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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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Role Conflict and Ambiguity: A Scale Analysis
TL;DR: The authors examined the psychometric properties of role conflict and ambiguity scales, including factor structure, coefficients of congruency, internal reliabilities, test-retest reliability, absolute levels of conflict, and correlations with additional attitudinal and behavioral variables.
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Executive Personality, Capability Cues, and Risk Taking: How Narcissistic CEOs React to Their Successes and Stumbles
TL;DR: In this paper, the authors adopt an interactionist logic to study the determinants of risk taking by chief executive officers and introduce the concept of capability cues, contextual signals that decision makers m...
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An empirical study of employee loyalty, service quality and firm performance in the service industry
TL;DR: In this paper, the authors examined the relationship among employee loyalty, service quality, customer satisfaction, customer loyalty and firm profitability and found that employee loyalty is significantly related to service quality and negatively impacts customer satisfaction and customer loyalty.
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Self-interest and other-orientation in organizational behavior: Implications for job performance, prosocial behavior, and personal initiative.
TL;DR: The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior.
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The criterion problem: 1917–1992.
James T. Austin,Peter Villanova +1 more
TL;DR: This article used criteria for the evaluation of theories of work behavior, the effective administration of human resources, and the provision of feedback to individuals in industrial-organizational psychology, and found that most, if not all, of the pioneers of industrialorganization psychology addressed this issue during their careers.