There is considerable interest in moving beyond static investigations of job performance to studying the dynamics of job performance over relatively long periods of time In the present research, we investigated the development of job performance using a large sample of 420 employees followed over a six-year period for which yearly job performance evaluations by managers were available Latent growth models indicated the presence of a nonlinear trajectory, with alternating phases of stability, sharp increase, and abrupt decrease Level of education, the perception of one’s direct supervisor, and self-efficacy significantly predicted individual job performance levels observed at Wave 2 Quadratic job tenure, level of education, the perception of one’s direct supervisor, and self-efficacy were found to be significant predictors of job performance development Findings are discussed in the light of their implications for future studies examining job performance longitudinally

Tracking job performance trajectories over time: A six-year longitudinal study

This article reports on a study that evaluated the effectiveness of an educational intervention, Addressing Nurse Impairment, for addressing nursing students' knowledge acquisition, changes in self-efficacy to intervene, and changes in substance abuse stigma. A gap exists in nursing students' education regarding the risks of addiction within the profession and how to handle a colleague suspected of having a substance use disorder. The seminar was adapted from an existing evidence-based prevention program called Team Awareness, as well as information from focus groups and a pilot test. A quasi-experimental pretest-posttest design was used to evaluate the effect of the seminar. When the control and experimental groups were compared, the results indicated that the seminar significantly affected knowledge and self-efficacy to intervene but did not significantly affect stigma. This research contributes to the body of evidence related to educational interventions for nursing students regarding substance abuse in the nursing profession.

Quasi-experimental evaluation of a substance use awareness educational intervention for nursing students.

Past research on age-related differences in job performance have focused primarily between-person comparisons. In the present study, we examine within-individual changes in supervisor-rated job performance to examine the influence of age-related trends, cycles, and event-driven factors. Our analysis is based on an eight-wave dataset from a multiple-cohort sample of employees (N = 750) varying in age from 25 to 65 years. We used an age-sequential design to disentangle maturation effects from historical effects. Results showed that population-level, within-individual change in a general measure of job performance was characterized by an increase in the first phase of the career (workers of 25–30 years), and then by a progressive decline. Within-individual levels of job performance were generally higher for younger workers than for older workers, and mostly reflected the influence of population-level trends but some even-driven effects as well. Results were in line with predictions from Baltes and Baltes’s (1990) meta-theory of selective optimization with compensation and the effects of age-related losses on performance. Results also provide insights into understanding the job performance trajectory over the career span.

Within-Individual Age-Related Trends, Cycles, and Event-Driven Changes in Job Performance: a Career-Span Perspective

Aim
To describe the development of the Common Risky Behaviour Checklist, a tool to aid nurse supervisors in determining when a nurse may be questionably fit to perform, particularly in cases of substance abuse.

Background
A significant number of nurses may have substance use disorders that could manifest as unsafe performance at work, and nurse supervisors lack the tools to assess a nurse's fitness to perform at work.

Method
Job analysis techniques were used to identify the critical impairment behaviours for the tool. Job analysis is a legally defensible, multi-stage process used in the organisational psychology field to develop work performance assessments.

Results
A screening tool was developed for nurse supervisors to assess when a nurse may be questionably fit to perform.

Conclusion
The development of this checklist is one of several needed advancements in order to address the issue of fitness to perform and patient safety.

Implications for nursing management
The Common Risky Behaviour Checklist offers nurse managers assistance in protecting patient safety by providing a quick (one-page), systematic, behaviour-based method to collect information that can inform urgent decisions, trigger performance corrections and can complement formal organisational documentation processes in cases of unsafe practice due to substance abuse.

Common risky behaviours checklist: a tool to assist nurse supervisors to assess unsafe practice.

https://www.journalofnursingregulation.com/article/S2155-8256(15)30056-9/pdf

Improving the Employer-Regulator Partnership: An Analysis of Employer Engagement in Discipline Monitoring

Nurse alternative-to-discipline programs aim to protect the public from the harm of impaired practice and to support nurses in early recovery from substance use disorders. Supervisor observation of work behavior is one key monitoring activity that protects the public. We evaluate a supervisory training called "Fit to Perform" for nurse managers to help them monitor and manage nurses enrolled in an alternative-to-discipline program. We observed significant mean changes in knowledge, training utility, self-efficacy, and substance abuse stigma. The results suggest that the training positively affects knowledge about substance use disorders, confidence to supervise nurses enrolled in an alternative-to-discipline program, and reduces stigma, which may create a supportive workplace for nurses in recovery.

/pdf/evaluation-of-a-training-program-for-nurse-supervisors-who-5cx34k8kpz.pdf

Evaluation of a Training Program for Nurse Supervisors Who Monitor Nurses in an Alternative-to-Discipline Program

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Evaluation of a Training Program for Nurse Supervisors Who Monitor Nurses in an Alternative-to-Discipline Program