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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Task Interdependence as a Moderator of the Relation Between Group Control and Performance
TL;DR: This article found that the performance of groups that are low in task interdependence may suffer when provided with group-level control of decisions, and that increasing group control over decisions may result in high performance only for groups that were highly task-interdependent.
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The Long-Term Impact of the Feedback Environment on Job Satisfaction: A Field Study in a Belgian Context
Frederik Anseel,Filip Lievens +1 more
TL;DR: In this article, the authors examined the relationship between the feedback environment and job satisfaction and the mediating role of leader-member exchange in a Belgian context, and found that a favorable supervisor feedback environment was related to higher levels of job satisfaction 5 months later, and this relationship was fully mediated by the quality of leader and member exchange.
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Effects of Satisfaction with Communication on the Relationship Between Individual-Job Congruence and Job Performance/Satisfaction
TL;DR: In this article, the authors examined the moderating influence of communication satisfaction on the association between individual-job congruence and both job performance and job satisfaction, and found that satisfaction with communication received weak support as a moderator of the individual-employee congruency model; nevertheless, it received strong support as the main predictor of both performance and satisfaction.
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A theory of leadership for quality: Lessons from TQM for leadership theory1
TL;DR: In this paper, a theory of leadership for quality is developed, focusing on leader traits, values, and behaviours based on underlying TQM principles, including customer focus, teamwork and participation, and continuous improvement.
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Learning opportunities and learning behaviours of small business starters : Relations with goal achievement, skill development, and satisfaction
TL;DR: In this paper, a cross-sectional, quantitative study of recently started small business founders, learning opportunities and learning behaviours are related to three outcome measures: a performance outcome (goal achievement), a personal growth outcome (skill development), and an affective evaluation outcome (satisfaction).
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.
Journal ArticleDOI
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.