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As the modern workplace continues to witness an exponential increase in the deployment of advanced communication technologies, open office work design, collaborative and team-based approach to organizational goal accomplishment, workplace intrusions have become ubiquitous. Yet, there are strong indications that workplace intrusions produce strain reactions in employees due to their attention-switching demands and resource-sapping nature. In essence, this study draws from the job demands-resources (JD-R) theory to test a model involving perceived opportunity to craft (POC) and psychological vulnerability as boundary conditions between workplace intrusions and job apathy. Using data from 350 academics working in a federal university in Nigeria, results of partial least squares structural equation modeling (PLS-SEM) supported the model. Specifically, workplace intrusions and psychological vulnerability were positively related to job apathy, whereas POC was negatively related to it. Further, the relationship between workplace intrusions and job apathy were moderated by POC and psychological vulnerability. However, while POC buffered the relationship, psychological vulnerability boosted it. Therefore, by understanding when workplace intrusions might provoke job apathy, human resources (HR) practitioners, management, and individual academics can begin to consider the role of workplace intrusions in job (re)design to promote employee work motivation., Author(s): Ibeawuchi K. Enwereuzor [sup.1] Author Affiliations: (1) https://ror.org/01sn1yx84, grid.10757.34, 0000 0001 2108 8257, Department of Psychology, University of Nigeria, , 410001, Nsukka, Nsukka, Nigeria Introduction Drawing from Marin's (1990) [...]

In today's world of excessive burnout and turnover, it is essential to understand how job satisfaction can be improved in workers. Few studies have investigated the association between proactive personality and job satisfaction in the Chinese context. This study aims to examine this association and the mediating role of social support and hope in this association. Participants for this study were workers from petroleum mining areas in Northeast China (n = 590). Data were collected by administering a self-reported electronic questionnaire. Regression analysis was used to test the proposed model. The results revealed that after controlling for gender and age, proactive personality significantly predicts job satisfaction. Proactive personality also predicted job satisfaction through social support and hope independently and sequentially. These findings show the effect of proactive personality traits on workers' job satisfaction. Thus, understanding the personality characteristics of the workers and the work environmental factors will aid in improving their job satisfaction., Author(s): Hongxia Wang [sup.1] , Li Lei [sup.2] Author Affiliations: (1) grid.24539.39, 0000 0004 0368 8103, Department of Psychology, Renmin University of China, , 100872, Beijing, China (2) grid.24539.39, 0000 [...]

Employee voice behaviors are critical to enhanced organizational success. The current study applies self-determination theory (SDT) and the job demands-resources model (JD-R) to examine the relationships among job autonomy, work engagement, and voice behaviors and investigates the moderating role of person-organization fit (P-O fit) on these relationships. A total of 262 full-time employees from various industries (e.g., manufacturing, construction, financial, service, and education industries) in Taiwan completed questionnaires across two time points. The results demonstrated that job autonomy was positively related to promotive voice behavior through work engagement. Additionally, P-O fit strengthened the direct effect of work engagement on promotive voice behavior and the indirect effect of job autonomy on promotive voice behavior through work engagement. Theoretical and practical implications are discussed., Author(s): Kuo-Yang Kao [sup.1] , Hao-Hsin Hsu [sup.2] , Candice L. Thomas [sup.3] , Yen-Chuan Cheng [sup.4] , Mi-Ting Lin [sup.4] , Hsiao-Feng Li [sup.1] Author Affiliations: (1) grid.260539.b, 0000 [...]

Much of the current research on salesperson motivation focuses on extrinsic reward expectancy related to compensation, contests, incentives, and quotas. We find that while salespeople want to make money, they also want to make a difference and contribute to society through their work. In Study 1, the qualitative findings reveal that a sense of purpose-the belief that one is making a contribution to a cause greater and more enduring than oneself-is a significant motivator for salespeople. Hence, in Study 2 we develop a measure for sense of purpose and distinguish it from related constructs. Finally, in Study 3 we use a dynamic modeling approach with longitudinal salesperson data to empirically demonstrate that sense of purpose is an antecedent to intrinsic motivation. We also discover that intrinsic motivation is more positively associated with increased salesperson effort, adaptivity, and performance than is a desire for money on average over time, particularly for younger salespeople. These findings not only contribute to theory but also have important ramifications for the effective management of modern sales organizations., Author(s): Valerie Good [sup.1] , Douglas E. Hughes [sup.2] , Hao Wang [sup.2] Author Affiliations: (1) grid.256549.9, 0000 0001 2215 7728, Grand Valley State University, Seidman College of Business, , [...]

By Nancy Baym and Constance Noonan Hadley (Stephanie Dalton Cowan / theispot.com) SUPPORTIVE RELATIONSHIPS WITH COLleagues are critical to job satisfaction, retention, and productivity — but with the dramatic shift [...]

PURPOSE Medical assistants (MAs) have seen their roles expand as a result of team-based primary care models. Unlike their physician counterparts, MAs rarely receive financial incentives as a part of their compensation. This exploratory study aims to understand MA acceptability of financial incentives and perceived MA control over common population health measures. METHODS We conducted semistructured focus groups between August and December of 2019 across 10 clinics affiliated with 3 institutions in California and Utah. MAs' perceptions of experienced and hypothetical financial incentives, their potential influence on workflow processes, and perceived levels of control over population health measures were discussed, recorded, and qualitatively analyzed for emerging themes. Perceived levels of control were further quantified using a Likert survey; measures were grouped into factors representing vaccinations, and workflow completed in the same day or multiple days (multiday). Mean scores for each factor were compared using repeated 1-way ANOVA with Tukey-Kramer adjustment. RESULTS MAs reported little direct experience with financial incentives. They indicated that a hypothetical bonus representing 2% to 3% of their average annual base pay would be acceptable and influential in improving consistent performance during patient rooming workflow. MAs reported having greater perceived control over vaccinations (P CONCLUSIONS MAs perceived that relatively small financial incentives would increase their motivation and quality of care. Our findings suggests target measures should focus on MA work processes that are completed in the same day as the patient encounter, particularly vaccinations. Future investigation is needed to understand the effectiveness of MA financial incentives in practice. Key words: behavior change; medical assistants; financial incentives; team-based care; population health measures, INTRODUCTION Given ongoing nationwide shortcomings in clinical services to improve population health, (1) primary care practices are under increasing financial and regulatory pressure to efficiently deliver high-quality health care. (2,3) [...]

Employee innovative behavior contributes to organizational success, and to overall business viability in the current competitive business environment. This paper analyzes past research and outlines some antecedents of innovative work behaviour. The paper proposes a framework depicting relationships among transformational leadership, leader-member exchange, employee perceptions of fairness and innovative work behavior. The paper follows a rigorous, systematic review of published studies representing the literature addressing transformational leadership, leader-member exchange, employee perceptions of fairness and innovative work behavior. The paper relied extensively on computerized keyword searches in the main business source databases of EBSCOhost, Emerald, ProQuest, ScienceDirect and SpringerLink supplemented by a manual review. The review leads to a credible conceptual framework that elucidates the relationship among transformational leadership, leader-member exchange, employee perceptions of fairness and innovative work behavior. Consequently, the framework advances theories on effective leader behavior, employees' perceptions of fairness and innovative work behavior. The framework helps unpack some underlying mechanisms through which leadership directly and indirectly influences employee innovative work behavior. Recognizing that innovative work behavior is influenced by the quality of supervisor-subordinate relationship, our conceptual framework stimulates a behavior-oriented approach to innovative work behavior research and has the potential to generate actionable knowledge to manage innovative work behavior. Top management could utilize our framework when executing organizational design interventions that engender and shape innovative work behavior. Our framework also advocates for the promotion of effective leader behavior and employees' perceptions of fairness which support innovative work behaviour. In practical terms, organizations could train their supervisors to exhibit more transformational leader behaviors as they stimulate idea generation and implementation. Further, organizations could roll out training focusing on developing better exchange relationships between leaders and their followers. Additionally, organizations, aware of the impact of employee perception of fairness on innovative work behavior, could develop fair and equitable procedures or introduce interventions targeting the development of required behavior which in turn could stimulate innovative work behavior. Future research could benefit by focusing on how specific dimensions of transformational leadership influence employee innovative work behavior at the individual, team and organizational levels. Furthermore, future research could focus on how individual differences impact leadership, perceptions of fairness and innovative work behaviour. JEL Classifications: M10, M19 Keywords: Innovative Work Behavior, Leader-Member Exchange, Transformational Leadership, and Employee Perceptions of Fairness, INTRODUCTION Employee innovative work behavior continues to gain a considerable amount of attention as it has been clearly demonstrated to contribute to organizational performance and survival (Amabile, 1988; Amabile et [...]

The Implicit Relational Assessment Procedure (IRAP) is an assessment tool designed to measure one's learning history with respect to preexisting verbal relations (Bames-Holmes, Hayden, Bames-Holmes, & Stewart, 2008). Responses to stimuli are regarded as implicit because they are measured with respect to the associated response latencies and accuracy, or brief and immediate relational responding (BIRRs; Hughes & Bames-Holmes, 2013, p. 104). This study used the modified (MD) IRAP to select stimuli that were presented in motivational statements in a simulated work task to increase cooperative and conformity responding. Participants came into contact with customized motivational statements promoting cooperative and conformity responding in conditions with a competing pay-for-performance contingency using an alternating treatments design. Results showed that motivational statements temporarily increased cooperative and conformity responding. Moreover, those participants identified as having a stronger history with particular stimuli, as identified in the MD IRAP, chose to cooperate and conform at higher and more sustained rates. The coherence between implicit responding, as demonstrated in the MD IRAP, and explicit responding, as demonstrated in the simulated work task, and the implications it has on prosocial behaviors will be discussed. Keywords Cooperation * Conformity * Rule-governed behavior * Motivative augmentals * IRAP, Introduction Organizations have largely relied on consequential payment manipulations to increase particular employee behaviors. Indeed, scholars have found that increased performance is often tied to a financial consequence (Rafacz, Houmanfar, [...]

Context.--Many pathologists-in-training enter residency or fellowship with either no formal experience in research or with a basic science research background that may not translate well to research in the realm of diagnostic pathology, including surgical pathology, cytopathology, and clinical pathology. Objective.--To provide a starting point and practical framework for residents or fellows who wish to conduct research in these fields. Data Sources.--Existing literature and the pooled experience of the authors, all academic pathologists. Conclusions.--We provide tips and tricks that trainees will find useful when planning and executing pathology research projects. A key component of successful research in diagnostic pathology is active guidance by a skilled faculty mentor, bolstered by enthusiastic, timely work by a highly motivated and dedicated trainee. We hope this advice will improve interactions between trainees and their faculty mentors and enhance the quality of research in diagnostic pathology. (Arch Pathol Lab Med. 2020;144:1131-1138; doi: 10.5858/arpa.2019-0490-RA), Pathology is a broad field, and pathology residency therefore offers a wide variety of translational research opportunities. (1) Trainees may decide to conduct research projects for a number of reasons. [...]

Motivative augmentals are mles or statements that temporarily change the effectiveness of a consequence, similar to establishing operations for nonverbal consequences (Hayes, Bames-Holmes, & Roche, 2001). Many communications by an organization's leadership may function as such and alter the function of stimuli in the workplace, which in turn may influence employee behaviors (Houmanfar & Rodrigues, Journal of Applied Radical Behavior Analysis, Nl, 22-27, 2012). There is a lack of experimental research regarding this, however, particularly under different organizational pay systems (i.e., financial contingencies), which have been repeatedly shown to influence performance (e.g., Gupta & Shaw, Compensation and Benefits Review, 30(2), 26-32, 1998; Locke, Feren, McCaleb, Shaw, & Denny, 1980). The current study sought to compare the two by measuring the effect of motivational statements on individual versus cooperative responding under two different pay-for-performance contingencies in an organizational analogue. Stimuli for the motivational statements were selected utilizing an Implicit Relational Assessment Procedure (IRAP) with one group of participants, and these statements were then tested under piece-rate and profit-share conditions with a second group of participants in a counterbalanced reversal design. Results indicated that the financial contingencies had more of an effect on responding, but that motivational statements influenced behavior as well. In particular, motivational statements affected whether a participant chose to cooperate or behave individually more under financially neutral conditions (i.e., profit share) when there was no financial cost for doing so. As such, organizations can utilize memos or speeches to increase performance, but it is important for the content to align with financial contingencies in order to maximize performance. Keywords Motivative augmentals * Pay-for-performance * Implicit relational assessment procedure * Rules * Cooperation * Relational frame theory, One of the primary means of influencing employee behavior and productivity involve consequential manipulations, in particular performance-based pay. Some of the most common examples of payment systems are hourly, piece [...]

The purpose of this study was to examine how organizational learning culture influences employees' motivation towards transfer of training. Also, how this relationship was affected by the existence of a favorable learning transfer climate in context of knowledge workers. Sample for this study (n = 122) was drawn from academicians working at various business schools in India. The perception towards their own organization's learning culture, learning transfer climate and their willingness to transfer knowledge from Faculty Development Programs to their teaching and research was measured. Hierarchical regression analysis was used to test the hypotheses and it was found that a positive perception of organizational learning culture was positively related to willingness to transfer training. This relationship was significantly moderated by an important dimension of learning transfer climate which are resistance to change and partially moderated by another dimension- performance coaching., Author(s): Pratyush Banerjee [sup.1] , Ritu Gupta [sup.1] , Reid Bates [sup.2] Author Affiliations: (1) Department of HRM and Soft Skills, IBS Hyderabad, IFHE University, 0000 0004 1772 1939, grid.464901.e, [...]

This research attempts to challenge the resource-engagement and engagement-performance linkage of the job demands-resources model by testing these links under the moderating role of two climates: performance-focused and service failure recovery. Two studies test a model on the boundary conditions of the linkages across four service industries. The results suggest that whether a resource (i.e., self-efficacy and job autonomy) positively or negatively affects engagement depends on whether (1) a climate is appraised as a challenge or hindrance demand and (2) a climate is deemed a complementary or compensatory resource. Using multi-respondent data from customer service employees and their supervisors in the health care industry, Study 1 conceptualizes climate as organizational climate and finds that performance-focused climate strengthens (weakens) the positive effect of self-efficacy (job autonomy) on engagement while service failure recovery climate weakens the positive impact of self-efficacy on engagement. Study 2 generalizes the findings from Study 1 and provides broad support by testing the model using psychological climate in the financial services, tourism and hospitality, and retailing industries. This study closes with a configuration approach to climate research by discussing when multiple climates can co-exist under different types of resources., Author(s): Bulent Menguc [sup.1] [sup.2] , Seigyoung Auh [sup.3] , Volkan Yeniaras [sup.4] , Constantine S. Katsikeas [sup.2] Author Affiliations: (1) 0000 0001 2116 8564grid.28455.3eDepartment of Business Administration, Kadir Has [...]

The effective quality management system implemented can lead to improve the performance of organization and also enhance their competitive advantage in the global market. The inconsistent findings from published works on the relationship between ISO 9000 and organizational performance may due to the commitment to implement the ISO 9000 requirements or the culture that is established in the organization. Limited research has been done as well focusing only on the soft factors of ISO 9000 and organizational performance moderated by organizational culture. There are numbers of previous studied on soft factors but the factors are mainly derived from total quality management (TQM) factors. Hence, the aim of this study is to examine the influence of organizational culture on the relationship between ISO 9000 soft factors and organizational performances. The respondents for this study are from the automotive companies in Malaysia. The questionnaire consists of 74 measured items using 5-point Likert scale are mail to 162 companies based on random sampling from 275 population size. Thirty-three companies responded to the questionnaires, which represent 20% of the samples selected. The data collected was analysed based on Rasch Analysis Model using WINSTEPS 3.69.1.16 as an analysis tool to perform Rasch analysis. The logit value is used instead of the ordinary number. This logit value is used as the unit of measurement, since it is obtained for a linear interval scale. This research employs Modern Test Theory (MTT) in examining the level of soft factors being implemented in the Malaysian automotive companies. The finding revealed that the organizational culture was an obstacle to the relationship between the soft factors of ISO 9000 and organizational performance. In addition to that, the result also revealed that an organization with a high ability in overcoming the organizational culture and resource management items especially employee empowerment and teamwork had a higher possibility to improve their organizational performance. Rewards, clear sense of responsibility and authority will increase employee motivation towards work. This study focuses exclusively on the soft factors of ISO 9000 requirements. However, there are other factors such as measurement and analysis, product realization and documentations etc., which may help the organizations to improve their performance. The finding of this research may assist the organization in designing the human resources policy which related to employee career enhancement. Motivated workers will increase organization efficiency and will lead to increase in organizational performance. JEL Classification: M11 Keywords: ISO 9000, soft factor, organizational culture, Rasch Model, organizational performance, INTRODUCTION In the era of intense competition and globalized market, the survival of individual firms depends on their ability to enhance their competitive advantage in the global market. In order [...]

ABSTRACT Indigenous development professionals in southern Haiti occupy an intermediary position between actors and institutions of the international development industry and the rural peasant beneficiaries of development projects and programs. [...]

Human resource (HR) policies and practices should be looked at from the perspective of what they can do to help employees find, develop, and enjoy work passion (WP) throughout their careers. Researchers have found many positive and some negative outcomes related to WP and organisational behaviour. HR researchers have not accomplished much in determining what policies and practices could help employees identify and develop their WPs without losing control over their WPs. This article reviews the organisational behaviour research and then suggests specific HR policies and practices that should be researched to determine if they can increase the level of harmonious WP in employees. It also discusses some of the potential negative consequences of WP and raises questions about the organisational responsibilities that may result from encouraging WP in employees., INTRODUCTION What does it look like when employees are doing something they love? Human resource (HR) practitioners talk about wanting happy workers, but many of these dedicated professionals wonder if [...]

We examine whether private feedback about relative performance can mitigate moral hazard in competitive environments by modifying the agents' self-esteem. In our experimental setting, people work harder and expect to rank better when told that they may learn their ranking, relative to cases when feedback will not be provided. Individuals who ranked better than expected decrease output but expect a better rank in the future, whereas those who ranked worse than expected increase output but lower their future rank expectations-Feedback helps create a ratcheting effect in productivity mainly because of the fight for dominance at the top of the rank hierarchy. Our findings suggest that organizations can improve employee productivity by changing the likelihood of feedback, the reference group used to calculate relative performance, and the informativeness of the feedback message. Key words: organizational studies; personnel; motivation-incentives; productivity History: Received July 9, 2010; accepted April 19, 2011, by Brad Barber, Teck Ho, and Terrance Odean, special issue editors. Published online in Articles in Advance August 12, 2011., 1. Introduction Performance appraisals, such as the 360-degree feedback process, have become common features of the workplace over the last two decades (Prewitt 2007). Although the goal of these appraisals [...]

Previous research has established that paid care work is typically undertaken by women and that this work is often poorly rewarded in terms of pay and promotion opportunities. Much less is known about the reasons why women enter these jobs or their experiences of this work. This paper examines the motivations and experiences of two groups of care workers: childcare workers and dental assistants in Queensland in 2009 (N=1,767). We examine intrinsic, extrinsic and overall job satisfaction and the effects of job characteristics, work experience and demographic characteristics on job satisfaction. We find that childcare workers are less satisfied with their jobs than dental assistants on all three measures, despite a greater proportion nominating intrinsic reasons for entering the occupation. The most important factors predicting job satisfaction for both groups are day-to-clay work experiences such as control over weekly rosters and entitlements that enable work-family balance. We conclude that although love of the job may be a strong drawcard into care occupations for some women, experiences may not live up to expectations. Moreover, there is considerable diversity across these groups in motivations and outcomes indicating that it is impossible to view all care occupations as similar in terms rewards, outcomes and experiences. Keywords: Job satisfaction; care work; work experience, Introduction Most care work, paid and unpaid, is done by women. Paid care work typically involves the provision of face-to-face services to clients and has been defined as 'those occupations [...]

Abstract Purpose--The aim of the current study is to examine the impact of high involvement work practices (HIWPs) upon trust and commitment in a non-Western cultural context, namely the UAE. [...]

INTRODUCTION Historically, academics, journalists, and satirists have depicted government bureaucracies as particularly subject to administrative constraints, including 'red tape' or burdensome rules and procedures that hinder performance. General red tape [...]

People commonly anthropomorphize nonhuman agents, imbuing everything from computers to pets to gods with humanlike capacities and mental experiences. Although widely observed, the determinants of anthropomorphism are poorly understood and rarely investigated. We propose that people anthropomorphize, in part, to satisfy effectance motivation--the basic and chronic motivation to attain mastery of one's environment. Five studies demonstrated that increasing effectance motivation by manipulating the perceived unpredictability of a nonhuman agent or by increasing the incentives for mastery increases anthropomorphism. Neuroimaging data demonstrated that the neural correlates of this process are similar to those engaged when mentalizing other humans. A final study demonstrated that anthropomorphizing a stimulus makes it appear more predictable and understandable, suggesting that anthropomorphism satisfies effectance motivation. Anthropomorphizing nonhuman agents seems to satisfy the basic motivation to make sense of an otherwise uncertain environment. Keywords: anthropomorphism, social cognition, motivation, mind attribution, unpredictability DOI: 10.1037/a0020240

This study investigated factors which motivated individuals to initially pursue careers in special education, factors which contributed toward their plans to remain or leave the field, and their perceptions of school districts' effective and ineffective recruitment and retention practices. The sample comprised of 15 individuals employed in public schools throughout north Texas who initially pursued careers in special education. Data were collected through the form of audio-recorded semi-structured telephone interviews. Empathy towards students, family, and opportunities to fill job vacancies were factors that participants cited the most for initially pursuing careers in special education. Furthermore, most of the interviewees reported satisfaction within their jobs, but noted excessive demands and lack of administrative support as contributing to job dissatisfaction., Motivational Factors toward Pursuing a Career in Special Education Chronic shortages in the field of special education continue to pose challenges for public schools across the United States (Billingsley, Carlson, [...]

The authors propose that in mission-driven organizations, prosocially motivated employees are more likely to perform effectively when trust cues enhance their perceptions of task significance. The authors develop and test a model linking prosocial motivation, trust cues, task significance, and performance across 3 studies of fundraisers using 3 different objective performance measures. In Study 1, perceiving managers as trustworthy strengthened the relationship between employees' prosocial motivation and performance, measured in terms of calls made. This moderated relationship was mediated by employees' perceptions of task significance. Study 2 replicated the interaction of manager trustworthiness and prosocial motivation in predicting a new measure of performance: dollars raised. It also revealed 3-way interactions between prosocial motivation, manager trustworthiness, and dispositional trust propensity, such that high trust propensity compensated for low manager trustworthiness to strengthen the association between employees' prosocial motivation and performance. Study 3 replicated all of the previous mediation and moderation findings in predicting initiative taken by professional fundraisers. Implications for work motivation, work design, and trust in organizations are discussed. Keywords: prosocial motivation, trust, task significance, performance

This study investigated factors influencing ongoing participation in employee development activities. A multiple-indicator structural equation model building on the theory of planned behavior and prior employee development literature was tested with a survey across 4 organizations on 2 occasions. The model uses reactions to past participation and past supportiveness of the social and organizational environment as indirect antecedents of participation, filtered through their impact on attitudes and behavioral intentions toward future participation. Learning goal orientation also influenced attitudes toward participation. Whereas personal control over participation and higher levels of voluntariness were negatively related to participation, intentions to participate and availability of opportunities arose as strong predictors of higher participation rates. Many significant hypothesized paths were found, and 85% of the variance in participation was explained by the model variables. Increasing employee awareness of opportunities and managing positive attitudes toward those opportunities are recommended as key factors for increasing participation rates. Keywords: employee development, continuous learning, theory of planned behavior, structural equation modeling

Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. Keywords: PE fit, self-determination theory, motivation

ABSTRACT The present study is an attempt to investigate the relationship between employees' positive and negative behaviours, customers' perception of service quality and overall customer satisfaction. Results of the current [...]

In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, and motivational underpinnings of workplace deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) model of workplace deviance, the authors proposed that breach (a cognitive appraisal) and violation (an affective response) initiate revenge seeking. Motivated by revenge, employees then engage in workplace deviance. Three studies tested these ideas. All of the studies supported the hypothesized relationships. In addition, self-control was found to be a moderator of the relationship between revenge cognitions and deviant acts; the relationship was weaker for people high in self-control. Keywords: feelings of violation, psychological contract breach, revenge, self-control, workplace deviance

Purpose: The purpose of this study was to investigate the impact of wages and benefits (relative to other jobs available to workers), controlling for personal characteristics, on the recruitment and retention of providers working in a consumer-directed home care program. Design and Methods: I used the results of focus groups to design a survey that was administered to 2,260 workers stratified by ethnicity and working in eight California counties that represented the range of wage and benefit packages available. I used logistic regression to measure the effect of wage and benefit levels, controlling for covariates, on home care workers' stated reason for entering and remaining in the job. Results: Two thirds of respondents reported that commitment to their consumer was the most important reason why they took the job and flexibility was the second most important reason, regardless of wages and benefits and personal characteristics. However, in the county in which very part-time workers were eligible, health insurance was the most important reason for retention. Wage levels above $9 an hour mattered somewhat, especially where the increase was recent. Family providers responded to wage and benefit incentives similarly to non-family providers. Implications: To improve recruitment and retention of consumer-directed home care workers, jobs should be flexible and provide affordable health insurance for part-time workers. The effect of wages suggests that recruitment might be improved with higher wages, but only when they reach the $9 to $10 range (in 2004 dollars). Finally, policy must recognize that family caregivers have financial needs similar to non-family caregivers. Key Words: Long-term care, Consumer-directed home care, Home care workers, Recruitment and retention, Workforce turnover

Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of management philosophy and practice and of CNAs' views of their jobs in 18 Massachusetts nursing homes formed the basis for a survey administered to 255 CNAs in 15 homes. A quality-of-life questionnaire was administered to 105 residents. Logistic regression accounting for clustering estimated the effect of personal characteristics, satisfaction with tangible job rewards, and aspects of job design on CNAs' intent to stay in current jobs. A general linear model estimated the effect of job commitment on residents' satisfaction with their relationship to nursing staff. Results: After we accounted for satisfaction with wages, benefits, and advancement opportunities, good basic supervision was most important in affecting CNAs' intent to stay in their jobs. Job enhancements were not significantly related to intent to stay. Residents were more satisfied with their relationships to nursing staff and their quality of life on units where a higher proportion of CNAs were committed to their jobs. Implications: The finding that greater job commitment of CNAs is associated with better quality of relationships and life for residents implies that better jobs lead to better care. Culture change transformation that increases CNA autonomy, knowledge input, and teamwork may not increase workers' commitment to jobs without improvements in basic supervision. Key Words: Workforce, Turnover, Frontline caregivers, High-performance management, Culture change

Purpose: The study's goals were to understand what changes in management practices would most improve the jobs of frontline workers from the perspective of workers themselves and to analyze differences across settings. Design and Methods: The baseline survey of direct care workers (N = 3,468) conducted as part of the National Study of the Better Jobs Better Care demonstration asked the following: 'What is the single most important thing your employer could do to improve your job as a direct care worker?' We coded the open-ended responses and grouped them into categories. We then compared the percentages of workers recommending changes in these categories across settings and interpreted them in the context of previous conceptual frameworks. Results: Across settings, workers called for more pay and better work relationships including communication; supervision; and being appreciated, listened to, and treated with respect. The fraction of workers calling for these changes and additional specific changes differed substantially across nursing facilities, assisted living facilities, and home care agencies. Implications: To increase retention of frontline workers, policy makers should design public policies and management practices to increase pay and to improve work relationships. However, specific strategies should differ across settings. Key Words: Workforce, Long-term care, Skilled nursing facility, Assisted living facility, Home care, Culture change.

Abstract: This paper will investigate the suitability of existing performance measures under the assumption of a clearly defined benchmark. A range of measures are examined including the Sortino Ratio, the [...]

Abstract: Using monthly active equity fund portfolio holdings, we examine the magnitude of style drift and decompose it into active and passive components. We find that while fund style tilts [...]

A study to examine four types of work motivation to understand multiple motivational predictors of proactive behavior to replicate and extend previous research is conducted. Results indicate role orientation and role breadth self-efficacy were useful for motivating pro-active behavior.

Findings from a study on career-related motivations and experiences of 20 expatriates in France and Germany are presented. The study's sample of highly educated workers from the United States or Western Europe who chose to remain in the host country differs from contemporary research samples in international careers. Findings show the relevance of the lifestyle anchor and the subjective career to career directions.

A superabundance of motivational theories has hindered rather than helped the proper understanding of human behavior. An attempt at converging and integrating these separate endeavors has led to the formation of a temporal and motivational theory (TMT) the potential implications of which are discussed.

A structural model focusing on the spillover effect of parental perceived job insecurity on money anxiety was developed and tested. The crossover effect of parents' money anxiety on their children's money anxiety, money motives, and motivation to work was also examined. Data were collected from a sample of undergraduates and their parents. Results of structural equation modeling analyses supported a spillover effect of paternal perceived job insecurity on paternal money anxiety. However, maternal perceived job insecurity was not significantly associated with maternal money anxiety. Results also supported a crossover effect of parental money anxiety on youths' money anxiety. Youths' money anxiety was significantly related to youths' negative money motives. In turn, youths' negative money motives were associated with their intrinsic motivation to work. Implications of the findings are discussed. Keywords: parental job insecurity, spillover mechanism, crossover mechanism, money attitudes, money anxiety

Abstract: For decades, many researchers have reported the decline in construction productivity, but it is impossible to generalize the productivity problems due to issues such as geographical differences, weather changes, [...]

Goal setting has consistently been shown to increase performance under specific conditions. These goal setting effects have previously been explored from both a cognitive perspective and in terms of traditional behavioral concepts. We highlight limitations of these approaches and propose a novel account based on Relational Frame Theory. This account focuses on both the content of goal statements and the contingencies that maintain goal-directed behavior. The content of goal statements is analyzed in terms of relational networks established for employees. We then detail how the current account explains the major effects noted in previous empirical studies. Two broad types of rule following contingencies that support goal-directed behavior, pliance and tracking, are then described. We then outline how these different types of contingencies results in the variety of goal-directed behavior observed in organizations. Throughout we relate this two-part approach to goal setting to specific recommendations for practice and future basic research. doi: 10.1300/J075v26n01_06 KEYWORDS. Goals, goal setting, goal statements, feedback, relational networks, Relational Frame Theory, pliance, tracking, organizations

The authors drew from prior research on organizational commitment and from configural organizational theory to propose a framework of affective and continuance commitment profiles. Using cluster analyses, the authors obtained evidence for 4 of these profiles in an energy industry sample (N = 970) and a sample of 345 employed college students. The authors labeled the clusters: allied (i.e., moderate affective and continuance commitment), free agents (moderate continuance commitment and low affective commitment), devoted (high affective and continuance commitment), and complacent (moderate affective and low continuance commitment). Using a subset of the employed student sample (n = 148), the authors also found that the free agents received significantly poorer supervisor ratings of performance, organizational citizenship behavior, and antisocial behavior than any other group. Keywords: organizational commitment, employee attitudes, organizational citizenship, behavior, contextual performance, job performance

This study tested a motivational model of daily hassles, physical symptoms, and future work intentions with a sample of 122 police officers. In agreement with self-determination theory (Deci & Ryan, 1985, 2002), path analyses showed that police officers who perceived their immediate supervisor as highly supportive of their autonomy were found to report higher levels of self-determined motivation toward work. In turn, higher levels of self-determined motivation were found to be associated with higher future work intentions and lower levels of reported daily hassles. Finally, daily hassles were found to be positively associated with reported physical symptoms. Contrary to our hypotheses, perception of competence support from supervisors was not found to be significantly associated with self-determined motivation. Instead, competence support was found to be negatively associated with daily hassles.

Abstract This preliminary study employed mixed methodologies to explore students' use of mobile computing devices and its effects on their motivation to learn, engagement in learning activities, and support for […]

'To summarize, the human animal has two categories of needs. One set stems from his animal disposition, that side of him previously referred to as the Adam view of man; [...]

ABSTRACT To investigate if a manager's basic leadership style moderates subordinates' perceptions of decision effectiveness, an experiment involving 258 students was conducted. Leadership style (transformational or transactional) and decision-making behavior [...]

Abstract Findings from meta-analyses on the effects of rewards on students' performance and motivation as well as a consideration of social cognitive theory suggest a set of strategies for using [...]