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Library employees' attitudes towards the measurement and appraisal of their work performance: Study in Estonian university libraries
Abstract
Purpose
– The aim of the current article is to clarify how the staff of Estonian university libraries define the concepts of performance and efficiency in the context of libraries, what is the general conception of performance measurement and evaluation, what impact it is believed to have on the personal future career, and how one's own efficiency and performance is evaluated in comparison with one's colleagues.
Design/methodology/approach
– The data used in this paper are based on reviewing and summarizing of relevant literature to provide an overview of the concepts of performance and efficiency in general and in the context of the library as well as on results of the study, held in 2011/2012 in Estonian university libraries to determine the attitude of the libraries' staff towards work organisation and performance appraisal.
Findings
– Although a number of Estonian university librarians highly evaluated performance measurement and appraisal as a possible source of information and feedback for improving their work performance and seeking out their further training and education needs, they unfortunately do not see any relation between performance improvement and their salary increase and career. As for the library as a whole, performance appraisal is profitable, although it is assumed that it might raise some problems. Efficiency and performance in the library context are rather associated with service and user satisfaction. Performance measurement and appraisal system in Estonia university libraries is almost non‐existent and definitely needs to be developed.
Originality/value
– To the best of the authors' knowledge, no research has been previously carried out in the library context to determine library employees' attitudes towards their work organisation and coordination as well as measurement and appraisal of their work performance.
... Internationally, several studies have covered libraries as workplaces (Ocholla, 2002;Oud, 2008), with a special focus on workplace stress (Farler & Broady-Preston, 2012;Topper, 2007), job satisfaction (Badawo, 2006;Ekere & Ugwu, 2011;Saka & Salman, 2014), and job performance (Amusa et al., 2013). For instance, Kont and Jantson (2013) found that the shortcomings of the work environment affect the work performance of professionals working in Estonian university libraries while a study done in Pakistan, by Chaudhry et al. (2021) found that the library's work environment had an effect on the job performance of library professionals. The literature on the work environment and its influence on employee productivity, output, and satisfaction provides valuable insights into the underlying factors and their impacts. ...
This study investigates the congeniality of physical workspaces given to female librarians in the academic sector of Punjab, Pakistan. An explanatory sequential mixed-methods approach was employed to explore the phenomenon. Female librarians working in Higher Education Commissions’ (HEC) recognized universities of Punjab province participated in the study. For the quantitative phase, a census survey sampling technique was employed for collecting data by using a questionnaire. The questionnaire was sent to 89 females, and 77 responded with a response rate of 86.5 percent. The quantitative results highlighted the satisfaction of female librarians with the physical work environment conditions. For the qualitative phase, twenty outlier cases were identified from the quantitative phase, however, only fourteen consented to participate. Semi-structured interviews were conducted with participants by using a pre-prepared interview guide. NVivo was used for qualitative data analysis while SPSS-23 was used for the quantitative data analysis. Results revealed a concern among female librarians regarding the open desk system in libraries: they shared that open desk offices not only lack esthetic appeal for users but also disrupt librarians during crucial tasks, thereby highlighting potential drawbacks of this workspace arrangement. This study is unique in its nature as it delves into assessing the physical work environment in Pakistani libraries, focusing specifically on the viewpoint of female librarians.
... Certainly, the knowledge acquired and its application served as the basis for quality library services delivery. Hence, for public libraries to ensure quality service delivery to patrons, having qualified, effective, and high performing staff are imperative [18]. Against this backdrop, the study sought to find out the research assistance given by the librarians in the BARMM Regional Library in terms of locating, evaluating and using information. ...
The primary purpose of a public library is to educate, give society something to think about and help people improve their skills by reading and exploring the wisdom of others recorded in its collection. Thus, this descriptive-correlational research was conducted to provide the regional library of Bangsamoro Autonomous Region in Muslim Mindanao Regional Library with valuable information. Specifically, this research determined the participants' assessment of the quality of library information resources, librarians' research assistance, satisfaction of their information needs. It examined the significant association between the quality of information resources and librarians' assistance and satisfaction of information needs. Data were collected using validated and pilot-tested questionnaires. Responses were processed using descriptive and inferential statistics. Based on the findings, the quality of information resources and librarians' assistance were to a great extent. Moreover, the participants' academic and non-academic information needs were satisfied. The library information resources and librarian's assistance significantly influence the users' satisfaction with information needs. The study points to the need to keep information resources updated and continue to give a high level of librarians' assistance to achieve maximum satisfaction of the academic and non-academic needs of library users.
... They found that all libraries have used one method or more in evaluating the progress of their services, and the performance of their staff members which includes surveys, reports, key performance key performance indicators (KPIs), statistics and interviews, in addition to appraisal forms which are used for staff evaluation. Kont and Jantson (2013) found that although a number of Estonian university librarians highly evaluated performance measurement and appraisal as a possible source of information and feedback for improving their work performance and finding their further training and education needs, they do not see any relation between performance improvement and their salary increase and career. As for the library as a whole, performance appraisal is profitable, but it is assumed that it might cause some problems. ...
Purpose
The performance evaluation process is a key step in any management system and constitutes the basis for continuous improvement. Resistance to change is considered as a critical factor in any change management project; so, development of employee performance appraisal systems like all of the change management projects has always faced many challenges. This study seeks to illustrate the two-year experience (2018–2020) and lessons learned by developing an employee performance appraisal system in the National Library and Archives of Iran (NLAI) as a cultural public sector organization.
Design/methodology/approach
This study was carried out by using soft operational research (OR) approaches, using a novel combination of two methods, soft system methodology (SSM) and importance performance analysis (IPA). For this purpose, at the beginning, with the help of the SSM approach, the challenges of implementation was identified, then, using the opinions and experiences of the system's stakeholders, improvement actions were defined and prioritized using the IPA method.
Findings
The research findings showed that “coaching development,” “optimizing the forced distribution rating system (FDRS)” and “customizing the system” are the most important improvement actions.
Originality/value
The research has bridged the gap between research and practice in the field of employee performance appraisal system in national libraries.
... Certainly, the knowledge acquired and its application form the basis for quality library services delivery. Hence, for public libraries to ensure quality service delivery to patrons depends on having qualified, effective, and highly performing staff (Kont & Jantson, 2013). ...
This study seeks to assess user perception of the quality of public library services in the Greater Accra Region of Ghana using the LibQUAL+ model. Based on a quantitative approach, the study surveyed 180 patrons of public libraries in the Greater Accra Region of Ghana using convenience sampling technique. Data was analyzed using interpretative techniques. The results showed that patrons were dissatisfied with the quality and depth of equipment and facilities (conducive environment for learning, internet connectivity and computers) and current library materials (print and electronic). A major concern was the absence of internet connectivity and digital collections. Among other things, the study recommends that public librarians would need to vigorously market their services to the general public and relevant stakeholders since the success of marketing the importance and role of public libraries in achieving the Sustainable Development Goals is likely to increase return on investments and also justify subsequent funding and support.
... The factors that can motivate faculty include fascination of research work, recognition, honor, autonomy, career development, and helping others to learn (Siddique et al., 2011). Moreover, Kont (2013) noted that if performance is recognized by others within the organization, it is often rewarded by financial and other benefits. Furthermore, research by Siddique et al. (2011) revealed that faculty members need personal and professional autonomy in their work and decision making. ...
This study sought to determine the relationship between monitoring and evaluation (M&E) practices and academic staff motivation in higher education, from a Rwandan perspective. Particularly, the study aimed at describing the M&E practices applied, assessed how quality of feedback affects academic staff motivation, and determined the relationship between M&E practices and academic staff motivation. The study employed a mixed-methods approach to collect data from academic staff. A total of 105 faculties were sampled. The study established that M&E practices, including staff self-evaluation, students–staff evaluation, peer evaluation, and evaluation by supervisor, are applied at varying emphasis. Furthermore, both the supervisees and supervisors agreed that the quality of feedback provided during evaluation is fairly effective, although recognition of their performance is rarely appreciated. It was further established that weak to moderate correlations exist between M&E practices and academic staff motivation with “r” varying from 0.268 to 0.4460. Although some indications for the direction of influence have been generated, the study, however, does not permit one-way final conclusion about the effect of any of the M&E practices to academic staff motivation. Based on the findings, this study recommends that policy makers design a policy on M&E, which would guide supervisors in M&E exercise.
... This is shown on the figure 1 below. . Similarly, Kont and Janston (2013) indicate that for libraries to ensure quality service delivery to patrons, the availability of qualified and effective as well as highly performing staff is fundamental. Training and development in libraries should be geared toward efficiency so that both the library system and library users will benefit (Asante & Alemna, 2015). ...
The study aimed at investigating how performance is managed in University of Cape Coast Library through the holistic combination of human resource practices such as motivation, feedback and work design. The descriptive survey design was used in collecting and analyzing data. Questionnaire and semi-structured interview were used to solicit information from respondents. The total population was two hundred and two (202) which included eight (8) management members, and 194 senior and junior staff. The census sampling technique was used for the study. Six out of the eight management members were interviewed. Also, 184 out of 194 copies of the questionnaires were retrieved and used for the analyses. Findings of the study indicate that elements of performance management were not effectively managed. It was also revealed that some factors that hindered performance in the library include unclear job description, limited staff competencies, poor organizational leadership style and inadequate reward system. Based on the findings, it is recommended that the Library engages a human resource expert to train management on how effective and holistic combination of human resource practices can be done. Also, Library Management needs to adopt an applicable model such as the Brinkerhoff’s Performance Model which effectively integrates all the factors that lead to improved performance.
Performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization (Aguinis and Kraiger 2009). This study described the nature of performance management of academic staff in private universities.. The study majorly employed a quantitative approach using a cross sectional study design with some qualitative element. 142 respondents were carefully chosen using different sampling techniques. Use of the survey, interviews focused group discussions together with documentary analysis were employed for both quantitative and qualitative approaches respectively. A total of 142 respondents played a part in the study. Data were analyzed using different statistical techniques that mainly included descriptive and inferential statistics respectively. Results were found to be statistically related with academic performance. For that matter, both the conclusions and the recommendations are based on the four objectives of the study which were, (1) To find out the management practices that influence performance of academic staff in private universities in Uganda, (2) To outline the behavioural practices that influence the performance of academic staff, (3) To find out the nature of performance management that influence the performance of academic Volume 6. Issue I. June 2021 2 staff, and (4) To find out the challenges and possible remedies to the performance of academic staff in private universities in Uganda.
Human capital and employees’ performance are recognized as the premium key resource for organizational competitiveness. However, changes in global finance and organizations are affecting many organizations, including public sectors. Albeit changes, employees across sectors are constantly required to sustain accountability towards performance. Thus, to survive changes while sustaining competitive advantage, organizations and its employees are recommended to initiate new practices and behaviors. For example, the current financial’s condition restricted the public university libraries’ abilities to better serve the community. To accommodate this situation, public universities are recommended to practice self-funding, despite their anticipating role as a public service provider. This direction creates dilemma to micro units such as the libraries, which existence is solely to serve its community. The libraries are constantly criticized as a cost center and being opted to cease service as its functions may be replaceable by other information provider such as Google. Thus, it is important that, the librarians must voluntarily make efforts to re-tool their current competencies and revise their patrons’ preferences as well. The efforts are critically needed if the librarians desire to survive the changes and stay relevant. Thus, this paper postulates a multi-construct antecedents, which consist of entrepreneurial inclinations which may be useful. The overarching theory is based on the Theory of Planned Behavior and Resource Based View. This paper reviews literatures associated with the constructs and recommend the advantages of applying it accordingly. It is hopeful that this investigation will contribute additional knowledge on the influence of those constructs towards individuals’ work performance as well as adding optional information.
The data used in this article is based on the reviewing of relevant literature to provide an overview of the concepts of organizational commitment, job security, and interpersonal relations, as well as on the results of the original online survey, conducted by the article's authors, held in 2012 in Estonian university libraries governed by public law. On the basis of the current study it can be said that Estonian university librarians’ are generally committed and loyal to their library, but significant influencers of that are general job satisfaction, job security feeling, good relationship with the closest colleagues, and support and recognition from direct supervisor. However, the sign of a danger is that 42% of the respondents are ready to change their job, if a more suitable opportunity is available. The results also show that the length of employment in a particular library is positively correlated with job commitment. The biggest challenge for managements of the university libraries in Estonia is to keep young professionals not only committed to their current libraries, but also committed to their chosen occupation. Management should also pay more attention to improve communication between direct managers and employees, and to improve the job security feeling among librarians.
Tackling the key topics of reform and modernization, this important new book systematically examines performance in public management systems. The authors present this seminal subject in an informative and accessible manner, tackling some of the most important themes.
Performance Management in the Public Sector takes as its point of departure a broad definition of performance to redefine major and basic mechanisms in public administration, both theoretically and in practice. The book situates performance in some of the current public management debates; discusses the many definitions of ‘performance’ and how it has become one of the contested agendas of public management; examines measurement, incorporation and use of performance information; and explores the challenges and future directions of performance management.
A must-read for any student or practitioner of public management, this core text will prove invaluable to anyone wanting to improve their understanding of performance management in the public sector.
"Thesis for the degree of Doctor of Technology to be presented with due permission for examination and criticism ... at Lappeenranta University of Technology (Lappeenranta, Finland) on the 4th of August, 1995." Includes bibliographical references (p. 158-169).
Evidence from 2 samples of Air Force mechanics supported the hypothesis that contextual performance affects employees' career advancement and rewards over time. Results of hierarchical regressions controlling for experience showed task performance and contextual performance each predicted systemic rewards. Each facet explained separate variance in promotability ratings over 2 years. In both samples, contextual performance explained separate variance in informal rewards but task performance did not. Task performance explained incremental variance in career advancement 1 year later but contextual performance did not. Analyses using correlations corrected for unreliability suggest these results cannot be attributed to measurement error. Contextual performance still explained separate variance in informal rewards, and task performance explained distinct variance in career advancement a year later.
Efficiency typically means producing a good or service at the lowest cost possible. However, the concept of efficiency had a much larger role during the early 20th century, as it became the primary, socially constructed ideology of administrative theory. This article traces the ontology of efficiency, beginning from a narrow analytic use to become the fundamental goal of government and management and then, after World War II, to fall from intellectual grace and revert to its traditional utilitarian and analytical role. With efficiency repudiated, however, it is unclear what ideology has replaced it as the major goal of government. Theoretical, political, historical, and cultural frames of reference help to portray the unique legacy of efficiency in modern administrative thought.
The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.
Reports on problems involved in staff workspace design--impact of environment on behavior, productivity, and job satisfaction--and relates issues to library workplace (level of staff, type and size of library). Herzberg Theory, Hawthorne Effect, and findings of Buffalo Organization for Social and Technological Innovation are highlighted. (15 references) (EJS)
This chapter contains section titled:
Efficiency is a management concept with a long history, running from scientific management to business process reengineering. In the early 20th century Harrington Emerson, an engineer, argued that an efficient organisation was a necessary prerequisite to task and process efficiency. Rejecting the machine metaphor of scientific management, Emerson conceived of an organic organisation where efficiency was a natural occurrence, not an imposed set of targets and procedures - a concept that has a lot in common with total quality management and a management philosophy that remains valid and important.
Thesis (M.S.)--University of North Carolina at Chapel Hill, 1999. Vita. Includes bibliographical references (leaves 57-58). Microfiche.
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