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
Citations
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Too Much of a Good Thing? Negative Effects of High Trust and Individual Autonomy in Self-Managing Teams
TL;DR: A high level of trust can make the members of self-managing work teams reluctant to monitor one another, but if low monitoring combines with high individual autonomy, team performance can suffer.
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A meta-analytic investigation of the relationship between HRM bundles and firm performance
TL;DR: In this article, a meta-analysis of 239 effect sizes derived from 65 studies reveals that HRM bundles have significantly larger magnitudes of effects than their constituent individual practices, are positively related to business outcomes, and display effect sizes that are comparable to or larger than those of high-performance work systems.
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Does a positive gain spiral of resources, efficacy beliefs and engagement exist?
TL;DR: Findings suggest a positive gain spiral in which efficacy beliefs play a central role in which engagement increases efficacy beliefs, which in turn increase task resources over time.
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Developing Customer Orientation among Service Employees
TL;DR: In this article, a conceptual framework is proposed that considers the customer orientation of service employees and its relationship with their perceived level of organizational socialization and perceptions of the organizational climate for service, motivational effort and direction, and organizational commitment.
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Toward an integrative framework of organizational control
TL;DR: In this article, the authors developed an integrative organizational control model, which synthesizes selected contributions of the administrative management school, organizational sociologists and organizational psychologists, and presented propositions for each core control mechanism, relating its impact to work behaviors and outcomes.
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.