Journal ArticleDOI
Relationships of stress to individually and organizationally valued states: Higher order needs as a moderator.
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This article is published in Journal of Applied Psychology.The article was published on 1976-02-01. It has received 701 citations till now.read more
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Affective commitment to the organization: the contribution of perceived organizational support.
TL;DR: The results suggest that favorable work conditions operate via POS to increase AC, which, in turn, decreases employee withdrawal behavior.
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Development of four self-report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory
Paul E. Spector,Steve M. Jex +1 more
TL;DR: 3 job stressor scales (Interpersonal Conflict at Work Scale, Organizational Constraints Scale, and Quantitative Workload Inventory) and 1 job strain scale (Physical Symptoms Inventory).
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A meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings
TL;DR: In this article, a meta-analysis and a conceptual reevaluation of the role ambiguity and role conflict research were performed using the Hunter, Schmidt, and Jackson (1982, Meta-analysis: Cumulating research findings across studies, Beverly Hills, CA: Sage) metaanalysis procedures.
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Technostress: technological antecedents and implications
TL;DR: The research model proposes that certain technology characteristics--like usability, usefulness, complexity, and reliability, intrusiveness, and dynamism--are related to stressors (work overload, role ambiguity, invasion of privacy, work-home conflict, and job insecurity), whereas intrusive technology characteristics are found to be the dominant predictors of stressors.
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Book
A Theory of Human Motivation
Abstract: 1. The integrated wholeness of the organism must be one of the foundation stones of motivation theory. 2. The hunger drive (or any other physiological drive) was rejected as a centering point or model for a definitive theory of motivation. Any drive that is somatically based and localizable was shown to be atypical rather than typical in human motivation. 3. Such a theory should stress and center itself upon ultimate or basic goals rather than partial or superficial ones, upon ends rather than means to these ends. Such a stress would imply a more central place for unconscious than for conscious motivations. 4. There are usually available various cultural paths to the same goal. Therefore conscious, specific, local-cultural desires are not as fundamental in motivation theory as the more basic, unconscious goals. 5. Any motivated behavior, either preparatory or consummatory, must be understood to be a channel through which many basic needs may be simultaneously expressed or satisfied. Typically an act has more than one motivation. 6. Practically all organismic states are to be understood as motivated and as motivating. 7. Human needs arrange themselves in hierarchies of prepotency. That is to say, the appearance of one need usually rests on the prior satisfaction of another, more pre-potent need. Man is a perpetually wanting animal. Also no need or drive can be treated as if it were isolated or discrete; every drive is related to the state of satisfaction or dissatisfaction of other drives. 8. Lists of drives will get us nowhere for various theoretical and practical reasons. Furthermore any classification of motivations
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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
An introduction to motivation
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.
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