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Work and motivation
TLDR
In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.Abstract:
Why do people choose the careers they do? What factors cause people to be satisfied with their work? No single work did more to make concepts like motive, goal incentive, and attitude part of the workplace vocabulary. This landmark work, originally published in 1964, integrates the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance. Includes an extensive new introduction that highlights and updates his model for current organization behavior educators and students, as well as professionals who must extract the highest levels of productivity from today's downsized workforces.read more
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Conscientiousness and Task Performance: Test of a Cognitive Process Model
TL;DR: Barrick et al. as discussed by the authors examined whether the effect of the Big Five factor of conscientiousness on task performance was mediated by performance expectancy, performance valence, and goal choice.
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Teacher motivation to implement an educational innovation: factors differentiating users and non-users of cooperative learning
TL;DR: The authors applied expectancy theory to integrate the numerous and disparate explanations that researchers and educators have proposed to account for teacher resistance to implementing cooperative learning as an educational innovation, and found that increased emphasis on professional development should be used to enhance teachers' beliefs that they can succeed in implementing an innovation in their own context.
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Future time perspective: A systematic review and meta-analysis.
TL;DR: Results of a meta-analysis reveal significant relationships between FTP and major classes of consequences, and between antecedents and FTP, as well as moderating effects of different FTP measures and dimensions.
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An Examination of “Nonleadership”: From Laissez-Faire Leadership to Leader Reward Omission and Punishment Omission
TL;DR: Using a reinforcement perspective, the authors developed measures and examined the effects of the lack of performance-contingent reinforcement in 2 forms: reward omission and punishment omission, finding that omission was related to follower satisfaction with the leader, subordinate-rated leader effectiveness, subordination-perceived role clarity, and supervisor-rated subordinate performance.
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How Positive and Negative Feedback Motivate Goal Pursuit
TL;DR: In this paper, the authors explored the effect of positive and negative feedback on goal pursuit and found that positive feedback is more effective for motivating goal pursuit than negative feedback because it increases outcome expectancy of the goal and perceived self-efficacy of the pursuer.