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The Social Psychology of Organizations.

\"What are your assumptions (implicit as well as explicit) about the most effective way to manage people?\" So began Douglas McGregor in this 1960 management classic. It was a seemingly simple question he asked, yet it led to a fundamental revolution in management. Today, with the rise of the global economy, the information revolution, and the growth of knowledge-driven work, McGregor's simple but provocative question continues to resonate-perhaps more powerfully than ever before. Heralded as one of the most important pieces of management literature ever written, a touchstone for scholars and a handbook for practitioners, The Human Side of Enterprise continues to receive the highest accolades nearly half a century after its initial publication. Influencing such major management gurus such as Peter Drucker and Warren Bennis, McGregor's revolutionary Theory Y-which contends that individuals are self-motivated and self-directed-and Theory X-in which employees must be commanded and controlled-has been widely taught in business schools, industrial relations schools, psychology departments, and professional development seminars for over four decades. In this special annotated edition of the worldwide management classic, Joel Cutcher-Gershenfeld, Senior Research Scientist in MIT's Sloan School of Management and Engineering Systems Division, shows us how today's leaders have successfully incorporated McGregor's methods into modern management styles and practices. The added quotes and commentary bring the content right into today's debates and business models. Now more than ever, the timeless wisdom of Douglas McGregor can light the path towards a management style that nurtures leadership capability, creates effective teams, ensures internal alignment, achieves high performance, and cultivates an authentic, value-driven workplace--lessons we all need to learn as we make our way in this brave new world of the 21st century.

The Human Side of Enterprise.

Men and Women of the Corporation

Find loads of the research methods in the social sciences book catalogues in this site as the choice of you visiting this page. You can also join to the website book library that will show you numerous books from any types. Literature, science, politics, and many more catalogues are presented to offer you the best book to find. The book that really makes you feels satisfied. Or that's the book that will save you from your job deadline.

Research methods in the social sciences

The purpose of this paper is to explore the relationship between employee engagement and job performance in the country of Lebanon, and to test whether creativity mediates the relationship between engagement and performance.,The research sample consisted of 186 respondents working in Lebanese firms. The questionnaire included established measures relating to employee engagement, job performance and creativity – in addition to various demographic questions. Stepwise multiple regression and bootstrapping methods were employed in the analysis of the data.,The findings showed a significant positive effect of employee engagement on job performance. However, mediation analysis using bootstrapping methods has shown that creativity has fully mediated the relationship between engagement and performance.,The study extends previous research and increases the external validity of the findings by investigating the relationship between engagement and performance in new non-western contexts. Moreover, this is one of the first research studies that explores the role of creativity in the relationship between the two variables; this helps in improving our understanding of the model and aids in enhancing the effect of engagement on performance.

Employee engagement and job performance in Lebanon: the mediating role of creativity

The impact of performance appraisal satisfaction on employee attitudes and behavior is well established in the literature. Employees who are satisfied with performance appraisals at work are expected to be more satisfied and motivated at work. However, current research has not empirically established whether performance appraisal satisfaction leads to creative behavior at work. Creative behavior is one of the key factors that helps companies to remain competitive in the market. One of the main objectives of this paper is to investigate the relationship between performance appraisal satisfaction and creative behavior. Another objective of this research is to examine the relationship between satisfaction with appraisal and perceptions of career development which is considered a top priority for many employees. Career development at work remains a highly sought element that employees look for in a job. Although performance appraisal systems are expected to include discussions of career development, there has been limited studies which explicitly tested whether satisfaction with appraisal can positively impact perceptions of career development at work. A sample of 128 respondents from the country of Lebanon took part in this study. All variables of interest including performance appraisal satisfaction, career development, and creative behavior were measured using well-established scales. All scales achieved acceptable Cronbach's alpha levels in this study. Regression analysis showed that performance appraisal satisfaction is positively related to both creative behavior and career development. Moreover, this study tested the role of career development in the relationship between performance appraisal satisfaction and creative behavior. Mediation analysis showed that career development fully mediated the relationship between performance appraisal satisfaction and creative behavior. In other words, when career development was entered into the equation, the relationship between performance appraisal satisfaction and creative behavior became insignificant suggesting full mediation. This demonstrates that companies that fail to build effective career development systems at work may not be able to secure employee creativity, regardless of whether the performance appraisal systems are considered satisfying by employees. Discussions and management implications are presented in this paper. The paper concludes with the study limitations and offers suggestions for future research.

The Relationships Among Performance Appraisal Satisfaction, Career Development and Creative Behavior

In this study, we investigated the impact of organizational training on organizational commitment and whether goal orientation moderates the relationship between training and commitment. The sample consisted of 124 employees from different industries in the country of Lebanon. Multiple regression and hierarchical moderated regression were used to test hypotheses. The results of the analysis showed that training has a significant effect on organizational commitment. Moderation analysis showed that the relationship between training and affective commitment was stronger for individuals who had higher levels of learning goal orientation. Performance goal orientation failed to moderate the relationship between training and affective commitment. Ultimately, this suggests that advanced training offered to individuals with performance goal orientations may not necessarily increase their commitment to their employer, in contrast to individuals with learning goal orientations. Theoretical and management implication...

Training and organizational commitment: exploring the moderating role of goal orientation in the Lebanese context

The purpose of this paper is to examine the relationship between performance appraisal satisfaction, job stress and work–family conflict. Furthermore, the study explores the role of job stress as a mediator between satisfaction with performance appraisal and work–family conflict. The total sample consisted of 120 participants from different industries. The findings revealed that performance appraisal satisfaction was negatively correlated with job stress and work–family conflict. However, job stress fully mediated the relationship between performance appraisal satisfaction and work–family conflict. The study contributes to the limited body of knowledge on employee reactions to performance appraisal and in particular, performance appraisal satisfaction. The findings can help to shed more light on the relationship between performance appraisal satisfaction and employees’ psychological responses.

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Relationships among performance appraisal satisfaction, work–family conflict and job stress

IntroductionFrom a socio-economical perspective, Maslow's needs gratification theory of well-being has put forward a universally applicable hierarchy of needs based on the idea that "man is a continually wanting animal." That is, one will be continuously striving for more than what he/she already has (Maslow, 1943: 370). Motivation has always been an important element on managers' agendas as well as the employees. In order for a company to be successful, it needs employees who are dedicated to the achievement of organizational goals and have a strong sense of loyalty to the organization (Molander, 1996). The pioneer work of Herzberg, Mausner, and Snyderman's (1959) on the model of motivation and hygiene factors inspired and paved the way towards numerous research studies on intrinsic and extrinsic job characteristics and job satisfaction. Regardless of the nature of the work, an employee's job satisfaction is influenced by the attitude he or she has towards the job (Herzberg, Mausner, & Snyderman, 1999). Rewards at work, whether financial (Vandenberghe & Tremblay, 2008) or nonfinancial (Amabile, Hill, Hennessey, and Tighe, 1994) are considered as important predictors of attitudes and behavior at work.Cross national studies have studied motivation in different parts of the world with some stressing the differential factors between poor and more developed countries (Huang & Van de Vliert, 2003). Studies show that in poorer countries (Adigun & Stephenson, 1992; Kanungo, 1990) intrinsic job characteristics such as recognition, autonomy, challenge, and the nature of work itself are less closely related to job satisfaction. On the other hand, extrinsic job characteristics like salary, job security, and working conditions, and environment are more closely related to job satisfaction.Reflecting on such crucial studies done on the subject of motivation and in an attempt to understand the Lebanese work environment better, this study examines the issue of whether extrinsic job characteristics are more associated with job satisfaction and motivation than intrinsic job factors. The paper examines both extrinsic and intrinsic job characteristics from a socio-economic perspective to understand their underlying effects on employees. Academics have continuously called for greater research in the Middle East region given the lack of empirical studies in this field (Budhwar & Mellahi, 2006; Abdulla, Djebarni, and Mellahi, 2011). Moreover, this paper will also extend its scope to examine the possible conditions where intrinsic job factors can lead to motivation over and above extrinsic job factors. Although research shows that extrinsic job factors play a greater role on motivation in developing countries, Maslow's theory argues that intrinsic factors will have a motivating impact if the extrinsic job factors are satisfied at work. Accordingly, we aim to explore this assumption in Lebanon, that is, whether intrinsic job factors have a stronger impact on motivation than extrinsic job factors when the latter factors are present.In the following pages, the literature review and the hypothesis will be presented. Next, the methodology will be reviewed. Finally, the paper ends with the results, discussion, and management implications.Literature ReviewThe word motivation originally comes from the Latin word movere, meaning to move (Kreitner, 2001). Human motivation is a critical aspect in the field of organizational behavior and psychology (Benabou and Tirole, 2003). The importance of motivation in organizations is explained by the equation put forward by Maier (1955): Job Performance = Ability x Motivation. Motivation represents "those psychological processes that cause arousal, direction, and persistence of voluntary actions that are goal oriented (Mitchell, 1982: 81). Another definition put forward for motivation is that it is a psychological development that causes the stimulation, direction and persistence of behavior (Luthans, 2010). …

Hussein Ismail

Papers

Employee engagement and job performance in Lebanon: the mediating role of creativity

The Relationships Among Performance Appraisal Satisfaction, Career Development and Creative Behavior

Training and organizational commitment: exploring the moderating role of goal orientation in the Lebanese context

Relationships among performance appraisal satisfaction, work–family conflict and job stress

Extrinsic and Intrinsic Job Factors: Motivation and Satisfaction in a Developing Arab Country - the Case of Lebanon