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Relational job design and the motivation to make a prosocial difference
- Academy of Management Review
, 2007
"... This article illustrates how work contexts motivate employees to care about making a positive difference in other people’s lives. I introduce a model of relational job design to describe how jobs spark the motivation to make a prosocial difference, and how this motivation affects employees ’ actions ..."
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Cited by 91 (19 self)
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This article illustrates how work contexts motivate employees to care about making a positive difference in other people’s lives. I introduce a model of relational job design to describe how jobs spark the motivation to make a prosocial difference, and how this motivation affects employees ’ actions and identities. Whereas existing research fo-cuses on individual differences and the task structures of jobs, I illuminate how the relational architecture of jobs shapes the motivation to make a prosocial difference. Why do I risk my life by running into a burning building, knowing that at any moment... the floor may give way, the roof may tumble on me, the fire may engulf me?... I’m here for my community, a community I grew up in, a communitywhere I know lots of people, a community that knows me (fire-fighter; International Firefighters ’ Day, 2004). On my bad days I feel I have wasted three years working here in the ghetto.... You can work four days straight, sixteen hours a day... until your eyes start falling out.... we charge one-tenth of what a lawyer would normally charge.... It’s just physically too much—and emotionally.... You’re aware of the suffering of your client.... You know the pressure he’s under. It makes you all the more committed. We don’t help them only with their legal problems. If they’re suffering from a psycho-logical problem we try to hook them up with a psychiatrist.... You get to know them intimately. We’re very close.... The people I work with here are my life (inner-city attorney; Terkel, 1972: 538– 539). Employees often care about making a positive difference in other people’s lives. In the popular press, it is widely assumed that employees want to make a difference (Bornstein, 2004; Everett, 1995; May, 2003; Quinn, 2000). In order to moti-vate employees, many organizations define their missions in terms of making a difference
The nature of procrastination: A meta-analytic and theoretical review of quintessential self-regulatory failure
- Psychological Bulletin
, 2007
"... Procrastination is a prevalent and pernicious form of self-regulatory failure that is not entirely understood. Hence, the relevant conceptual, theoretical, and empirical work is reviewed, drawing upon correlational, experimental, and qualitative findings. A meta-analysis of procrastination’s possibl ..."
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Cited by 83 (1 self)
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Procrastination is a prevalent and pernicious form of self-regulatory failure that is not entirely understood. Hence, the relevant conceptual, theoretical, and empirical work is reviewed, drawing upon correlational, experimental, and qualitative findings. A meta-analysis of procrastination’s possible causes and effects, based on 691 correlations, reveals that neuroticism, rebelliousness, and sensation seeking show only a weak connection. Strong and consistent predictors of procrastination were task aversiveness, task delay, selfefficacy, and impulsiveness, as well as conscientiousness and its facets of self-control, distractibility, organization, and achievement motivation. These effects prove consistent with temporal motivation theory, an integrative hybrid of expectancy theory and hyperbolic discounting. Continued research into procrastination should not be delayed, especially because its prevalence appears to be growing.
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.
Trends in Theory Building and Theory Testing: A FiveDecade Study of the Academy of Management Journal
- Academy of Management Journal
"... We introduce a taxonomy that reflects the theoretical contribution of empirical articles along two dimensions: theory building and theory testing. We used that taxonomy to track trends in the theoretical contributions offered by articles over the past five decades. Results based on data from a sampl ..."
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Cited by 39 (0 self)
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We introduce a taxonomy that reflects the theoretical contribution of empirical articles along two dimensions: theory building and theory testing. We used that taxonomy to track trends in the theoretical contributions offered by articles over the past five decades. Results based on data from a sample of 74 issues of the Academy of Man-agement Journal reveal upward trends in theory building and testing over time. In addition, the levels of theory building and testing within articles are significant predictors of citation rates. In particular, articles rated moderate to high on both dimensions enjoyed the highest levels of citations. It is difficult to overstate the importance of the-ory to the scientific endeavor. Theory allows scien-tists to understand and predict outcomes of inter-est, even if only probabilistically (Cook & Campbell, 1979; Kerlinger & Lee, 2000). Theory also allows scientists to describe and explain a process or sequence of events (DiMaggio, 1995;
Organizational Culture and Leadership in ERP Implementation. Decision support system
, 2008
"... In response to the call for research to unlock the mystery of benefit realization in ERP adoption and theorize the important predictors ’ effect on ERP implementation, we conduct this study. In this paper, we intend to theorize how leadership affects ERP implementation through fostering the desire o ..."
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Cited by 12 (0 self)
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In response to the call for research to unlock the mystery of benefit realization in ERP adoption and theorize the important predictors ’ effect on ERP implementation, we conduct this study. In this paper, we intend to theorize how leadership affects ERP implementation through fostering the desire organizational culture, in addition to its direct effect. We contend that ERP adoption success is positively related with the dimensions of organizational culture including learning and development, participating decision making, power sharing, comprehensive and cross-functional communication, and tolerance for risk and conflicts. In addition, we identify the strategic and tactical conducts that the top management can take to influence culture and foster the desired culture conducive to ERP implementation. The theoretical contributions and managerial implication of this study are discussed.
Personality, Biographical Characteristics, and Job Interview Success: A Longitudinal Study of the Mediating Effects of Interviewing Self-Efficacy and the Moderating Effects of Internal Locus of Causality
"... In this study, the authors developed and tested a model of performance in job interviews that examines the mediating role of interviewing self-efficacy (I-SE; job applicants ’ beliefs about their interviewing capabilities) in linking personality and biographical background with interview success and ..."
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Cited by 11 (1 self)
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In this study, the authors developed and tested a model of performance in job interviews that examines the mediating role of interviewing self-efficacy (I-SE; job applicants ’ beliefs about their interviewing capabilities) in linking personality and biographical background with interview success and the moderating role of locus of causality attributions in influencing the relationship between interview success and subsequent I-SE. The authors tested their model (over 5 months ’ duration) with matched data from 229 graduating seniors, firms, and university records. Hierarchical regression analyses demonstrated I-SE mediated the effects of Extraversion, Conscientiousness, and leadership experience on interview success. Locus of causality attributions for interview outcomes moderated the relationship between interview success and subsequent I-SE. Theoretical and practical implications are discussed.
Motivations in open source software communities: The mediating role of effort intensity and goal commitment
- Int. J.Electr. Com
, 2009
"... ABSTRACT: As a community-based innovation, the open source software (OSS) development phenomenon has received great attention from researchers and practitioners. Understanding the factors that affect the involvement and contributions of participants in OSS projects is of signifi cance to facilitate ..."
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Cited by 7 (2 self)
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ABSTRACT: As a community-based innovation, the open source software (OSS) development phenomenon has received great attention from researchers and practitioners. Understanding the factors that affect the involvement and contributions of participants in OSS projects is of signifi cance to facilitate project success. This paper investigates the effects of motivation on participant performance in OSS projects, drawing upon self-determination theory to examine how task effort (i.e., effort intensity and goal commitment) mediates the relationships between a spectrum of motivations and individual performance. The research model is supported by survey data from 204 participants in OSS projects. The theoretical contributions and managerial implications are discussed. KEY WORDS AND PHRASES: Motivation, open source software (OSS), performance, task effort. As a community-based innovation, open source software (OSS) projects such as Linux and Apache are exemplars of organizational models for innovation and product development [24, 73]. The distinction of OSS projects is that their participants, most likely volunteers, collaborate with one other and
Using Employee Empowerment to Encourage Innovative Behavior in the Public Sector
"... Employee empowerment programs have been widely adopted in the public sector as a way to improve organizational performance. Empowered employees improve performance largely by finding innovative ways of correcting errors in service delivery and redesigning work processes. Failure to encourage innovat ..."
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Cited by 6 (0 self)
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Employee empowerment programs have been widely adopted in the public sector as a way to improve organizational performance. Empowered employees improve performance largely by finding innovative ways of correcting errors in service delivery and redesigning work processes. Failure to encourage innovation can seriously undermine the effectiveness of empowerment programs. Based on Bowen and Lawler’s conceptualization of employee empowerment as a multifaceted management approach, this study explores how different empowerment practices can be used to encourage U.S. federal government employees to seek out new and better ways of doing things. The empirical results show that while employee empowerment as an overall approach can increase encouragement to innovate, empowerment practices have divergent effects, and some may even discourage innovation. 2 | PageDuring the 1980s and 1990s, many American firms adopted employee empowerment programs to help maintain their competitive edge in the face of rising global competition (Bowen
Knowledge sharing in organisational contexts: a motivation-based perspective
- Journal of Knowledge Management
, 2010
"... Abstract Purpose -Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation-based perspective to explore how organisations resolve the social ..."
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Cited by 5 (0 self)
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Abstract Purpose -Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing. Design/methodology/approach -The analysis builds on a three-category taxonomy of motivation, adding ''hedonic'' motivation to the traditional dichotomy of ''extrinsic'' and ''intrinsic'' motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge-intensive organisations: professional bureaucracy and operating adhocracy. Findings -Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may ''crowd out'' other motivators. Research limitations/implications -The cases reported were chosen from the existing literature and, although many were not designed specifically to address motivational issues, suggestive conclusions are drawn. Most of the cases were drawn from organisations rooted in the Anglo-American context and thus care would be needed in generalising the findings to organisations in other contexts. Originality/value -The paper represents the first attempt to apply a three-category taxonomy of motivation to examine knowledge-sharing behaviour in organisations. It highlights the interaction between the different motivators and provides a basis to integrate further the work of social psychologists and socio-economists on incentives and motivation in the context of knowledge sharing.
Motivation and Sorting in Open Source Software Innovation
, 2012
"... This paper studies the role of intrinsic and extrinsic motivations in mitigating free-rider problems in open source software, and demonstrates the importance of understanding incentives heterogeneity for designing successful open innovation strategies by …rms. Unlike previous literature based on sur ..."
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Cited by 3 (0 self)
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This paper studies the role of intrinsic and extrinsic motivations in mitigating free-rider problems in open source software, and demonstrates the importance of understanding incentives heterogeneity for designing successful open innovation strategies by …rms. Unlike previous literature based on survey data, we exploit the observed pattern of contributions- the ‘revealed preference ’ of developers- to infer the underlying incentives driving the decision to contribute source code. Using detailed information on code contributions and project membership, we classify software developers into distinct types and study how contributions from each developer type vary according to license type and other project characteristics. We …nd that developers strongly sort by license type, project size, and corporate sponsorship, and that reciprocity is important only for a small subset of projects. We also show that contributions have a substantial impact on the performance of open source projects.
