The impact of perceived temporality on self-rated job performance

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dc.contributor.advisorJong, J.H.M. de
dc.contributor.authorBerkers, Lies
dc.date.issued2020-07-02
dc.description.abstractPurpose – This research focuses on the relationship between future time perspective in the organization and self-rated job performance. Next to this, theories such as the stepping-stone idea suggest that this relationship is mediated by impression management, which is also researched here. Future time perspective in the organization is a new concept and therefore the statistical added value and variance of this concept has been tested. Design – Two different cross-sectional studies have been used within this research. The surveys have been distributed with the use of convenience sampling and in total 463 respondents participated. Study 1 has been used to test the statistical added value and variance of future time perspective in the organization, which was then compared to study 2. This has been tested via linear regression analyses and bivariate Pearson correlation tests. When testing the relationship between future time perspective in the organization and self-rated job performance, mediated by impression management, solely study 2 has been used. The direct relationships has been tested via a linear regression analysis, while the mediation effect has been tested via the PROCESS tool in SPSS. Findings – Future time perspective in the organization significantly adds value and variance for job satisfaction and organizational citizenship behavior, both in study 1 and 2. But solely in study 1 future time perspective significantly adds value and variance for performance. This was also shown in testing the hypotheses, because both the direct and indirect relationship between future time perspective in the organization and self-rated job performance has not proofed to be significant. Conclusion – This research could not find a significant direct relationship between future time perspective in the organization and self-rated job performance, but also no significant indirect effect via the mediator impression management. This means that both hypothesis 1 and 2 have not been accepted. However, the relationships are both close to significance. Implications – This research adds to the literature about FTPO, impression management and job performance. The development of the new variable FTPO and its corresponding measurement scale is important, because analyzing this variable gives more knowledge to organizations. Even though analyzing the statistical value of FTPO on job performance shows mixed results, it is important for organizations to take into account the level of FTPO when they want to increase the performance levels. Related to this are the almost significant direct relationship between FTPO and self-rated job performance and the almost significant indirect relationship, so mediated by impression management. Further research is needed, but this also indicates that FTPO could still have an impact on performance. Key words – Future time perspective in the organization (FTPO), impression management, self-rated job performance.en_US
dc.identifier.urihttps://theses.ubn.ru.nl/handle/123456789/9361
dc.language.isoenen_US
dc.thesis.facultyFaculteit der Managementwetenschappenen_US
dc.thesis.specialisationStrategic Human Resources Leadershipen_US
dc.thesis.studyprogrammeMaster Business Administrationen_US
dc.thesis.typeMasteren_US
dc.titleThe impact of perceived temporality on self-rated job performanceen_US
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