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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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Burnout, Job Stress and Job Satisfaction Among Southern Correctional Officers: Perceptions and Causal Factors.
TL;DR: In this paper, a representative sample (N = 241) of Alabama correctional officers responding to a survey instrument were subject to analysis, examining reported levels of burnout, stress and job satisfaction, findings were then compared to those from other studies.
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Strategic human resource management and the decline of employee focus
TL;DR: In this article, the shift from employee focus to strategy focus in the role of HRM is discussed and the implications of the decline in employee focus within HRM and suggest further areas of research development.
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The role of pay and market pay variability in job application decisions.
TL;DR: In this article, the influence of pay and three other attributes on job application decisions under two sets of market conditions were examined, and it was found that most respondents used noncompensatory strategies to evaluate pay in making their application decisions.
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Reconceptualizing the learning transfer conceptual framework: empirical validation of a new systemic model
TL;DR: In this paper, the authors examined the validity of a new systemic model of learning transfer and determined if a more holistic approach to training transfer could better explain the phenomenon and suggested that a high performance work system could serve as a catalyst to successful training transfer.
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Speaking Up vs. Being Heard: The Disagreement Around and Outcomes of Employee Voice
TL;DR: It is shown that supervisor–subordinate disagreement around voice helps explain employee outcomes—namely, how negative outcomes arise as a result of employees overestimating their voice relative to their managers' perspective and how positive outcomes result when employees underestimate their upward voice.