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The Work Ethic: Working Values and Values That Work
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In this article, Henle argues that Pfeffer's identification of four competing models of decision making, for example, was interesting, but it would have been more so if he had attempted to connect these models with one another, rather than proposing that each perspective be studied separately.Abstract:
same again."' Although Pfeffer assembles a diverse set of relevant "laws," he often fails to integrate them in this sense. Pfeffer's identification of four competing models of decision making, for example, was interesting, but it would have been more so if he had attempted to connect these models with one another, rather than proposing that each perspective be studied separately. While it is true that in different circumstances each of these perspectives has more or less validity, theory will not progress by single-mindedly clinging to one or the other of these models. Theory proceeds by examining differences in predictive ability, and devising new and better theories. A quotation from Henle illustrates my point clearly:read more
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Generational differences: revisiting generational work values for the new millennium
TL;DR: The authors revisited the issue of generational differences and the causes of those differences and found an increasing desire among American workers to balance work and personal goals, and this change in attitude was reflected even within the same cohort group.
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Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing:
TL;DR: The authors examined the work values of a nationally representative sample of U.S. high school seniors in 1976, 1991, and 2006 (N = 16,507) representing Baby Boomers, Generation X (GenX), and Generation Me (GenMe), also known as GenY, or Millennials).
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The effect of effort on sales performance and job satisfaction
TL;DR: In this article, the authors address a fundamental gap in understanding how sales performance and job satisfaction are determined in an investigation of the sales force of a direct-selling organization, and propose a methodology to determine the relationship between job satisfaction and sales performance.
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Islamic work ethic – A moderator between organizational commitment and job satisfaction in a cross‐cultural context
TL;DR: In this paper, the authors investigated the moderating impacts of the Islamic work ethic on the relationships between organizational commitment and job satisfaction, using a sample of 425 Muslim employees in several organizations in the United Arab Emirates (UAE).
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The meaning and measurement of work ethic: Construction and initial validation of a multidimensional inventory.
TL;DR: The Multidimensional Work Ethic Profile (MWEP) as mentioned in this paper is a 65-item inventory that measures seven conceptually and empirically distinct facets of the work ethic construct.