Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation
01 Aug 1970-Journal of Applied Psychology (American Psychological Association)-Vol. 54, Iss: 4, pp 305-312
TL;DR: For example, this article found that job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort.
Abstract: Administered questionnaires to 291 scientists working in research and development laboratories. Results of a factor analysis indicate that job-involvement attitudes, higher order need-satisfaction attitudes, and intrinsic-motivation attitudes should be thought of as separate and distinct kinds of attitudes toward a job. These 3 types of attitudes related differentially to job design factors and to job behavior. Satisfaction proved to be related to such job characteristics as the amount of control the job allowed the holder and the degree to which it is seen to be relevant to the holder's valued abilities. Satisfaction was not related to either self-rated effort or performance. Job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort. Intrinsic motivation was less strongly related to the job characterisitcs measured, but was more strongly related to both effort and performance than was either satisfaction or involvement. (15 ref.) (PsycINFO Database Record (c) 2006 APA, all rights reserved)
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TL;DR: This article found that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their performance and their wellbeing.
Abstract: This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their wor...
7,647 citations
Cites background from "Relationship of job characteristics..."
...…focusing on person-role relationships emphasize the generalized states that organization members occupy: people are to some degree job involved (Lawler & Hall, 1970; Lodahl & Kejner, 1965), committed to organizations (Mowday, Porter, & Steers, 1982; Porter, Steers, Mowday, & Boulian, 1974), or…...
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...Such self-employment underlies what researchers have referred to as effort (Hackman & Oldham, 1980), involvement (Lawler & Hall, 1970), flow (Csikszentmihalyi, 1982), mindfulness (Langer, 1989), and intrinsic motivation (Deci, 1975)....
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...…people's emotional reactions to conscious and unconscious phenomena, as clinical researchers do (e.g., Berg & Smith, 1985), and the objective properties of jobs, roles, and work contexts, as nonclinical researchers do (e.g., Lawler & Hall, 1970)-all within the same moments of task performances....
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TL;DR: In this article, the authors examined the factorial structure of a new instrument to measure engagement, the hypothesized 'opposite' of burnout in a sample of university students (N=314) and employees (N = 619).
Abstract: This study examines the factorial structure of a new instrument to measure engagement, the hypothesized `opposite' of burnout in a sample of university students (N=314) and employees (N=619). In addition, the factorial structure of the Maslach-Burnout Inventory-General Survey (MBI-GS) is assessed and the relationship between engagement and burnout is examined. Simultaneous confirmatory factor analyses in both samples confirmed the original three-factor structure of the MBI-GS (exhaustion, cynicism, and professional efficacy) as well as the hypothesized three-factor structure of engagement (vigor, dedication, and absorption). Contrary to expectations, a model with two higher-order factors – ‘burnout’ and ‘engagement’ – did not show a superior fit to the data. Instead, our analyses revealed an alternative model with two latent factors including: (1) exhaustion and cynicism (‘core of burnout’); (2) all three engagement scales plus efficacy. Both latent factors are negatively related and share between 22% and 38% of their variances in both samples. Despite the fact that slightly different versions of the MBI-GS and the engagement questionnaire had to be used in both samples the results were remarkably similar across samples, which illustrates the robustness of our findings.
7,491 citations
Cites background from "Relationship of job characteristics..."
...Although, involvement – like dedication (see above) – is usually defined in terms of psychological identification with one’s work or one’s job (Kanungo, 1982; Lawler and Hall, 1970), whereby the latter goes one step beyond, both quantitatively as well as qualitatively....
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TL;DR: 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.
7,444 citations
TL;DR: The authors describes self-determination theory as a theory of work motivation and shows its relevance to theories of organizational behavior, which has received widespread attention in the education, health care, and sport domains.
Abstract: Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work settings. Differentiating extrinsic motivation into types that differ in their degree of autonomy led to self-determination theory, which has received widespread attention in the education, health care, and sport domains. This article describes self-determination theory as a theory of work motivation and shows its relevance to theories of organizational behavior. Copyright © 2005 John Wiley & Sons, Ltd.
5,816 citations
TL;DR: Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents.
Abstract: Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.
4,113 citations
Cites background from "Relationship of job characteristics..."
...As Kahn (1990) suggested, broadly defined constructs such as job involvement ( Lawler & Hall, 1970; Lodahl & Kejner, 1965), organizational commitment (Mowday, Porter, & Steers, 1982), or intrinsic motivation (Deci, 1975) add to understanding employee perceptions of themselves, their work, and their organization....
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References
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TL;DR: In this article, an analytic criterion for rotation is defined and the scientific advantage of analytic criteria over subjective (graphical) rotational procedures is discussed, and a computational outline for the orthogonal normal varimax is appended.
Abstract: An analytic criterion for rotation is defined. The scientific advantage of analytic criteria over subjective (graphical) rotational procedures is discussed. Carroll's criterion and the quartimax criterion are briefly reviewed; the varimax criterion is outlined in detail and contrasted both logically and numerically with the quartimax criterion. It is shown that thenormal varimax solution probably coincides closely to the application of the principle of simple structure. However, it is proposed that the ultimate criterion of a rotational procedure is factorial invariance, not simple structure—although the two notions appear to be highly related. The normal varimax criterion is shown to be a two-dimensional generalization of the classic Spearman case, i.e., it shows perfect factorial invariance for two pure clusters. An example is given of the invariance of a normal varimax solution for more than two factors. The oblique normal varimax criterion is stated. A computational outline for the orthogonal normal varimax is appended.
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TL;DR: Comparing targeted patching algorithms against a benchmark uniformly random patching strategy and proposing a new containment strategy by partitioning mobiles appropriately based on their social relationship graph are compared.
Abstract: Constructed a topology graph of social relations between mobiles by extracting patterns from network traffic traces Propose a new containment strategy by partitioning mobiles appropriately based on their social relationship graph Experimentally compare our targeted patching algorithms against a benchmark uniformly random patching strategy The architecture graph of our systematic worm containment strategy
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