Setting high expectations is not enough: linkages between expectation climate strength, trust, and employee performance

Drawing on Climate Theory and Social Exchange Theory, we examine whether and how the strength of the expectation climate, defined as the degree of agreement amongst job incumbents on what is expected from them, affects their job performance. To explain this relationship, we utilize mediating trust-in-the-organization effects as an explanatory avenue. In a time-lagged data sample of 568 public service employees, whose job performance is rated by their 242 line managers, we apply multilevel modelling. We employed stratified random sampling techniques across 75 job functions in a large, public sector organization in Belgium. Our analysis provides support for the argument that expectation climate strength via mediating trust-in-the-organization effects impacts positively on the relationship between employee expectations and performance. Specifically, the significant association of the expectation climate strength with trust suggests that the perceived consensus about the expectations among different job incumbents demonstrates an organization’s trustworthiness and reliability to pursue intentions that are deemed favorable for employees. We conjecture that expectation climate strength breeds trust which strengthens employees’ job performance. HRM professionals in general, and line managers in particular, should heed our advice and carefully manage their tools and practices in an effort to signal compatible expectancies to different job incumbents in the same or similar roles. Our results shed new light on the mechanisms through which the strength of collective expectations impacts employee outcomes

Leader-employee congruence of expected contributions in the employee-organization relationship

Employees' expected contributions can be incongruent with those of their leader. We examine the congruence effect of leaders' and employees' expected contributions on job satisfaction. Results of cross-level polynomial regressions on 947 employees and 224 leaders support the congruence effect. When expected contributions are congruent, employees are more satisfied with their job. Our findings suggest that employees enjoy high challenges, as long as these challenges are in harmony with the expected contributions of their leaders. Employees are less satisfied with their jobs both when their expected contributions were higher than their leaders' and when their expected contributions were lower than those of their leaders. Beyond the relevance of having high expected contributions, the findings highlight the crucial role played by the congruence of expected contributions of leaders and employees

Institutional isomorphism, negativity bias and performance information use by politicians: A survey experiment

New Public Management popularized performance measurement in public organizations. Underlying performance measurement's popularity is the assumption that it injects performance information (PI) into decision-making, thus rationalizing the ensuing decisions. Despite its popularity, performance measurement is criticized. In part, this criticism results from the limited knowledge of the conditions under which PI is purposefully used by politicians. We conducted a survey experiment based on real PI with 1,240 politicians. We hypothesized that PI has a positive impact on performance information use (PIU) when PI is benchmarked with coercive, mimetic or normative pressures. Moreover, due to negativity bias we expected this positive impact to be stronger when PI signals low performance. We found that normative pressures had a positive impact on actual PIU while coercive pressures positively affected intended PIU. Negativity bias is only relevant when linked to coercive pressures and intended PIU for analysing the organization's finances

Randomised controlled trial of adjunctive inspiratory muscle training for patients with COPD.

BACKGROUND: This study aimed to investigate whether adjunctive inspiratory muscle training (IMT) can enhance the well-established benefits of pulmonary rehabilitation (PR) in patients with COPD. METHODS: 219 patients with COPD (FEV1: 42%±16% predicted) with inspiratory muscle weakness (PImax: 51±15 cm H2O) were randomised into an intervention group (IMT+PR; n=110) or a control group (Sham-IMT+PR; n=109) in this double-blind, multicentre randomised controlled trial between February 2012 and October 2016 (ClinicalTrials.gov NCT01397396). Improvement in 6 min walking distance (6MWD) was a priori defined as the primary outcome. Prespecified secondary outcomes included respiratory muscle function and endurance cycling time. FINDINGS: No significant differences between the intervention group (n=89) and the control group (n=85) in improvements in 6MWD were observed (0.3 m, 95% CI -13 to 14, p=0.967). Patients who completed assessments in the intervention group achieved larger gains in inspiratory muscle strength (effect size: 1.07, p<0.001) and endurance (effect size: 0.79, p<0.001) than patients in the control group. 75 s additional improvement in endurance cycling time (95% CI 1 to 149, p=0.048) and significant reductions in Borg dyspnoea score at isotime during the cycling test (95% CI -1.5 to -0.01, p=0.049) were observed in the intervention group. INTERPRETATION: Improvements in respiratory muscle function after adjunctive IMT did not translate into additional improvements in 6MWD (primary outcome). Additional gains in endurance time and reductions in symptoms of dyspnoea were observed during an endurance cycling test (secondary outcome) TRIAL REGISTRATION NUMBER: NCT01397396; Results