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Research Design: Qualitative, Quantitative, and Mixed Methods Approaches

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Cognition In The Wild

Part One: Initial Considerations Chapter 1: Motivation in Organizations Mitchell, Terence R., and Daniels, Denise. Observation and Commentary on Recent Research in Work Motivation. Chapter 2: Conceptual Approaches to Motivation at Work Ryan, Richard M., and Deci, Edward L. 2000. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1): 68-78. Mowday, Richard, and Colwell, Kenneth A. Employee reactions to unfair outcomes in the workplace: The contributions of Adams' equity theory to understanding work motivation. Cropanzano, Russell, and Rupp, Deborah. An overview of organizational justice: Implications for work motivation. Komaki, Judith. Reinforcement theory at work: Enhancing and explaining what employees do. Locke, Edwin A. 1996. Motivation through conscious goal setting. Applied and Preventive Psychology, 5: 117-124. Stajkovic, Alexander D., and Luthans, Fred. Social cognitive theory and self-efficacy: Implications for motivation theory and practice. Part Two: Central Issues in Motivation at Work Chapter 3: The Role of Cognitions, Beliefs, and Attitudes in Motivation Staw, Barry M. 1986. Organizational psychology and the pursuit of the happy/productive worker. California Management Review, 28(4): 40-53. Rousseau, Denise M., and Tijoriwala, Snehal A. 1999. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change. Journal of Applied Psychology, 84(4): 514-528. Luthans, Fred. Positive Organizational Behavior: Implications for Leadership and HR Development and Motivation. Chapter 4: The Role of Goals and Intentions in Motivation Klein, Howard J., Wesson, Michael J., Hollenbeck, John R., and Alge, Bradley J. 1999. Goal commitment and the goal-setting process: Conceptual clarification and empirical synthesis. Journal of Applied Psychology, 6: 885-896. O'Leary-Kelly, Anne M., Martocchio, Joseph J., and Frink, Dwight D. 1994. A review of the influence of group goals on group performance. Academy of Management Journal, 37(5): 1285-1301. Crown, Deborah F., and Rosse, Joseph G. 1995. Yours, mine, and ours: Facilitating group productivity through the integration of individual and group goals. Organizational Behavior and Human Decision Processes, 64(2): 138-150. Chapter 5: The Role of Affect in Motivation Raghunathan, Rajagopal, and Pham, Michel T. 1999. All negative moods are not equal: Motivational influences of anxiety and sadness on decision-making. Organizational Behavior and Human Decision Processes, 79(1): 56-77. Venkatesh, Viswanath, and Speier, Cheri. 1999. Computer technology training in the workplace: A longitudinal investigation of the effect of mood. Organizational Behavior and Human Decision Processes, 79(1): 1-28. Chapter 6: The Role of Social Influences in Motivation Porter, Lyman W., Lawler, Edward E. III, and Hackman, J. Richard. 1975. Ways groups influence individual effectiveness. (Holdover from previous edition) Vardi, Yoav and Wiener, Yoash. 1996. Misbehavior in organizations: A motivational framework. Organization Science, 7(2): 151-165. Whyte, Glen. 1998. Recasting Janis's groupthink model: The key role of collective efficacy in decision fiascoes. Organizational Behavior and Human Decision Processes, 73(2/3): 185-209. Chapter 7: The Role of Cross-Cultural Influences in Work Motivation Hofstede, G. 1993. Cultural constraints in management theories. Academy of Management Executive, 7(1): 81-94. Sanchez-Runde, Carlos J., and Steers, Richard M. Cultural influences on work motivation and performance. Frese, Michael, Kring, Wolfgang, Soos, Andrea, Zempel, Jeannette. 1996. Personal initiative at work: Differences between east and west Germany. Academy of Management Journal, 39(1): 37-63. Meek, Christopher B. 1999. Ganbatte: Understanding the Japanese employee. Business Horizons, January-February, 27-36. Chapter 8: The Role of Individual Differences in Motivation O'Reilly, Charles A. III and Chatman, Jennifer A. 1994. Working smarter and harder: A longitudinal study of managerial success. Administrative Science Quarterly, 39: 603-627. Pilegge, Anthony J. and Holtz, Rolf. 1997. The effects of social identity on the self-set goals and task performance of high and low self-esteem individuals. Organizational Behavior and Human Decision Processes, 70(1): 17-26. Part Three: Applications of Motivational Approaches Chapter 9: Rewards Lawler, Edward L. 1987. The design of effective reward systems. In J. W. Lorsch (ed.), Handbook of Organizational Behavior. Englewood Cliffs, NJ: Prentice Hall, pp, 25-271. Kerr, Steven. 1995. On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9(1): 7-14. Pearce, Jone L. 1987. Why merit pay doesn't work: Implications from organizational theory. In D. B. Balkin and L. R. Gomez-Mejia (eds.), New Perspectives on Compensation, pp. 169-178. Pfeffer, Jeffrey. 1998. Six dangerous myths about pay. Harvard Business Review, May-June, 109-119. Duncan, W. Jack. 2001. Stock ownership and work motivation. Organizational Dynamics, 30(1): 1-11. Chapter 10: Punishment George, Jennifer M. 1995. Asymmetrical effects of rewards and punishments: the case of social loafing. Journal of Occupational and Organizational Psychology, 68: 327-338. Butterfield, Kenneth D., Trevino, Linda K., and Ball, Gail A. 1996. Punishment from the manager's perspective: A grounded investigation and inductive model. Academy of Management Journal, 39(6): 1479-1512. Chapter 11: Motivating Creativity aand Innovation Amabile, Teresa. 1997. Motivating creativity in organizations: On doing what you love and loving what you do. California Management Review, 40(1): 39-58. Cummings, Anne and Oldham, Greg R. 1997. Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1): 22-38.

Motivatiom and work behaviour

In order to take advantage of the potential offered by the medium of virtual reality (VR), it will be essential to develop an understanding of how to maximize the desirable experience of "presence" in a virtual space ("being there"), and how to minimize the undesirable feeling of "cybersickness" (a constellation of discomfort symptoms experienced in VR). Although there have been frequent reports of a possible link between the observer's sense of presence and the experience of bodily discomfort in VR, the amount of literature that discusses the nature of the relationship is limited. Recent research has underlined the possibility that these variables have shared causes, and that both factors may be manipulated with a single approach. This review paper summarizes the concepts of presence and cybersickness and highlights the strengths and gaps in our understanding about their relationship. We review studies that have measured the association between presence and cybersickness, and conclude that the balance of evidence favors a negative relationship between the two factors which is driven principally by sensory integration processes. We also discuss how system immersiveness might play a role in modulating both presence and cybersickness. However, we identify a serious absence of high-powered studies that aim to reveal the nature of this relationship. Based on this evidence we propose recommendations for future studies investigating presence, cybersickness, and other related factors.

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Presence and Cybersickness in Virtual Reality Are Negatively Related: A Review

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The trouble with computers: Usefulness, usability and productivity

The purpose of this cross-sectional
study was to evaluate the effect of unstable and unilateral resistance
exercises on trunk muscle activation. Eleven subjects
(6 men and 5 women) between 20 and 45 years of age participated.
Six trunk exercises, as well as unilateral and bilateral
shoulder and chest presses against resistance, were performed
on stable (bench) and unstable (Swiss ball) bases. Electromyographic
activity of the upper lumbar, lumbosacral erector spinae,
and lower-abdominal muscles were monitored. Instability generated
greater activation of the lower-abdominal stabilizer musculature
(27.9%) with the trunk exercises and all trunk stabilizers
(37.7�54.3%) with the chest press. There was no effect of
instability on the shoulder press. Unilateral shoulder press produced
greater activation of the back stabilizers, and unilateral
chest press resulted in higher activation of all trunk stabilizers,
when compared with bilateral presses. Regardless of stability,
the superman exercise was the most effective trunk-stabilizer
exercise for back-stabilizer activation, whereas the side bridge
was the optimal exercise for lower-abdominal muscle activation.
Thus, the most effective means for trunk strengthening should
involve back or abdominal exercises with unstable bases. Furthermore,
trunk strengthening can also occur when performing
resistance exercises for the limbs, if the exercises are performed
unilaterally.

/pdf/trunk-muscle-electromyographic-activity-with-unstable-and-39mzgn83qu.pdf

Trunk muscle electromyographic activity with unstable and unilateral exercises.

Vehicle motion characteristics differ between air, road, and sea environments, both vestibularly and visually. Effects of vision on motion sickness have been studied before, though less systematically in a naval setting. It is hypothesized that appropriate visual information on self-motion is beneficial in a naval setting and that task performance is likely reduced as sickness increases. Methods : Using a within-subjects design, 24 subjects were exposed to 30 min of motion in a ships bridge motion simulator with 3 visual conditions: an Earth-fixed outside view; an inside view that moved with the subjects; and a blindfolded condition. Subjective sickness symptoms and severity were rated repeatedly before, during, and after motion exposure. During the motion, subjects performed a mental task. Results : Though not excessive, sickness was highest in the inside viewing condition, intermediate in the outside viewing condition, and least in the blindfolded condition. The blindfolded condition was equally as bad as the inside viewing condition during the first 5-10 min of motion exposure. The overall temporal increase of sickness during motion was about equal to the decrease during recovery. No effect of sickness on task performance was observed. Discussion : Most sickness in a naval setting is observed when the visual environment moves with the subjects, as has been reported in other environments, such as cars. Only mild sickness, caused by moderate motions, was provoked in this study and was alleviated by the performance task. A non-linear brain mechanism integrating visual and vestibular information may explain why the least sickness was observed when subjects were blindfolded.

Scott MacKinnon

Papers

Trunk muscle electromyographic activity with unstable and unilateral exercises.

Motion sickness symptoms in a ship motion simulator: effects of inside, outside, and no view.

The role of human error in risk analysis: Application to pre- and post-maintenance procedures of process facilities

Human reliability assessment during offshore emergency conditions

Determination of human error probabilities in maintenance procedures of a pump