Work-Performance Measure

This article describes (a) the relationship of goal setting and job enrichment with work satisfaction, intrinsic work motivation and performance, (b) the importance of growth need strength as a moderating variable, and (c) the evidence for a curvilinear association between job design variables and outcome measures. 117 penitentiary guards received the Job Diagnostic Survey of Hackman and Oldham, the Job Descriptive Index of Smith, et al., Steers' questionnaire on goal characteristics and a performance measure. Hierarchical multiple regression analyses showed that the specificity of goal and job enrichment were equally effective in the prediction of satisfaction and motivation, while difficulty of goals appears to be the best single predictor of work performance. Growth need strength moderated the relationship between difficulty of goals and work satisfaction. The curvilinear effect was nonsignificant.

Download Full-text

Tobacco Use and Work Performance Measure

PsycTESTS Dataset ◽

10.1037/t25025-000 ◽

1996 ◽

Author(s):

Stewart I. Donaldson ◽

Clyde W. Dent ◽

Steve Sussman ◽

Jaqueline L. Stoddard ◽

Herbert H. Severson

Keyword(s):

Tobacco Use ◽

Work Performance ◽

Performance Measure

Download Full-text

Men's Work Performance Measure

PsycTESTS Dataset ◽

10.1037/t28086-000 ◽

2013 ◽

Author(s):

Eric S. Mankowski ◽

Gino Galvez ◽

Nancy A. Perrin ◽

Ginger C. Hanson ◽

Nancy Glass

Keyword(s):

Work Performance ◽

Performance Measure

Download Full-text

Social Desirability in Personality Inventories

Journal of Individual Differences ◽

10.1027/1614-0001/a000138 ◽

2014 ◽

Vol 35 (3) ◽

pp. 144-157 ◽

Cited By ~ 12

Author(s):

Martin Bäckström ◽

Fredrik Björklund

Keyword(s):

Social Desirability ◽

Big Five ◽

Work Performance ◽

Factor Model ◽

Five Factor Model ◽

Peer Ratings ◽

Personality Inventories ◽

Model Study ◽

The Difference ◽

New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

Download Full-text

The Relation Between Financial Incentives, Motivation, and Performance

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000182 ◽

2017 ◽

Vol 16 (2) ◽

pp. 61-76 ◽

Cited By ~ 12

Author(s):

Anaïs Thibault Landry ◽

Marylène Gagné ◽

Jacques Forest ◽

Sylvie Guerrero ◽

Michel Séguin ◽

...

Keyword(s):

Financial Incentives ◽

Work Performance ◽

Autonomous Motivation ◽

Compensation Plans ◽

Work Settings ◽

Path Analyses ◽

Three Samples ◽

And Performance ◽

Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

Download Full-text