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Work Motivation (work + motivation)

Distribution by Scientific Domains
Psychology58%

Selected Abstracts

Changes in Work Motivation During Transition: A Case from Slovenia

APPLIED PSYCHOLOGY, Issue 4 2000
Edvard Konrad
A longitudinal study of work motivation based on the VIE model was conducted in a Slovenian iron and steel organisation in five-year intervals from 1979 to 1994. During this period we can observe some changes in the importance of values and changes in the perceptions of the work environment. Results were interpreted as context-specific reflections of the macrosocietal changes that have occurred during the transition in Eastern and Central Europe. The results also indicate that meaningful changes in organizational culture and climate occurred long before the actual political and economic change happened. Limitations related to the nature of the research design and to the cross-level nature of transitional changes are discussed. Une e´tude longitudinale de la motivation au travail exploitant le modèle VIE a e´te´ poursuivie dans la side´rurgie slovène sur des intervalles de cinq ans de 1979 à 1994. Certains chagements ont pu être observe´s sur cette pe´riode dans l'importance des valeurs et dans les perceptions de l'environnement de travail. Les re´sultats ont e´te´ intepre´te´s comme des retombe´es des changements globaux qui intervinrent en Europe centrale et de l'Est; ils montrent aussi que des e´volutions majeures dans la culture et le climat organisationnels e´taient apparues bien avant l'avènement de la mutation politique et e´conomique. On souligne enfin les limites dues au plan de recherche et à la nature complexe des changements. [source]

Social Identity, Self-categorization, and Work Motivation: Rethinking the Contribution of the Group to Positive and Sustainable Organisational Outcomes

APPLIED PSYCHOLOGY, Issue 3 2000
S. Alexander Haslam
Traditional needs theories centre around hierarchies ranging from ,lower-level' needs for security, existence, or hygiene through to ,higher-level' needs for self-actualisation, achievement, and growth. As applied to the organisational domain, such theories tend to assume that an employee's personal need for challenge and development is the best source of work motivation. Based on social identity and self-categorisation theories, this paper interprets needs hierarchies as reflections of the variable definition of self. It suggests that the motivational impact of different needs changes as a function of the salience of norms and goals associated with self-categories defined at varying levels of abstraction (personal, social, human). As a result, no one level of need is inherently more relevant to employee motivation than any other. This analysis also suggests that group-based needs will play an especially important motivational role in situations where an individual's social identity is salient. Following work by Tyler, data that support this argument are provided by a study in which employees' willingness to engage in citizenship behaviour increased following manipulations of group-based pride and respect. Results point to the productive and sustainable potential of self-actualisation at a collective rather than just a personal level. Les the´ories traditionnelles des besoins produisent des hie´rarchies allant des besoins de la base (se´curite´, survie ou hygie`ne) aux besoins supe´rieurs (actualisation de soi, succe`s et de´veloppement). Applique´es au monde des organisations, ces the´ories pre´supposent que le meilleur stimulant de la motivation au travail est un besoin personnel orientant vers le de´fi et le de´veloppement. En s'appuyant sur les the´ories de l'identite´ sociale et de l'autocate´gorisation, cet article de´fend l'ide´e que les hie´rarchies de besoins sont des reflets des de´finitions diversifie´es de soi (dans la ligne´e de Haslam, sous presse; Turner, 1985). L'impact sur la motivation des diffe´rents besoins serait fonction de la pre´gnance des normes et des objectifs relie´s aux cate´gories de soi renvoyant a` diffe´rents niveaux d'abstraction (personnel, social, humain). Il apparaît qu'aucun niveau de besoin n'est intrinse`quement plus en phase avec la motivation des salarie´s que n'importe quel autre. Notre analyse indique aussi que les besoins lie´s a` la vie en groupe joueront un roôle motivationnel particulie`rement important dans les situations ou` l'identite´ sociale de l'individu est pre´dominante. En accord avec le travail de Tyler (sous presse), les donne´es qui vont dans le sens de ce point de vue sont fournies par une e´tude ou` l'empressement des salarie´s a` adopter une conduite citoyenne augmente avec la manipulation de l'estime de soi ancre´e dans le groupe. Les re´sultats soulignent le potentiel fe´cond et durable de l'actualisation de soi a` un niveau collectif plutôt que personnel. [source]

Effects of a Psychologically Based Management System on Work Motivation and Productivity

APPLIED PSYCHOLOGY, Issue 3 2000
Uwe Kleinbeck
Introducing group work as a principle of work organisation to increase productivity in organisations operating in a globalising economy requires new methods of measuring performance in groups. This study describes the introduction of a measurement instrument as part of a participative productivity management (PPM) system in a medium sized factory producing rubber compounds. Using a simple quasi-experimental design, the PPM intervention was found to produce an increase in productivity and was also related to goal clarity, but not to higher group cohesion. It is concluded that PPM helps to increase productivity mainly by increasing task and goal clarity, and that increases in productivity can only be reached reliably when no competing system of performance appraisal exists besides PPM. L'introduction du travail en groupe comme principe de structuration du travail pour ame´liorer la productivite´ d'organisations e´voluant dans une e´conomie globalise´e impose de nouvelles me´thodes pour mesurer la performance dans les groupes. Cet article de´crit l'application d'un instrument de mesure comme e´tant un e´le´ment du syste`me de gestion participative de la productivite´ (PPM) dans une usine de taille moyenne produisant des composants en caoutchouc. En faisant appel a` un plan quasi expe´rimental, l'intervention PPM a ame´liore´ la productivite´ tout en e´tant relie´e a` la clarte´ des objectifs, mais pas a` une meilleure cohe´sion des groupes. On en conclut que la PPM accroit la productivite´ surtout grâce a` une meilleure transparence des objectifs et des tâches, mais que ces gains de productivite´ ne peuvent être obtenus avec certitude si un syste`me concurrent d'e´valuation de la performance fonctionne en paralle`le avec la PPM. [source]

Bullying among nurses and its effects

INTERNATIONAL NURSING REVIEW, Issue 4 2009
m phd
Background:, The victims of bullying are subjected to being terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming rights. The victims of bullying have decreased job satisfaction, work performance, motivation and productivity. Bullying also negatively affects victims' social relationships inside and outside the institution. Objectives:, This study was conducted as a cross-sectional and descriptive study for the purpose of assessing the workplace, bullying of nurses in Turkey and the effects it has on nursing practices. Method:, The sample was composed of 286 nurses, and all of the respondents were female. The research instrument was a questionnaire in five parts. The first section included the participants' demographic information; the other variables were measured in four categories: psychologically violent behaviours, workload, organizational effects and depression. Findings:, Thirty-seven per cent of the nurses participating in the research had never or almost never encountered workplace bullying behaviour in the last 12 months, 21% of the nurses had been exposed to these behaviours. There were no differences between position and educational level in workplace bullying. Workplace bullying leads to depression, lowered work motivation, decreased ability to concentrate, poor productivity, lack of commitment to work, and poor relationships with patients, managers and colleagues. Conclusion:, Workplace bullying is a measurable problem that negatively affects the psychology and performance of the nurses in this study. [source]

Effects of Internal and External Pay Comparisons on Work Attitudes,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 10 2006
Ted H. Shore
The effects of internal and external pay comparisons on several work attitudes were assessed within an experimental design. Participants responded to hypothetical scenarios in which their pay was greater, less, or equal to an internal and external individual or group referent. As predicted, internal and external pay comparisons predicted pay satisfaction and perceived pay fairness. Also as expected, internal equity was the stronger predictor of work motivation and perceived organizational support, and external equity predicted turnover intention more strongly. Partial support was found for the hypothesis that work attitudes would be impacted more strongly when individuals made pay comparisons with a group referent than with an individual referent other. Implications for the design of compensation systems are discussed. [source]

The role of affective experience in work motivation: Test of a conceptual model

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2010
Myeong-Gu Seo
The purpose of this paper was to contribute to understanding of the crucial role of emotion in work motivation by testing a conceptual model developed by Seo, Barrett, and Bartunek (2004) that predicted the impacts of core affect on three behavioral outcomes of work motivation, generative-defensive orientation, effort, and persistence. We tested the model using an Internet-based investment simulation combined with an experience sampling procedure. Consistent with the predictions of the model, pleasantness was positively related to all three of the predicted indices. For the most part, these effects occurred indirectly via its relationships with expectancy, valence, and progress judgment components. Also as predicted by the model, activation was directly and positively related to effort. Copyright © 2009 John Wiley & Sons, Ltd. [source]

Where intrinsic job satisfaction fails to work: national moderators of intrinsic motivation,

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 2 2003
Xu Huang
This study sought for national characteristics that moderate the individual-level relationship between job characteristics and job satisfaction. Data from two distinct questionnaire surveys administered to 107,292 employees in 49 countries was analyzed by employing multilevel modeling. Results showed that the link between intrinsic job characteristics and job satisfaction is stronger in richer countries, countries with better governmental social welfare programs, more individualistic countries, and smaller power distance countries. By contrast, extrinsic job characteristics are strongly and positively related to job satisfaction in all countries. In addition, we found that intrinsic job characteristics tend to produce motivating satisfaction in countries with good governmental social welfare programs irrespective of the degree of power distance, while they do not tend to work so in countries with poor governmental social welfare programs as well as a large power distance culture. Socio-economic and cultural approaches to explaining cross-national variation in work motivation are discussed. Copyright © 2003 John Wiley & Sons, Ltd. [source]

Changes in Work Motivation During Transition: A Case from Slovenia

APPLIED PSYCHOLOGY, Issue 4 2000
Edvard Konrad
A longitudinal study of work motivation based on the VIE model was conducted in a Slovenian iron and steel organisation in five-year intervals from 1979 to 1994. During this period we can observe some changes in the importance of values and changes in the perceptions of the work environment. Results were interpreted as context-specific reflections of the macrosocietal changes that have occurred during the transition in Eastern and Central Europe. The results also indicate that meaningful changes in organizational culture and climate occurred long before the actual political and economic change happened. Limitations related to the nature of the research design and to the cross-level nature of transitional changes are discussed. Une e´tude longitudinale de la motivation au travail exploitant le modèle VIE a e´te´ poursuivie dans la side´rurgie slovène sur des intervalles de cinq ans de 1979 à 1994. Certains chagements ont pu être observe´s sur cette pe´riode dans l'importance des valeurs et dans les perceptions de l'environnement de travail. Les re´sultats ont e´te´ intepre´te´s comme des retombe´es des changements globaux qui intervinrent en Europe centrale et de l'Est; ils montrent aussi que des e´volutions majeures dans la culture et le climat organisationnels e´taient apparues bien avant l'avènement de la mutation politique et e´conomique. On souligne enfin les limites dues au plan de recherche et à la nature complexe des changements. [source]

Social Identity, Self-categorization, and Work Motivation: Rethinking the Contribution of the Group to Positive and Sustainable Organisational Outcomes

APPLIED PSYCHOLOGY, Issue 3 2000
S. Alexander Haslam
Traditional needs theories centre around hierarchies ranging from ,lower-level' needs for security, existence, or hygiene through to ,higher-level' needs for self-actualisation, achievement, and growth. As applied to the organisational domain, such theories tend to assume that an employee's personal need for challenge and development is the best source of work motivation. Based on social identity and self-categorisation theories, this paper interprets needs hierarchies as reflections of the variable definition of self. It suggests that the motivational impact of different needs changes as a function of the salience of norms and goals associated with self-categories defined at varying levels of abstraction (personal, social, human). As a result, no one level of need is inherently more relevant to employee motivation than any other. This analysis also suggests that group-based needs will play an especially important motivational role in situations where an individual's social identity is salient. Following work by Tyler, data that support this argument are provided by a study in which employees' willingness to engage in citizenship behaviour increased following manipulations of group-based pride and respect. Results point to the productive and sustainable potential of self-actualisation at a collective rather than just a personal level. Les the´ories traditionnelles des besoins produisent des hie´rarchies allant des besoins de la base (se´curite´, survie ou hygie`ne) aux besoins supe´rieurs (actualisation de soi, succe`s et de´veloppement). Applique´es au monde des organisations, ces the´ories pre´supposent que le meilleur stimulant de la motivation au travail est un besoin personnel orientant vers le de´fi et le de´veloppement. En s'appuyant sur les the´ories de l'identite´ sociale et de l'autocate´gorisation, cet article de´fend l'ide´e que les hie´rarchies de besoins sont des reflets des de´finitions diversifie´es de soi (dans la ligne´e de Haslam, sous presse; Turner, 1985). L'impact sur la motivation des diffe´rents besoins serait fonction de la pre´gnance des normes et des objectifs relie´s aux cate´gories de soi renvoyant a` diffe´rents niveaux d'abstraction (personnel, social, humain). Il apparaît qu'aucun niveau de besoin n'est intrinse`quement plus en phase avec la motivation des salarie´s que n'importe quel autre. Notre analyse indique aussi que les besoins lie´s a` la vie en groupe joueront un roôle motivationnel particulie`rement important dans les situations ou` l'identite´ sociale de l'individu est pre´dominante. En accord avec le travail de Tyler (sous presse), les donne´es qui vont dans le sens de ce point de vue sont fournies par une e´tude ou` l'empressement des salarie´s a` adopter une conduite citoyenne augmente avec la manipulation de l'estime de soi ancre´e dans le groupe. Les re´sultats soulignent le potentiel fe´cond et durable de l'actualisation de soi a` un niveau collectif plutôt que personnel. [source]

Effectiveness of a moral and benevolent leader: Probing the interactions of the dimensions of paternalistic leadership

ASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 1 2009
Chun-Pai Niu
Paternalistic leadership has three dimensions: authoritarianism, benevolence and morality. Although it is important to understand how these dimensions interact to impact leadership effectiveness, previous studies have failed to identify consistent interaction effects of these dimensions, probably because of the high intercorrelations among the three dimensions. By manipulating the three dimensions independently in an experimental study (N = 265 Taiwanese employees), we found that: (i) benevolence and morality increased subordinates' deference to supervisor and work motivation, although authoritarianism was unrelated to these outcomes; and (ii) benevolence and morality interacted to affect the same employee outcomes. Specifically, benevolent and moral leaders elicited more favourable employee outcomes than leaders exhibiting other leadership styles. [source]

Occupational Stress and Psychological Well-Being in Emergency Services

ASIAN SOCIAL WORK AND POLICY REVIEW, Issue 3 2009
Mohd Dahlan A. Malek
Sources of occupational stress and their impact on job satisfaction and psychological well-being were examined in a questionnaire survey of 617 Malaysian firefighters. The role of coping strategies and work motivation as moderating factors were also tested. Sources of occupational stress had significant reverse correlations with job satisfaction and well-being. The hierarchical regression analysis was used to examine the moderating effect of work motivation and coping strategies on job satisfaction and psychological well-being. The result suggested that coping strategies and work motivation are one of the potential moderating variables between sources of stress and job satisfaction. [source]