Journal ArticleDOI
Motivation through the Design of Work: Test of a Theory.
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TLDR
In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.About:
This article is published in Organizational Behavior and Human Performance.The article was published on 1976-08-01. It has received 7444 citations till now. The article focuses on the topics: Job characteristic theory & Job analysis.read more
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Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.
TL;DR: Findings from school, work, and physical domains and meta-analysis indicate that intrinsic motivation is a medium to strong predictor of performance, and incentive salience influenced the predictive validity of intrinsic motivation for performance.
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“Combining qualitative and quantitative methods information systems research: a case study
Bonnie Kaplan,Dennis Duchon +1 more
TL;DR: In this article, the authors report how quantitative and qualitative methods were combined in a longitudinal multidisciplinary study of interrelationships between perceptions of work and a computer information system, and the importance of process measures when evaluating the information systems, rather than unidirectional assessment of computer system impacts on users or of users characteristics on computer system implementation.
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Development and validation of the job crafting scale
TL;DR: In this paper, the authors developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (totalN = 1181), which is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal goals.
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4. Personal initiative: An active performance concept for work in the 21st century
Michael Frese,Doris Fay +1 more
TL;DR: Personal initiative is defined as self-starting and proactive work behavior that overcomes barriers to achieve a goal as discussed by the authors, and it is argued that future workplaces will require people to show more personal initiative than before, and that current concepts of performance and organizational behavior are more reactive than desirable.
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Job Demands and Job Resources as Predictors of Absence Duration and Frequency.
TL;DR: In this paper, a study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism, and the results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration.
References
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Book
Handbook of social psychology
TL;DR: In this paper, Neuberg and Heine discuss the notion of belonging, acceptance, belonging, and belonging in the social world, and discuss the relationship between friendship, membership, status, power, and subordination.
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Development of the Job Diagnostic Survey
TL;DR: The Job Diagnostic Survey (JDS) as discussed by the authors was developed to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and to evaluate the effects of job changes on employees.
Book
The motivation to work
TL;DR: Motivation and performance are not merely dependent upon environmental needs and external rewards as discussed by the authors, but instead, satisfaction came most often from factors intrinsic to work: achievements, job recognition, and work that was challenging, interesting, and responsible.