In the first Annual Review of Psychology chapter since 1977 devoted exclusively to work motivation, we examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person-environment fit. We focus primarily on work reported between 1993 and 2003, concluding that goal-setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years. We reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium.

Work Motivation Theory and Research at the Dawn of the Twenty-First Century

In this article we review literature to build a broad understanding of what constitutes e-leadership in organizations. We propose a framework based on Adaptive Structuration Theory that could be used to study how Advanced Information Technology could influence and is influenced by leadership. According to our framework, the effects of Advanced Information Technology emerge from their interaction with organizational structures of which leadership is a part. Furthermore, organizational structures, including leadership, may themselves be transformed as a result of interactions with Advanced Information Technology. We use our Adaptive Structuration Theory–based framework to pool relevant results and suggestions from a diverse array of literature to provide recommendations for developing a research agenda on e-leadership.

E-leadership: Implications for theory, research, and practice

Employee attitude data from 35 companies over 8 years were analyzed at the organizational level of analysis against financial (return on assets; ROA) and market performance (earnings per share; EPS) data using lagged analyses permitting exploration of priority in likely causal ordering. Analyses revealed statistically significant and stable relationships across various time lags for 3 of 7 scales. Overall Job Satisfaction and Satisfaction With Security were predicted by ROA and EPS more strongly than the reverse (although some of the reverse relationships were also significant); Satisfaction With Pay suggested a more reciprocal relationship with ROA and EPS. The discussion of results provides a preliminary framework for understanding issues surrounding employee attitudes, high-performance work

/pdf/which-comes-first-employee-attitudes-or-organizational-ri5pardwcm.pdf

Which comes first: Employee attitudes or organizational financial and market performance?

What determines success? examining the human, financial, and social capital of jamaican microentrepreneurs

– The purpose of this paper is to revisit the oft cited but as yet not operationalized Weick's sensemaking framework, in order to provide suggested ways forward. Development of a method based on Weick's sensemaking is suggested as a starting point for a heuristic that takes into account missing elements from his original model while operationalizing (critical) sensemaking as an analytical tool for understanding organizational events., – Following the trajectory of sensemaking, the limitations of Weick's model were discussed (i.e. failure to address power and context) and the critical sensemaking was developed as a method that takes into account agency in context. Empirical studies that apply sensemaking were discussed., – It is concluded that plausibility and identity construction are key to understanding how some voices are heard over others and through critical sensemaking sense that can be made of such phenomena as the gendering or organizational culture and discriminatory practices in organizations., – A heuristic can help people to understand the socio‐psychological properties involved in behavioural outcomes., – Critical sensemaking builds on and operationalizes Weick's original sensemaking approach and demonstrates how it can be used in a range of empirical studies, something that Weick himself suggested was lacking.

Suzy Fox

Papers

Real-world reactions to work-life balance programs: Lessons for effective implementation.

The individual in organizational studies: The great disappearing act?