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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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Journal ArticleDOI
The effects of quality of working life (QWL) on employee behavioral responses
David Efraty,M. Joseph Sirgy +1 more
TL;DR: In this article, a survey study was conducted based on a sample of 219 service deliverers to the elderly in a large midwestern city and it was hypothesized that need satisfaction is positively related to organizational identification, job satisfaction, job involvement, job effort, job performance, and negatively related to personal alienation.
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Expectancy Theory in Work and Motivation: Some Logical and Methodological Issues
Mabmoud A. Wabba,Robert J. House +1 more
TL;DR: In this paper, it is argued that the essence of the expectancy theory in work and motivation is the choice of work behavior, and that the present formulation of theory in industrial and organizational psychology, and consequently the empirical research based on it, ignores the rationality assumptions underlying this choice behavior.
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Job satisfaction and motivation of health workers in public and private sectors: cross-sectional analysis from two Indian states
TL;DR: There are common areas of health worker motivation that should be considered by managers and policy makers, particularly the importance of non-financial motivators such as working environment and skill development opportunities.
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Performance monitoring: How it affects work productivity.
TL;DR: In this article, it was shown that performance monitoring may also have an independent effect on work behavior by influencing the perceived importance of the monitored task, and this hypothesis was tested in a laboratory experiment in which subjects worked at two tasks for 2 hours.
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Explaining non-work-related computing in the workplace: A comparison of alternative models
TL;DR: Results of the study showed that the TIB-based model had higher explanatory power than the TPB- based model, and affect, social factors, and perceived consequences significantly influenced employees' intention to engage in NWRC.