COVID-19 and employee job performance trajectories: The moderating effect of different sources of status.

This study investigates the impact of the COVID-19 pandemic on employee job performance trajectories, and further examines the moderating effects of different sources of status. Drawing from event system theory (EST), we propose that employee job performance decreases upon COVID-19 onset, but gradually increases during the postonset period. Furthermore, we argue that status from society, occupation, and workplace functions to moderate such performance trajectories. We test our hypotheses with a unique dataset of 708 employees that combines survey responses and job performance archival data over 21 consecutive months (10,808 observations) spanning the preonset, onset, and postonset periods of the initial encounter with COVID-19 in China. Utilizing discontinuous growth modeling (DGM), our findings indicate that the onset of COVID-19 created an immediate decrease in job performance, but such decrease was weakened by higher occupation and/or workplace status. However, the postonset period resulted in a positive employee job performance trajectory, which was strengthened for employees with lower occupational status. These findings enrich our understanding of COVID-19's impact on employee job performance trajectories, highlight the role of status in moderating such changes over time, and also provide practical implications to understand employee performance when facing such a crisis.

Individual performance progression of German elite female and male middle-distance runners.

Current standards for talent identification often base on age-related cross-sectional or mixed data analyses. Longitudinal studies of elite runners from their very early to their late career are still rare, despite their need for valid talent identification and prognoses. Thus, we analysed individual performance trajectories of German international level middle-distance runners (30 females, 41 males) from an age of 14 until their top performance. Quadratic equations best fitted the individual performances from 14 years to late career in relation to the world record time. The individual trajectories were further used to construct a global performance progression model, providing annual performance estimates (mean and standard deviation of 800, 1000 and 1500 m race times in relation to the current world record time) of later top runners from early to late career. Our analysis implies that, on average, females started from a higher performance level at young age. In contrast, average performance progression of the males was higher until the age of 17 years. Performance peaked at an age of 24.0 ± 3.0 and 23.3 ± 2.6 years for the female and male runners, respectively. The provided average annual performance progressions, as well as their ranges, may help coaches and sport federations in their decision making on age-related performance criteria for talent identification in middle-distance running.