156 482 1 PB

ISSN: 2278-3369
International Journal of Advances in Management and Economics

Available online at www.managementjournal.info
REVIEW ARTICLE
Studies on Assessment of Parameters Influencing Employee Performance:

A Review
Deepa Mohan1*, N Sudarsan2
1Department of Mechanical Engineering, National Institute of Technology Calicut, NITC Campus, Kerala, India.
2School of Management Studies, National Institute of Technology Calicut, NITC Campus, Calicut, Kerala,India.
*Corresponding Author: E-mail: [email protected]
Abstract
Employee performance has continued to be an intriguing topic as it encompasses varied parameters that directly or
indirectly influence the effectiveness with which any organization operates. Numerous research contributions in
this direction can be traced over past five decades. This paper attempts to compile some of the notable contributions
in the area. Classification of research papers reveal that employee performance is directly influenced by
Organizational Commitment, Organizational Role Stress experienced and Emotional Intelligence of the employees
apart from personal factors. The extents to which the mentioned parameters influence the performance of an
employee along with possible scope for future research are highlighted.
Keywords: Emotional Intelligence, Employee Performance, Organizational Commitment, Organizational Role

Stress, Scope for future research.
Introduction
Human Resource Management (HRM), often increasing prominence of service sectors. Some of
recognized as the backbone of any successful the fall outs of these factors realized by the
organization has undergone radical changes since organizations worldwide include decreased profit
the world wars, from days of its inception as a margins owing to cut throat competition, rapid
simple personnel department, functionally shifts in customer preferences, increased
limited to clerical activities including operational costs combined with deregulation of
maintenance of employee records. Deviating from markets resulting in fortitude becoming the major
the productivity and organizational oriented objective. The importance of strategic alignment
approach during the early days, HR as a function of employee’s individual strategies to that of the
evolved imbibing more of employee welfare organization came to be well appreciated by the
orientation, since the advent of Japanese top management towards sustained growth,
management concepts during 1960’s. During this implicating radical changes in HR efforts. In this
period the HR functions were well defined scenario, it is no wonder that personnel aspects of
rendering the role of organizations explicit. With HR, namely organizational behaviour and
growing emphasis on employee performance organizational development received
additional functions such as man power planning overwhelming attention of researchers,
and employee performance appraisal were occupational psychologists and HR practitioners
included in the gamut of HR activities, towards contributing to enhance performance
subsequently integrating the HR function itself efficiency. This paper attempts to compile notable
with all the other functional areas of contributions in the areas of employee work
organizational management. attitude, effective organizational interventions
and minimization, if not mitigation, of work
The last two decades of the previous millennium related stress in employees, all aimed towards
spilling over to the current one witnessed a improved employee performance. The major
significant paradigm shift in HRM approach objective of this compilation is not only to identify
globally. Business environmental factors that led possible gaps in the studies carried out, that could
to this shift can be shortlisted as market provide opportunities for furthering insights in
globalisation, liberalised manufacturing, and
Deepa Mohan,N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 69

this area, but also to provide comprehensive culminates in reflecting the performance levels of
reference for the present day HR practitioners. a given organization. This review essentially
focuses on compilation of studies undertaken in
Classification of Literature
evaluating the effects of the above key
Employee performance (EP) has been recognized dimensions, independently as well as in
to be the result of aggregation of key dimensions combination on employee performance. Studies
namely, Organizational Commitment (OC), undertaken in this direction internationally and
Organizational Role Stress (ORS) and Emotional indigenously are presented separately. A schema
Intelligence (EI). Each of these dimensions, of compilation of literature presented in this
largely influenced by organizational change paper is depicted in fig. 1.
Literature review
Employee Job Performance
Organizational commitment (OC) Organizational role stress (ORS) Emotional Intelligence (EI)
OC & change OC & stress Stress & change EI & stress EI & OC EI & change
International National
International National International National
Fig.1: Classification of literature
Employee Job Performance

Job performance is a multi-dimensional construct Effectiveness: A process characteristic indicating
which indicates how well employees perform their the degree to which the process output (work
tasks, the initiative they take and the product) conforms to requirements.
resourcefulness they demonstrate in resolving job Efficiency: A process characteristic indicating the
related issues. It also indicates the degree of task degree to which the process produces the required
completion, effective utilisation of available output at minimum resource cost.
resources and time and energy invested to achieve
the results [1]. Performance criteria are bench Quality: The degree to which a product or service
mark standards set by the organization to meets customer requirements and expectations.
facilitate rating employees based on work Timeliness: Measures whether a unit of work was
outcome. Evaluation of job performance levels has done correctly and on time. Criteria must be
been useful in establishing employee established to define what constitutes timeliness
compensation, training, promotion, retention and for a given unit of work. The criterion is usually
termination [2]. Considerable research has been based on customer requirements.
carried out in past to explore ways to improve
employee performance [3-5]. Productivity: The value added by the process
divided by the value of the labour and capital
In 1995, Training Resources and Data Exchange consumed.
(TRADE) presented categorization of performance
measures broadly into six groups. However, Safety: Measures the overall health of the
different organizations may employ any or all of organization and the working environment of its
the following groups in conformance to its employees.
mission.
Deepa Mohan, N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 70
Strategies for managing performance exist to acknowledged that committed workforce performs
develop a high-performance culture and achieve better. Researchers have found positive
increased organizational effectiveness, better correlation between OC and EP [10-14]. Jaramillo
results for individuals and teams, and higher et al. [15] conducted a meta-analysis based on
levels of skill, competence, commitment and results from fifty one empirical studies and found
motivation [7] Performance management is positive relationship between organizational
strategic in the sense that it is concerned with the commitment and job performance. Mathieu and
broader issues facing the business if it is to Zajac [16] demonstrated that highly committed
function effectively in its environment, and with employees have higher tendency to perform well
the general direction in which it intends to go to and lesser tendency to leave their jobs.
achieve longer-term goals. It is integrated in four
OC is defined as the relative strength of role
senses:
identiﬁcation and involvement of employees with
Vertical integration: linking or aligning business the organization Porter et al. [17]. OC is the
objectives with that of teams and individuals. willingness to exert high levels of effort on behalf
of the organization, a strong desire to stay with
Functional integration: linking functional
the organization and an acceptance of its major
strategies in different parts of the business; (iii)
goals and values, arising out of, personality
HR integration: linking different aspects of factors, job and career factors, management-
human resource management, especially employee relationship factors and work group
organizational development, human resource factors manifesting as the employee's
development and reward, to achieve a coherent psychological attachment to the organization.
approach to the management and development of
In 1979, Mowday, Porter, and Steers suggested
people.
that commitment can be expressed as three
The integration of individual needs with those of components namely: (i) a strong belief in and
the organization, to the extent possible. acceptance of the organization’s goals and values;
According to Bagchi [7] the common approaches (ii) a willingness to exert considerable effort on
used by organizations to define performance can behalf of the organization; and (iii) a definite
be classified based on (i) competencies / traits, (ii) desire to maintain organizational membership.
behaviour, (iii) tasks or (iv) results / outcomes Alternatively, OC can also be described as
achieved. Competencies or traits based approach employee’s holding conviction to organizational
emphasizes evaluating employees on relatively goals and values, having tendency toward
stable competencies or traits possessed by them significant efforts representing organization as
usually rated by reporting officers or in some well as high interest in maintaining one's
cases by subordinates and peers also as in 360 membership in organization [18]. Allen and
degree appraisal. Behaviour based approach Meyer [19] explain OC to be a psychological state
carries out the assessment of individuals in terms binding the individual to the organization. They
of behaviours that are oriented towards propose a three-component model of commitment
organization’s goals. Task based approach focuses labelled as affective, continuance, and normative
on what tasks are required to be done and to what commitment, that are distinguishable from each
extent the same have been carried out to the other. Affective commitment refers to the
degree of professionalism that is desired by the employees’ emotional attachment to,
organization. Results or outcomes based approach identification with, and involvement in the
emphasizes on the outcomes/ results that are organization. Continuance commitment refers to
produced. The focus is more on achieving goals awareness about the costs associated with leaving
rather than on behaviour or tasks. EP is the the organization. Normative commitment reflects
successful completion of tasks by a selected a feeling of obligation to continue employment
individual or individuals, as set and measured by [20]. Research conducted to test the three-
a supervisor or organization, to pre-defined component model of commitment had
acceptable standards while efficiently and demonstrated that commitment can be
effectively utilising available resources within a characterized by different mindsets namely,
changing environment [8]. desire, obligation, and cost [20-21].
The following sections are dedicated to
Organizational Commitment
highlighting researches pertaining to factors
Organizational commitment (OC) has been influencing OC, measurement and its
extensively studied because of its linkages with interrelationship with organizational
performance [9]. Many researchers have performance. Mowday et al. had investigated OC
as an important attitudinal predictor of employee results indicated that career opportunities and
behaviour and intentions. High commitment can work life policies were significantly correlated
provide quality of services for organization [18].
with OC, job characteristics was unsuccessful in
Shore and Martin [22] examined the differential
determining OC. Adnan Iqbal [33] investigated
relationship of job satisfaction and OC to two
the relationship between demographic factors
important variables namely, turnover intentions
(age, tenure and level of education) and OC
and job performance among bank tellers and
among employees of knitwear organizations in
hospital professionals. The results showed that
Lahore and Faisalabad in Pakistan. The results
OC was related more strongly than job
suggest that while length of service was
satisfaction with turnover in both samples. Many
significantly associated with OC, education level
empirical studies had focused on the effects of
was negatively correlated with age having no
demographic factors, such as job level, tenure, and
significant correlation. The study concludes that
job characteristics, including job scope, variety
an improved OC could be achieved with better
and challenge on employee commitment and
work ambience. Hassanreza Zeinabadi [34], in the
involvement [23]. The findings by Dunham et al.
study among teachers of Iran attempted to
[24] were consistent with the research of Steers
establish relationships between job satisfaction,
[25] and Mottaz [26] identified that rewarding
OC and organizational citizenship behaviour
situations conducive to development of affective
(OCB) through structural equation modelling
commitment is largely influenced by perceived job
Results revealed that, intrinsic job satisfaction
characteristics, organizational dependability, and
significantly influences OCB directly and
perceived participatory management. Meyer and
indirectly through partial mediating role of value
Allen’s [27] study identified that job performance
commitment.
demonstrated a positive relationship with
affective commitment, was negatively related to Kanchana and Panchanatham [35] studied the
continuance commitment, indicating existence of relationship between the demographic variables
relationship in general between the job like gender, age, job position and psychological
performance and commitment, the direction will variables like role clarity, job satisfaction with OC
depend on the type of commitment. The study by among the employees of Tamil Nadu Newspapers
Kacmar et al. [28] investigated demographic Limited in India. The result of the analyses
variables such as age, gender and marital status showed that there were significant relationship
as possible antecedents of OC and job between demographic, psychological variables and
satisfaction, life satisfaction, turnover intentions its predictors.
and job involvement as possible consequences of From an organizational point of view, employees’
OC. Authors report a positive relationship commitment is a valuable asset and it has a
between age, job satisfaction, life satisfaction and strong correlation with job satisfaction, employee
job involvement with OC while, turnover performance, role states, turnover etc.
intention is negatively related.High commitment
of the employees has been identified to energize OC and Change
the factors such as sense of belonging to Literature suggests that OC plays an important
organization, safety, self-efficacy, career role in employee’s acceptance of change [36, 37].
development, and intrinsic encouragement [29]. More specifically, Lau and Woodman [38] argued
Chen, Tsui and Farh [30] in their study on that a highly committed employee is more willing
enterprises in People’s Republic of China observed to accept organizational change if it is perceived
that loyalty to supervisor has a better influence to be advantageous and rewarding. On the
on employee in role and extra role performances contrary, other studies reported indicate a
when compared to OC. Camilleri E [31] resistance to change in spite of aftermath to be
established relationships for the three dimensions individually rewarding. These findings suggested
of OC with additional antecedents such as that there might be an influence of OC on
education level, tenure, personality and role attitudes to organizational change. Iverson [39]
states among employees from public sector suggested OC as one of the most important
enterprises resulting in recommendations of determinants of attitudes toward organizational
appropriate human resource management policies change. It was also indicated that OC is a better
and practices enhancing levels of OC. Bashir and predictor of behavioural intentions than job
Ramay [32] studied the relationship between satisfaction within a change context. Employees
career opportunities, work life policies and job with high OC were more willing to put more effort
characteristics with OC among Information in a change project and, therefore, it was more
Technology (IT) professionals in Pakistan. The

likely to develop positive attitudes towards OC and Stress

organizational change [39].
The term “stress” was first used in 1936 by Selye
Herscovitch and Meyer [40] proposed a three in the literature on life sciences, describing stress
component commitment to change scale as a as “the force exerted upon a material object or
modification to the three component OC model person which resist these forces and attempt to
developed by Allen & Meyer. The newly developed maintain its original state.” Stress is a dynamic
commitment to change model was validated condition in which an individual is confronted
through studies with university students and with an opportunity, constraint, or demand
nurses. The studies revealed that this model is related to what he or she desires and for which
superior in predicting the behavioural support for the outcome is perceived to be both uncertain and
change in organizational process. Culverson [41] important [48]. Different studies have classified
reported that an employee’s tenure and work occupational stress in terms of physical
location influences commitment levels in his environment, role stressors, organizational
studies undertaken with a subpopulation of the structure, job characteristics, professional
newly restructured Parks Canada Agency. Brown relationships, career development, and work
Barbara [42] investigated the relationship versus family conflict [49]. Stress can also be
between employees’ perceptions of their defined as an adverse reaction that people
immediate supervisors’ leadership behaviours and experience when external demands exceed their
different types of OC among employees of internal capabilities [50].
Virginia. Either of the two types of leadership
Rees DW and Cooper [51] conducted a
behaviours namely relations-oriented and task-
comparative study on stress among different
oriented, while had been able to explain to a
occupational groups. The most important part of
greater extent variance in affective commitment
the study was that the health care professionals
and to a relatively lesser extent variance in
had got significantly higher levels of stress within
normative commitment, had not been able to
their workplace comparing with non-health care
explain variance in case of continuance
employees. In addition, as burnout scores
commitment. Biljana Dordevic [43] conducted a
increased, OC scores were inversely correlated
theoretical study of employees' OC during radical
with occupational stress. Kobasa and Antosrovsky
organizational changes. The results underline the
[52] observed that negative outcomes due to stress
fact that increased job insecurity, decreased
can be minimised through OC. Elangovan [53],
morale & trust and increased stress due to the
investigated on causal pattern of relationships
change process result in decreased OC. Rashid
between stress, satisfaction, commitment, and
and Zhao [44] in his studies on employee
turnover intentions by employing a structural
perception towards OC observed that commitment
equation analysis approach. The results indicated
to career supported organizational change
that a positive relationship between satisfaction
particularly among IT professionals employed in
and commitment while reciprocal relationship
South Asia. Peccei [45] studied the influence of
was exhibited between stress & satisfaction and
OC on resistance to change (RTC) in an Italian
commitment & turnover intentions. Ketchand and
public sector service provider company
Strawser [54] identified that OC has significant
undergoing a radical changes through
relationships with job satisfaction, job
antecedents of RTC that includes employees’
involvement, stress, occupational commitment,
perceptions on benefits of change (PBC),
and motivation particularly among accountants.
involvement in the change process (IIC), and
Yousef [55] in his study among employees from
overall attitudes towards the change (ATC).
different organizations in United Arab Emirates
Visagie and Steyn [46] observed in his study
concluded that the job role conflict and the job
among service employees of Cape Peninsula, level
role ambiguity negatively affects the different
of OC was relatively moderate and the change
components of OC. Khatibi [56] studied the
readiness was strongly correlated with both
relationship between job stress and OC in
affective & normative commitment.
National Olympic and Para-Olympic Academy
The appropriateness of the three-component (NOPA) employees in Iran. The results indicated
model of commitment to change proposed by a negative correlation between job stress & OC
Herscovitch and Meyer in Indian context was and were significantly related to components of
studied by Soumyaja and Bhattacharya [47] from OC particularly affective commitment and
among employees working in different normative commitment. Examined employees’
occupational sectors. The results demonstrated level of work stress, job satisfaction and OC and
that affective and continuance commitment was their relationship with one another. The study
clearly distinguishable.
was conducted in Kosovo within central public perception that there is no opportunity for one's
organizations that are in the process of career progression.
privatization or corporatization. The research
Role Expectation Conflict (REC): This type of
findings revealed high level of job satisfaction, OC
stress is generated by different expectations by
and work stress. However, the findings did not
different significant persons about the same' role;
find any interrelationship between job
and the role occupant's ambivalence as to whom
satisfaction, OC and work stress.
to please.
Biswas [57] examined the effects of six life style
Role Erosion (RE): This kind of role stress is the
stressors, i.e. performance, threat, boredom,
function of the role occupant's feeling that some
frustration, bereavement and physical, on OC
functions which should properly belong to his /her
among employees belonging to Vadodara in India.
role are transferred to / or performed by some
Findings suggested that performance, threat and
other role.
frustration were significant predictors of OC.
Yaghoubi [58] studied the relationship between Role Overload (RO): When the role occupant feels
OC and job stress among Indian managers that there are too many expectations from the
employed in Health care industry. The results significant roles in his/her role set, he/she
showed that OC is more in high work experience experiences role overload.
group and found no significant relationship Role Isolation (RI): This type of role stress refers
between the level of commitment and gender. He to the psychological distance between the
also observed that there was no significant occupant's role and other roles in the same role
relationship between OC and job stress. Somers set.
[59] showed that OC has a significant relationship
with affective commitment and normative Personal Inadequacy (PI): This type of stress
commitment but no significant relationship with arises when the role occupant feels that he/she
job stress and continuance commitment among does not have the necessary skills and training for
hospital nurses. effectively performing the functions expected from
his/her role.
Organizational Role Stress
Self-Role Distance (SRD): When the role a person
Role stress refers to the conflict and tension due occupies goes against his/her self-concept, then
to the roles being enacted by a person at any he/she feels self-role distance type of stress. This
given point of time [60]. Enacted in the context of is essentially a conflict arising out of mismatch
organizations, such role stresses are called between the person and his/her job.
organizational role stress (ORS). The stress
induced due to roles performed by individuals as Role Ambiguity (RA): It refers to the lack of
employees had been a potent organizational clarity about the expectations of the role which
stressor [61-62], the outcomes of which have been may arise out of lack of information or
found to be costly to the organization [63]. One of understanding.
the pioneers of research on organizational role Resource Inadequacy (Rin): This type of stress is
stress, Pareek [60] had reiterated that the evident when the role occupant feels that he/she
performance of a role in an organization had built is not provided with adequate resources for
in potential for conflict due to which stress may performing the functions expected from his/her
start rearing its head. Such stress could role.
contribute to various dysfunctional outcomes for
the organization like job related tensions, job Several studies had been conducted on stress
dissatisfaction, lower performance, etc. among general practitioners in UK [64-67]. In the
study, Allibone et al. [68] reported excessive
Pareek [60] identified ten different types of smoking and alcoholic consumption among high
organizational role stressors. They are described proportion of medical officers due to stress in
here briefly. Scotland. The suicide rates had been high among
Inter-Role Distance (IRD): It is experienced when medical practitioners [69] as they experience
there is a conflict between organizational and appreciable stress. Ramirez et al. [70] conducted
non-organizational roles. study on consultants in UK with, work overloads
and influenced home life; poor administration and
Role Stagnation (RS): This kind of stress is the resources; administrative responsibilities and
result of the gap between the demand to outgrow dealing with patients’ pain being perceived as
a previous role and to occupy a new role sources of stress. In the same study, radiologists
effectively. It is the feeling of being stuck in the reported the highest level of burnout in terms of
same role. Such a type of stress results in
low personal accomplishment. Swanson & Power ambiguity, and self-role distance. Sharma [80]
[71] conducted a comparative study between studied the role stress among the managers and
perceived stress, satisfaction and conflict among supervisors of public and private pharmaceutical
doctors in Scotland. The study concluded that the organizations. The findings indicated that
work of male doctors were prone to stress and employees of public sector organizations score
lesser satisfaction than females. Dollard and lower role stress than from those of private sector
Walsh [72] reported that private sector workers in organizations. However, public sector employees
Queensland, Australia, experienced higher stress score significantly higher in terms of role
than public sector workers. In 2000, a British stagnation. The authors also established the
Medical Association (BMA) report suggested that insignificant effect of several background factors,
many senior doctors suffered high levels of stress such as age, level of education, income, marital
as a result of their work which directly hampers status, and work experience. Chaudhary [81]
their ability to provide high quality care to proved the relationship between role stress and
patients. Work stress was increasingly recognized job satisfaction among bank officers. The results
as one of the most serious occupational health indicated that role erosion and resource
hazards reducing workers satisfaction and inadequacy acted as dominant stressors while role
productivity, and increasing absenteeism and ambiguity and role expectation conflict were
turnover [73]. Macklin et al. [74] in his survey remote contributors to role stress in the sample
among public and private sector employees in population. Srivastava [82] surveyed among
Australia to assess any significant difference in employees in insurance sector and reported a
their stress levels, concluded that there was no significant positive correlation between various
significant difference between employees on the dimensions of role stress and symptoms of mental
basis of sector, but there was a significant ill health. Stress arising from role ambiguity and
difference between genders. D’Aleo, Stebbins, role stagnation correlated most intensively with
Lowe, Lees, and Ham [75] assessed risk profiles of anxiety. Chand and Sethi [83] examined the
public and private sector employees in Australia organizational factors as predictors of job related
and observed that public sector employees faced stress among managers in banking sector. The
more stress than private sector employees. findings showed significant positive relationships
Yahaya et al. [76] had found out the causes of between jobs related stress and role overload, role
occupational stress and the implication on job conflict and strenuous working conditions.
satisfaction, intention to leave and absenteeism Pestonjee [84] while analysing stress among
among employees in Malaysia. The findings special occupational groups reviewed role stress
showed that occupational stress did not have and job satisfaction among doctors. The result of
direct effect on intention to leave and absenteeism the study revealed that job satisfaction correlated
but had negative effect on job satisfaction. Malik negatively with all the dimensions of role stress.
[77] in his study among bank employees both in Hussain [85] conducted study among doctors and
public as well as in private sectors of Quetta, the findings of the study indicated that the
Pakistan, found that public sector bank employees outcomes of stressful situations do not influence
experienced relatively higher level of occupational psychological well being. Hussain and Singh [86]
stress. Abbas et al. [78], in his research examined the role stress among doctors, including
investigated the contribution of various role gynaecologists, ophthalmologists, and surgeons,
stressors to stress and burnout in a public sector employed in private hospitals and nursing homes.
university of Pakistan. Results showed that role In this study the gynaecologists and surgeons
ambiguity was one of the organizational role experienced higher stress compared to
stressors having the largest impact on stress and ophthalmologists. Lehal and Singh [87] studied
burnout among the employees. Demographic ORS among college teachers in the state of
factors such as gender, marital status and Punjab. The study indicated that the level of ORS
experience had little or no impact on the results. among teachers employed in public sector
institutions was significantly lower than their
Notable among the Indian studies include,
private sector counterparts. Kang and Singh [88]
Ahmad, Bharadwaj, and Narula [79] who
identified frequently reported stress symptoms
assessed stress levels among executives from both
and assessed the magnitude of various
the public and private sector, using an ORS scale
organizational stressors that resulted in stress.
to measure ten dimensions of role stress. Their
The study was carried out in six organizations
study revealed significant differences between
dealing with electronics equipment and services.
public and private sector employees in three
Poor interpersonal relations, poor organizational
dimensions of role stress-role isolation, role

structure and climate were identified to be the constant attempt to improve, adapt and adjust
major source of stress. Bhattacharya Sunetra and strategy and structure incrementally to
Basu Jayanti [89] studied ORS among IT accommodate to changes taking place in the
Professionals. Results of the study revealed that environment. Revolutionary change is rapid,
younger women demonstrated relatively better dramatic and broadly focused, which involves a
ability to cope up with stress compared to others. bold attempt to quickly find new ways to be
According to Jennings [90] work stress while effective. It is likely to result in a radical shift in
contributing to illness at individual employee ways of doing things, new goals and a new
level, might result in absenteeism and turnover at structure. Research suggests that one of the main
organizational level. In a study Hirak Dasgupta reasons for some organization’s inability to
and Suresh Kumar [91] examined the stress level change is organizational inertia, the tendency of
among male and female doctors in a government an organization to maintain the status quo.
hospital located in northern part of India and Resistance to change lowers an organization’s
found that stress levels experienced by the effectiveness and reduces its chances of survival.
incumbents differed essentially in terms of Inter- There are also several reasons why individuals
role distance and Role inadequacy. Sharma, [92] within an organization may be inclined to resist
recommends greater emphasis for learning, change. First, people tend to resist change
training and development along with providing because they feel uncertain and insecure about
platform for work place communication in an what its outcome will be. Workers’ resistance to
attempt to minimize role ambiguity thereby the uncertainty and insecurity surrounding
enabling prioritization of tasks towards better change can cause organizational inertia.
management of work among frontline employees Absenteeism and turnover may increase as
working in public and private sector banks. Ratna change takes place, and workers may become
[93] studied ORS among IT professionals from uncooperative, attempt to delay or slow the
three organizations. It was observed that while change process, and otherwise passively resist the
role isolation was the major stressor in two change in an attempt to quash it. Socio-technical
organizations, personal inadequacy was systems theory was one of the initial theories that
predominant role stressor in the third. Baba [94] underlined the importance of changing role and
investigated ORS among doctors working in task or technical relationships to increase
government hospitals and examined the levels of organizational effectiveness. During change
stress among male and female doctors. Findings processes people experience many emotional
of the study revealed that male doctors experience states such as equilibrium, denial, anger,
severe organizational role stress. Bano [95] bargaining, chaos, depression, resignation,
examined influence of socio-demographic factors openness, readiness and re-emergence [96].
on stress levels among employees from public and Increased occupational time during organizational
private sector. The study revealed employees in change process often manifests as stress among
general experienced moderate levels of stress, employees [97]. Over the past few decades,
predominantly through role erosion the most and considerable research had been carried out in the
resource inadequacy to some extent. domain of change management [98-107].
Armenakis et al. [98] indicated that beliefs,
Stress and Change
perceptions and attitudes to be critical for
Organizational change is the process by which successful change. Stress caused by
organizations move from their current state to organizational change can result in creating
some desired future state to increase their negative attitudes toward change, resulting in
effectiveness. The goal of planned organizational stress becoming an inhibitor to change. Grant
change is to find new or improved ways of using [108] suggested that organizational change efforts
resources and capabilities in order to increase an could form very stressful experience for
organization’s ability to create value and improve individuals. McHugh [109] examined linkages
returns to its stakeholders. Many forces in the between organizational change and the
environment have their impact on an organization psychological well being of employees within the
and recognising the nature of these forces is one Swedish social insurance organization. It was
of a manager’s important tasks. The change observed that employees have been experiencing
process in any organization can be categorized high level of stress due to continuous
broadly in to two types namely, evolutionary and organizational change. Armenakis and Bedeian
revolutionary. Evolutionary change is gradual, [110] identified stress to be an obstacle to
incremental and narrowly focused involving a planning and implementation of change. Sikora et

al. [111] had examined the interactions and Goleman [120] reduced the dimensions from five
consequences of chronic and acute stressors in the
to four as follows: (i) self awareness; (ii) self
workplace. They developed the Asynchronous
management; (iii) social awareness and (iv)
Multiple Overlapping Change (AMOC) model, to
management of social relations. Ashkanasy et al.
account for the complexity of contemporary work
[121] reported that the term EI has influence on
settings. Shah [112] examined the relationship
performance and that training to improve EI
between occupational stress and attitude towards
could have a positive impact on overall team
change along with demographic factors in a
performance. Gominian [122] studied the
developing country. The findings of the study hold
relationship between EI and leadership style
that demographic variables such as gender, age
among Australian public sector executives. The
and marital status had no positive and significant
results indicated that managers with high EI
relationships with employee readiness to change.
demonstrate higher probability of achieving
The results revealed that employees with high
expected goals of their business and considered to
occupational stress demonstrated decreased
be an effective leader by subordinates and the
commitment and increased reluctance to accept
board of directors. Mayer, Salovey et al., [123]
organizational change interventions.
proposed Mayer–Salovey–Caruso Emotional
Emotional Intelligence Intelligence Test (MSCEIT) which was able to
achieve reasonable reliability in confirmatory
Emotional Intelligence refers (EI) to an
factor analysis supporting theoretical models of
individual’s ability to perceive, control and
EI. According to Rozell, Pettijohn, & Parker, [124]
evaluate emotions, enabling to manage
understanding and managing one’s own and
relationships more effectively. The notion of EI
others’ emotions were likely to influence job
can be traced to Thorndike's [113] concept of
attitudes and behavioural choices in the work
social intelligence, Wechsler's [114] proposition of
place. Bradberry and Greaves [125] observed that
non-intellective abilities as well as Gardner's
EI had a good relation on the job success.
[115] conceptualisation of personal intelligence.
Kernbach and Schutte [126] examined the
However, the term EI owes its origin to Salovey
relationship between EI of service providers and
and Mayer [116] defined as a social intelligence
customer satisfaction. It was found that the
that enables people to recognise their own, and
higher EI displayed by the service provider led to
other peoples' emotions. Moreover, EI enables
greater satisfaction. Petrides [127] investigated
people to differentiate emotions, and to make
the relationships between EI and four job-related
appropriate choices for thinking and action. The
variables namely, perceived job control, job stress,
authors, proposed a model that identified four
job satisfaction, and OC along with demographical
different components of EI namely, perception of
variables using structural equation modelling.
emotion, ability to understand emotion, ability to
Perceived job control and EI had a positive effect
reason using emotions, and ability to manage
on satisfaction and a negative effect on stress.
emotions. Goleman in 1995 presented five
Satisfaction while demonstrating positive effect
essential and typical dimensions for EI: (i)
on commitment was negatively influenced by
evaluation of emotions, (ii) regulation of emotions;
stress. Among the demographical variables, age
(iii) motivation and self controlling of emotions;
negatively influenced perceived job control. The
(iv) understanding and recognizing the emotions;
study of Dissanayaka [128] explored the four
(v) communication and emotions.
branches of EI namely emotional awareness,
Several studies suggested that individuals with emotional management, social awareness and
high EI are more capable of understanding and relationship management to identify the links
managing their emotions, which allows them to with organizational learning in banking industry
adjust to their surroundings and become more in Sri Lanka. .
tolerant to challenging conditions, including
Deepa and Krishnaveni [129] measured the level
stress [117-118]. Schutte et al., [119] defined EI
of EI among the employees of IT/ITES in South
as the ability to adaptively recognize emotion,
India. The study developed a tool specific to India,
express emotion, regulate emotion and harness
to measure the EI of individuals in the work
emotions. A thirty three item self-report measure
environment. The results indicate high EI among
of emotional intelligence The Schutte Self Report
IT/ITES work force and particularly influenced by
Emotional Intelligence Test (SSEIT) developed by
gender and age. Gupta and Singh [130] developed
the authors measures Emotional Intelligence (EI),
a twenty item scale to measure ability-based EI in
using four sub-scales namely, emotion perception,
three different samples that demonstrated
utilizing emotions, managing self-relevant
significant correlation with academic achievement
emotions and managing others’ emotions.
and conflict avoidance behaviour.
EI and Stress have less OC. Abraham [141] in her study among
professionals from three industries identified high
The job stress is a complex, dynamic process in
correlation between EI and individual's ability to
which various factors (stressors) and modifying
cooperate with others higher EI levels may lead to
variables are interrelated [131]. It can be expected
high social relation within the organizations
that subjects with high level of EI will perceive
enhancing OC and loyalty of the staff. Nikolaou
their work environment to be less stressful and
and Tsaousis [142] also established that
they will experience less negative health
individuals with high EI are more committed to
consequences with increased commitment to the
their organizations and have high performance at
organization. Bulik [132] studied the relationship
work. Zainal Arifin and Yahaya Mohd [143]
between EI and perceived stress in the workplace
studied the effect of EI on OC and job satisfaction
and health-related consequences among human
among employees in public and private sectors
service workers in Poland. The results confirmed
and established a high significant correlation
an essential, but not very strong, role of EI in
between the EI and OC. Employees working in a
perceiving occupational stress and immunise
non western country on relationship between EI
employees of human services from negative health
and OC revealed that there is a meaningful
outcomes. The studies conducted by Oginska et
relation between EI and OC. Cichy et al. [144]
al., [132]; Montes-Berges et al.,[133]; Naidoo et
studied the relationship between EI and OC
al., [134] revealed that EI to be a helpful tool in
among private club members and volunteer
dealing with stress and anxiety in workplace.
leaders of the committees in American club
Ayranci et al. [135] conducted a study on nurses
association. The result of their research revealed
working in private and governmental hospitals of
that there were significant differences in OC
Turkey, and identified a significant relationship
levels between the individuals with low EI and
between EI and stress. The study of Riaz and
high EI. Adeyemo [145] identified a significant
Khan [136] observed a weak negative relationship
relationship between a few components of EI and
between EI and stress among faculty members of
OC among workers in some selected organizations
graduate teaching sector in Pakistan.
of Nigeria. Guleryuzeral et al. [146] in their
Rooprai [137] investigated the role of EI in research established that job satisfaction played a
managing stress and anxiety at workplace among significant role in mediating between EI and OC.
management students in India. In his study, EI Rangriz and Mehrabi [147] investigated the
established negative relationship with stress and relationship between EI, OC and EP in Iranian
anxiety. The study of Purushothaman [138] on EI Red Crescent Societies (IRCS). The results
and stress among employees in banking sector in indicated that EI plays an importance role in
India showed that there exists a meaningful enhancing OC and EP. Chin, Anantharaman and
relationship between EI competencies and Tong [148] studied the level of EI among
occupational stress. executives in small and medium sized enterprises
particularly from the manufacturing sector of
EI and OC
Malaysia. The results of the study indicated that
Kets de Vries and Miller [139] illustrated that there is a significant relationship between the
organizational success and failure can be components of EI and OC. Sarboland [149] in his
determined by the emotional tone set by the study observed a significant relationship between
executive or presumed leader of an enterprise. EI with its dimensions and OC among tax affairs
Hence, EI can be conceptualized as collateral for offices in Iran. In a similar study, Mohamadkhani
developing OC and EP within organizations. and Lalardi [150] identified significant
Daniel Goleman [117] established that EI leads to relationship between EI and OC among staff in 5-
more effectiveness in leadership, organizational Star hotels of Tehran, Iran. Mariam Nikkheslat et
membership, job satisfaction, and social al. [151] investigated and examined the impacts of
involvement. He described that emotionally EI and its dimensions on job satisfaction and OC
intelligent individuals can be more motivated, in Malaysia. This study showed job satisfaction to
self-aware, self-confident, satisfied and socially be a mediator between EI, and OC.
adept. He also claimed that an individual’s EI
Neerpal and Renu [152] studied the relationship
could have a profound effect on the commitment
between EI and OC among the employees working
level of the employees.
in various organizations in India. A positive and
EI has a meaningful relationship with job significant correlation was observed between EI
outcomes such as job satisfaction and OC [119]. and OC. Velmurgan and Zafar [153] did their
Abraham [140] pointed out that, employees who study to estimate the effect of EI on OC among
could not appraise and regulate their emotions hotel managers in South India with similar
results.
EI and Change health, IT and service sectors. The Indian study

was conducted among employees working in
Emotions and responses to change can be so
mixed occupational sectors.
intensive that the literature in organizational
change equates it with human responses to
 The literature on studies relating to OC and
traumatic changes such as death and grief
stress highlights significant relationship
[108,154,155]. EI is considered to be important in
between OC and stress, turn over intention, job
organizational change [156-157]. Jordan [158]
satisfaction & demographical characteristics.
explored the four branches of EI namely
Structural equation modelling was reported in
emotional awareness, emotional facilitation,
one of the studies to establish the relationship
emotional knowledge and emotional regulation to
between these variables. The studies reported
identify the links between organizational learning
have been essentially carried out among
and EI that contribute to successful
employees in private sector, health sector,
organizational change. Chrusciel [159] proposed
accounting area and Olympic academy.
EI to be a means to improve staff performance
and productivity (emphasis on leadership), based
 In depth, research on organizational role stress
on which, a more effective human resources
across a wide spectrum of occupational sectors
strategy was propounded to deal with
has been reported over the past three decades
organizational change.
that focuses on assessment of job stress in
Comments on Literature employees and its relationship with EI, attitude
towards change, and demographical variables.
 Most literature on employee performance
International studies had been carried out
enhancements and management essentially
among health care professionals and established
revolves around the behavioural characteristics
that male doctors were more prone to stress.
of the employees and studies on prevailing
Several other studies including notable among
organizational climate including changes in the
the studies carried out in India, pertains to
business process. Among the variety of
various private & public sectors, education,
behavioural characteristics focus had been on
health, pharmaceutical and banking sectors.
factors such as organizational commitment,
One of the studies was carried out among
emotional intelligence and occupational stress
employees in IT sector.
that directly influence employee job
performance. Studies carried out in India as well
 Over the past few decades, many studies have
as abroad and reported in the literature examine
been reported on stress and change among
the influence of demographical parameters and
employees in private and public sectors,
occupational sectors on the efficiency and
internationally. The studies established that
effectiveness of the employees.
employees have been experiencing high level of
stress due to continuous organizational change.
 Among the studies relating to organizational
One model developed in this direction is
commitment conducted in internationally and in
dedicated to evaluate the complexity of
India attempts to establish a relationship
contemporary work settings. The results of the
between organizational commitment and
studies reveal that employees with high
individual antecedents such as employee
occupational stress demonstrated decreased
performance, job satisfaction, organizational
commitment and increased reluctance to accept
citizenship behaviour, and demographical
organizational change interventions.
variables among employees of various sectors.
While the international studies were
 The extensive literature on influence of
concentrated on various public sectors, IT and
emotional intelligence in the workplace as well
educational sectors, Indian studies were on
as on main theories of EI, based on empirical
newspaper industry and knitwear industry.
studies has been reported. The studies present
development of models concerning EI and its
 Both theoretical and empirical studies on OC
relationship with employee performance, job
and change have been reported from India as
satisfaction, stress, OC and demographical
well as other countries. The studies establish a
variables. One international study pertains to
significant relationship between OC and
investigation of relationship of EI with other
employees attitude towards change.
variables using structural equation modelling.
International studies were focused on employees
While international studies were concentrated
working in various private & public sectors,
on public, service and banking sectors, the
studies undertaken in India pertains to IT and providing a generic understanding of the

education sectors. interactions.
 The studies on EI and stress demonstrate a  The literature reported does not reveal usage of
meaningful relationship between EI any other modelling technique apart from
competencies & occupational stress and structural equation modelling technique. Thus
promises to be a helpful tool in dealing with the results of the studies need to be validated
stress and anxiety in workplace. The not only by comparing the results between
international studies were concentrated on different occupational sectors but also through
health, service and education sectors, whereas modelling with other techniques.
Indian studies focused on banking and education
sectors.  A comprehensive model incorporating the
intricate interrelationship between the various
 Literature has also brought out a strong parameters is also expected to be useful in
relationship between EI and OC along with estimating the effectiveness of any
demographical variables among employees organizational intervention initiative for
working across sectors. International studies enhancement of employee performance.
have been essentially concentrated on employees
working in private & public sectors, tax affair  It is also observed from the literature that no
offices, star hotels, manufacturing sector, attempts have been initiated among the studies
members from clubs and societies etc. Studies undertaken particularly in India on modelling
reported from India pertain to among employees the explicit interrelationships that may exist
from different organizations and hotels. among the various parameters influencing
employee performance.
 The studies identified that by incorporating
considerations of EI into organization's change  India as one of the major destinations for IT and
management philosophy, not only does the IT enabled services, particularly owing to its
individual employee have opportunity to strategic location, enjoys immense potential for
improve, but they also provide significant employment in this sector. Thus India offers
contributions for organizational gains. However, plenty of study in the area of organizational
most of these studies have been reported from commitment, emotional intelligence and
countries other than India. organizational role stress which will have a
direct bearing on the employee productivity.
 While highlights of the contributions in the
areas of OC, EI & occupational stress and  In addition, India is one country that is a
influence of other idiosyncratic parameters confluence of diversified economical status and
across different occupational sectors, this survey work culture. Study on intricate relationships
of literature also reveals further scope for between the demographic parameters and
research towards formulation of organizational employee performance related parameters will
interventions for employee performance aid a long way in design of robust organizational
enhancements. intervention systems that is imperative for
sustained survival of any organization
 It can be observed that most of the literature is particularly in the modern business dynamics
confined to identify various parameters and the context [160-167].
extent by which it affects OC and occupational
stress. However, no comprehensive model, with Conclusions
established linkages between the causal Rapid shifts in the paradigms have resulted in
parameters, which can also be used as a radical changes in the business processes
predictive tool for the desirable outcomes, needs including the way how human resource of the
to be developed. organization is nurtured. While organizations
have been endeavouring to derive the most
 A few studies have adopted structural equation effective performances from its employees through
modelling technique to visualise typical interventions referred to as employee
organizational interaction between the engagement, the actual output of individuals are
sure to depend on the perception of employees
parameters. A more generalised model that can towards organizational environment. No wonder
be used to inter relate the various parameters numerous studies have been devoted in
across the sectors would be highly useful in estimating the influence of different parameters
on employee performance. This paper is an employee productivity. Additionally, this

attempt to compile notable contributions from compilation also highlights some possible
researchers, HR practitioners and occupational embellishments to the research findings, offering
psychologists in this direction that could form a ample scope for further research. The studies in
platform in understanding the boundaries of such the area would be undoubtedly fascinating for the
studies which would be vital in the young researchers and vital for effective
implementation of organizational development management of enterprises of the future
programmes that will ensure sustainment of
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ISSN: 2278-3369

International Journal of Advances in Management and Economics

Studies on Assessment of Parameters Influencing Employee Performance:

*Corresponding Author: E-mail: [email protected]

Keywords: Emotional Intelligence, Employee Performance, Organizational Commitment, Organizational Role

Deepa Mohan,N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 69

Employee Job Performance

Employee Job Performance

Deepa Mohan, N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 72

likely to develop positive attitudes towards OC and Stress

Deepa Mohan, N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 75

Deepa Mohan, N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 76

EI and Change health, IT and service sectors. The Indian study

studies undertaken in India pertains to IT and providing a generic understanding of the

on employee performance. This paper is an employee productivity. Additionally, this

62. Srivastava, AK (1997) Self management of occupational ouvertes.fr/docs/00/69/88/06/PDF/STRESS_BURNOUT-

Deepa Mohan, N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 84

Deepa Mohan, N Sudarsan |Jan.-Feb. 2014 | Vol.3 | Issue 1|69-86 86

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