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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Trust in the Public Sector: Individual and Organizational Determinants
TL;DR: The most important determinants of trust, however, are found in the organizational climate established by supervisory relations as mentioned in this paper, and trust is based on individual demographics, psychological and individual predispositions, attitudes and beliefs, and affective responses to organizational factors.
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Using Employee Empowerment to Encourage Innovative Behavior in the Public Sector
TL;DR: In this article, the authors explore how different empowerment practices can be used to encourage U.S. federal government employees to seek out new and better ways of doing things and find innovative ways of correcting errors in service delivery and redesigning work processes.
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What Makes Them Tick? Employee Motives and Firm Innovation
Henry Sauermann,Wesley M. Cohen +1 more
TL;DR: The authors examined the relationship between individuals' motives (e.g., desire for intellectual challenge, income, or responsibility) and their innovative performance and found that different motives have very different effects: Motives regarding intellectual challenge and independence have a strong positive relationship with innovative output, whereas motives regarding job security and responsibility tend to have a negative relationship.
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Validating the Copenhagen Psychosocial Questionnaire (COPSOQ-II) Using Set-ESEM: Identifying Psychosocial Risk Factors in a Sample of School Principals.
TL;DR: The research presented here closes the theory application gap of a strong multi-dimensional measure of psychosocial risk-factors by using the Copenhagen Psychosocial Questionnaire (COPSOQ-II) to evaluate factor structure and longitudinal, discriminant, and convergent validity.
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Demands, control, and support: A meta-analytic review of work characteristics interrelationships.
TL;DR: The results suggest that job control and both sources of social support should be treated independently, as opposed to indicators of a shared latent factor, in terms of their prediction of well-being and job demands.
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.