of supervisor-rated performance and that of peerrated job performance. As noted earlier, several studies utilized objective measures of core task performance (e. g. quantity of output, sales volume, errors made). Although the notion of interrater and intrarater reliability does not apply to objective measures, it should be noted that these objective measures are still likely to contain some measurement error and might vary depending upon the job complexity of the sample (Sturman, Cheramie, Cashen, 2005). Because studies seldom reported any kind o f reliability estimates for objective measures of core task performance, as a substitute we adopted the meta-analytical estimate of the test–retest reliability of the objective measure of job performance provided by Sturman et al. 2005). Sturman et al. calculated two separate estimates of the reliability of objective task performance, one for jobs of low complexity (e. g. , secretary) and one for jobs of high complexity (e. g. , engineer). For those studies that sampled mixed job complexity types, we used the average value of Sturman et al. ’s two estimates as the proxy. Disattenuation of other performance measures. The disattenuation of the observed correlations between age and the remaining dimensions of job performance largely followed the protocols outlined above. For instance, for self-ratings of creativity, OCB, counterproductive work behaviors, workplace aggression, tardiness, and absence, we corrected for imperfect intrarater reliability using either alpha coefficients (if provided) or an average alpha value based on the remaining studies that used the same scales (if alpha was not provided). For nonself ratings of these performance dimensions, in addition to correcting for imperfect intrarater reliability using the above procedure, we also corrected for imperfect interrater reliability using Viswesvaran et al. s (1996) metaanalytical estimates of the reliability of job performance. Finally, for performance measures that were objective in nature (e. g. , training test scores and company records of work injuries, lateness, and absence), we used Sturman et al. ’s (2005) meta-analytical estimate of test–retest reliability of the objective performance measure as a substitute. Corrections for sampling errors. The second step in th e metaanalysis was correction for sampling errors. Here, we calculated the sample size-weighted corrected correlation. A corrected correlation was judged to be significant at . 5 when its 95% confidence interval did not include the value of zero. Moderator Analyses Subgroup moderator analyses. Two approaches to moderator testing were used. The first one was subgroup analysis; this ap- 400 NG AND FELDMAN proach was taken when the moderator variables were categorical in nature (e. g. , longitudinal vs. cross-sectional data collection). The coding of most of these categorical moderator variables is self-explanatory. The coding for the job complexity and age moderators, though, requires some further explanation. In the case of job complexity, two researchers were responsible for the coding. The coding process was guided by previous metaanalyses that also coded job complexity (e. g. , Avolio Waldman, 1990; Salgado et al. , 2003; Wood, Mento, Locke, 1987). Specifically, the two raters classified each sample occupation into high and low job complexity according to the general intelligence, verbal ability, and numerical ability required to perform the job (Avolio Waldman, 1990). Interrater agreement was 93%. In situations in which there was disagreement, discussion was used to reach consensus. The Dictionary of Occupational Titles (1991) was used to assist in these discussions, too, because jobs in the Dictionary of Occupational Titles are coded and classified according to several dimensions (e. g. , data, people, and things) that reflect job complexity (Avolio Waldman, 1990; Salgado et al. , 2003). Examples of â€Å"high complexity† jobs are researchers, accountants, business consultants, psychiatrists, engineers, managers/executives, financial analysts, nurses, IT professionals, and teachers. â€Å"Low complexity† jobs include clerks, restaurant workers, highway maintenance workers, truck drivers, and receptionists. In those cases in which we needed to examine the differences across different age subgroups, we sorted studies into four groups on the basis of the average age of the sample: less than 30 years old, 31–35, 36 – 40, and over 40 years old. The reason underlying this categorization is four-fold. First, it approximately equalized the number of studies contained in each group. Second, previous research on life-span development has suggested that the time before 30 years old is often a period within which individuals explore careers, whereas the time after 40 years old roughly marked the end of establishment years (Super, 1980). Third, ADEA also uses 40 as the â€Å"cutoff age. † Last, much of the previous research on age and job performance has used decade or halfdecade benchmarks. Regression-based moderator testing. In other cases, the original studies did not provide sufficient sample information with which to categorize moderators. For these moderator variables, therefore, regression-based moderator testing was used. To illustrate the statistical procedures, we utilize the example of â€Å"proportion of women† (i. e. , gender). We tested the plausibility of gender as a moderator by investigating the effect of the percentage of women in the sample (which was a continuous variable) on the observed relationship between age and job performance (cf. Ng, Eby, Sorensen, Feldman, 2005). In essence, we used the percentage of women in the sample as an independent variable, in a weighted least squares multiple regression, to predict the correlation coefficients for the age–job performance relationship. If the percentage of women in the sample as a significant predictor of a relationship between age and a dimension of job performance, then it would suggest that gender moderated that relationship. It should be noted that, among the eight sample characteristics on which we applied this regression approach, only average age, age dispersion, average job tenure, and average organizational tenure of the sample were truly continuous variables per se. The remaining characteristics (proportion of degree holders, manager s, women, and Caucasians) were proxies for sociodemographic variables that are typically measured as categorical variables at the individual level. Nonetheless, this regression technique for testing for moderators in meta-analyses has been found to be more reliable and robust than alternative methods for dealing with this analysis challenge (Steel Kammeyer-Mueller, 2002). Results The meta-analysis results for the relationships between age and the 10 performance dimensions are presented in Table 1. Relationships Between Age and Job Performance Core task performance. We found that age was largely unrelated to core task performance. It was related to supervisor-rated task performance at . 02 (. 03 when corrected for interrater reliability), objective measures of task performance at . 3, and self-rated task performance at . 06. Age was unrelated to core task performance as rated by peers and others. Creativity. Age was not significantly related to creativity. Age was neither related to employee creativity as rated by supervisor (. 01; . 02 when corrected for interrater reliability) nor to selfreports of creativity ( . 01). Performa nce in training programs. We found that age had a weak, negative relationship with performance in training programs ( . 04). That is, older workers’ performance in training programs was found to be slightly lower than that of younger workers. General and specific types of OCB. On the other hand, age demonstrated significant and positive relationships with OCB. With respect to general OCB (i. e. , OCB that did not differentiate among or specify targets), age was related to ratings by others at . 06 (. 08 when corrected for interrater reliability) and to selfratings at . 08. Examining studies that differentiated targets of OCB revealed some interesting results. With respect to OCB directed at others, age was related to ratings by others at . 05 (. 06 when corrected for interrater reliability) and to self-ratings at . 07. With respect to OCB directed at organizations, age was related to ratings by others at . 6 (. 08 when corrected for interrater reliability) and to selfratings at . 14. With respect to OCB directed at tasks, age was related to ratings by others at . 21 (. 27 when corrected for interrater reliability) and to self-ratings at . 13. Safety performance. Age also demonstrated significant relationships with safety behavior. Specifically, age was pos itively related to self-rated compliance with safety rules and procedures at . 10. Furthermore, it was negatively related to objective frequency measures of work injuries at . 08 and to self-rated frequency of work injuries at . 03. General counterproductive work behavior. Age was significantly and negatively related to general counterproductive work behaviors. Most studies have measured general counterproductive work behaviors without differentiating targets. Age was negatively related to these ratings of counterproductive work behaviors given by others (supervisors/peers) at . 09 ( . 12 when corrected for interrater reliability) and to self-ratings at . 12. Specific counterproductive work behaviors. Moreover, older workers appear to engage in less workplace aggression, on-the-job substance use, and tardiness in particular. Age was negatively AGE AND JOB PERFORMANCE 401 Table 1 Meta-Analytical Relationships Between Age and Job Performance Variable Core task performance Supervisor-rated (Corrected for interrater reliability) Rated by peers and others (Corrected for interrater reliability) Objective measures Self-rated Creativity Rated by supervisor or objective measures (Corrected for interrater reliability) Self-rated Performance in training programs Rated by supervisor or objective measures OCB General (undifferentiated targets) Rated by supervisors, peers, or others (Corrected for interrater reliability) Self-rated Directed at others Rated by supervisors, peers, or others (Corrected for interrater reliability) Self-rated Directed at organization Rated by supervisors, peers, or others (Corrected for interrater reliability) Self-rated Directed at tasks Rated by supervisors, peers, or others (Corrected for interrater reliability) Self-rated Safety performance Self-rated compliance with safety rules Objective frequency of work injuries Self-rated frequency of work injuries General counterproductive work behavior (undifferentiated targets or types) Rated by supervisor or peers (Corrected for interrater reliability) Self-rated Self-rated workplace aggression Self-rated on-the-job substance use Tard How to cite Relation of Group Performance to Age, Papers

Online Brand International Marketing

Question: Describe about the Online Brand for International Marketing. Answer: Introduction Online branding is one of the most used processes of internet marketing. The prime purpose of this process is to get more attention for the brand. Every organization should pay particular attention towards the promotion of the brand or the product. For that, they must have an unyielding online branding process. For the betterment of the online branding, there are several strategies that the organizations can follow, which are discussed below. Online branding strategies For promoting a particular brand, there are some basic guidelines that need to be supported by any organization whether it is large scale or small scale. To be more precise there are certain aspects about which the management of any organization should be concerned, such as, international marketing, brand development, permission marketing and Multichannel and Omni-channel strategies (Mayrhofer, 2012). The brand development includes the process modifying the brand or the product. The global marketing involves the process of promoting the brand and making it globalized. The permission marketing deals with the legal legislations. It helps the company to get all legal permits to promote their brand and product. The Multichannel and the Omni-channel strategies deal with the communication o the organization with their customers (Verhoef, Kannan, Inman, 2015). These are the basic strategies that a company should follow. Conclusion To conclude the essay it must be admitted that the online branding plays one of the most important roles in the internet marketing of any brand or products. The strategies as mentioned earlier are very beneficial for any organization for their development as a whole. References Mayrhofer, U. (2012).Marketing international. Paris: EÃÅ' conomica. Verhoef, P., Kannan, P., Inman, J. (2015). From Multi-Channel Retailing to Omni-Channel Retailing.Journal Of Retailing,91(2), 174-181. https://dx.doi.org/10.1016/j.jretai.2015.02.005