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501
Employee attitudes and job satisfaction
- Human Resource Management
, 2004
"... This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, a ..."
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Cited by 58 (0 self)
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This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. © 2004 Wiley Periodicals, Inc. “Happy employees are productive employees.” “Happy employees are not productive employees. ” We hear these conflicting statements made by HR professionals and managers in organizations. There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction—
A Motivated Action Theory Account of Goal Orientation
"... Rapid organizational change is increasing the pressure on employees to continually update their skills and adapt their behavior to new organizational realities. Goal orientation is a promising motivational construct that may explain why some individuals adapt to change better. Unfortunately, the cur ..."
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Cited by 57 (0 self)
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Rapid organizational change is increasing the pressure on employees to continually update their skills and adapt their behavior to new organizational realities. Goal orientation is a promising motivational construct that may explain why some individuals adapt to change better. Unfortunately, the current goal orientation literature is in a state of conceptual and methodological disarray. This presentation reviews the goal orientation literature and identifies numerous conceptual ambiguities, including definitional inconsistencies, dimensional inconsistencies, and inconsistencies in the conceptualization of stability. These conceptual ambiguities result in a confusing array of goal orientation measures and manipulations and ultimately an incoherent empirical database. A dynamic self-regulation model of goal orientation, termed motivated action theory, is presented to integrate the various conceptual perspectives and to provide guidelines for future goal orientation research.
Integrating Theories of Motivation
, 2003
"... Progress towards understanding human behavior has been hindered by discipline-bound theories, dividing our efforts. Fortunately, these separate endeavors are converging and can be effectively integrated. Focusing on the fundamental features of Picoeconomics, Expectancy, Cumulative Prospect Theory, a ..."
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Cited by 44 (1 self)
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Progress towards understanding human behavior has been hindered by discipline-bound theories, dividing our efforts. Fortunately, these separate endeavors are converging and can be effectively integrated. Focusing on the fundamental features of Picoeconomics, Expectancy, Cumulative Prospect Theory, and Need Theory, Temporal Motivational Theory (TMT) is constructed. TMT appears consistent with the major findings from many other investigations, including psychobiology. Potential applications of TMT are numerous, including: consumer behavior, aggression, stock market, and governmental behavior.
Mopping Up: Modeling Wikipedia Promotion Decisions
"... This paper presents a model of the behavior of candidates for promotion to administrator status in Wikipedia. It uses a policy capture framework to highlight similarities and differences in the community’s stated criteria for promotion decisions to those criteria actually correlated with promotion s ..."
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Cited by 41 (4 self)
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This paper presents a model of the behavior of candidates for promotion to administrator status in Wikipedia. It uses a policy capture framework to highlight similarities and differences in the community’s stated criteria for promotion decisions to those criteria actually correlated with promotion success. As promotions are determined by the consensus of dozens of voters with conflicting opinions and unwritten expectations, the results highlight the degree to which consensus is truly reached. The model is fast and easily computable on the fly, and thus could be applied as a self-evaluation tool for editors considering becoming administrators, as a dashboard for voters to view a nominee’s relevant statistics, or as a tool to automatically search for likely future administrators. Implications for distributed consensus-building in online communities are discussed. Author Keywords Wikipedia, administrators, management, collaboration,
Impact and the art of motivation maintenance: The effects of contact with beneficiaries on persistence behavior
, 2007
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E.A.: Results from deploying a participation incentive mechanism within the enterprise CHI'08
, 2008
"... ABSTRACT Success and sustainability of social networking sites is highly dependent on user participation. To encourage contribution to an opt-in social networking site designed for employees, we have designed and implemented a feature that rewards contribution with points. In our evaluation of the ..."
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Cited by 34 (5 self)
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ABSTRACT Success and sustainability of social networking sites is highly dependent on user participation. To encourage contribution to an opt-in social networking site designed for employees, we have designed and implemented a feature that rewards contribution with points. In our evaluation of the impact of the system, we found that employees are initially motivated to add more content to the site. This paper presents the analysis and design of the point system, the results of our experiment, and our insights regarding future directions derived from our post-experiment user interviews.
Goal setting and goal orientation: an integration of two different yet related literatures. Academy of management journal
, 2004
"... Uniting separate research streams on situational and dispositional goals, we investigated goal setting and goal orientation together in a complex business simulation. A specific learning goal led to higher performance than did either a specific performance goal or a vague goal. Goal orientation pred ..."
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Cited by 33 (1 self)
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Uniting separate research streams on situational and dispositional goals, we investigated goal setting and goal orientation together in a complex business simulation. A specific learning goal led to higher performance than did either a specific performance goal or a vague goal. Goal orientation predicted performance when the goal was vague. The performance goal attenuated correlations between goal orientation and performance. The correlation between a learning goal orientation and performance was significant when a learning goal was set. Self-efficacy and information search mediated the effect of a learning goal on performance. Goal setting studies have their roots in organizational psychology, in contrast to research on goal orientation, which has roots in educational psychology. The focus of goal orientation studies is primarily on ability, whereas that of goal setting is on motivation. Consequently, the tasks used in goal setting research are typically straightforward for research participants, as the emphasis is primarily on effort and persistence. The tasks used in studies of goal orientation are usually complex, as the focus is on the acquisition of knowledge and skill. Performance is a function of both ability and motivation. Yet one research camp rarely takes into account findings by the other. The result is increasing confusion in the literature between a performance goal and a performance goal orientation; between the roles of situational as opposed to dispositional goals as determinants of behavior; the circumstances in which a learning goal versus a learning goal orientation is likely to increase performance; and whether goal orientation is a moderator of the goal–performance relationship. The purpose of the experiment reported here was to draw connections between these two related yet
Goals Gone Wild: The Systematic Side Effects of Over-Prescribing Goal Setting
"... Working papers are in draft form. This working paper is distributed for purposes of comment and discussion only. It may not be reproduced without permission of the copyright holder. Copies of working papers are available from the author. Goals Gone Wild 1 ..."
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Cited by 32 (0 self)
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Working papers are in draft form. This working paper is distributed for purposes of comment and discussion only. It may not be reproduced without permission of the copyright holder. Copies of working papers are available from the author. Goals Gone Wild 1
Motivation
- HANDBOOK OF SOCIAL PSYCHOLOGY (5TH ED., PP. 268-316). NEW YORK: WILEY. CHAPTER 8
, 2010
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