Reinventing Hungarian work culture in a global context

Left/right “fixed” responses to arrow targets are influenced by whether a masked arrow prime is congruent or incongruent with the required target response. Left/right “free-choice” responses on trials with ambiguous targets that are mixed among fixed trials are also influenced by masked arrow primes. We show that the magnitude of masked priming of both fixed and free-choice responses is greater when the proportion of fixed trials with congruent primes is .8 rather than .2. Unconscious manipulation of context can thus influence both fixed and free choices. Sequential trial analyses revealed that these effects of the overall prime context on fixed and free-choice priming can be modulated by the local context (i.e., the nature of the previous trial). Our results support accounts of masked priming that posit a memory-recruitment, activation, or decision process that is sensitive to aspects of both the local and global context.

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Examining Concepts of War, Torture, and Terrorism in Global Context

PsycCRITIQUES ◽

10.1037/a0035265 ◽

2014 ◽

Vol 59 (1) ◽

Author(s):

Linda M. Woolf

Keyword(s):

Global Context

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Singles-Friendly Work Culture Scale

PsycTESTS Dataset ◽

10.1037/t09198-000 ◽

2007 ◽

Author(s):

Wendy J. Casper ◽

David Weltman ◽

Eileen Kwesiga

Keyword(s):

Work Culture

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Gender and Social Policy in a Global Context

10.1057/9780230625280 ◽

2006 ◽

Cited By ~ 14

Keyword(s):

Social Policy ◽

Global Context

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PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

eBA Journal: Journal Economics, Bussines and Accounting ◽

10.32492/eba.v5i1.706 ◽

2019 ◽

Vol 5 (1) ◽

pp. 11-21

Author(s):

Riza Faizal ◽

Maman Sulaeman ◽

Ismayudin Yulizar

Keyword(s):

Work Motivation ◽

Employee Performance ◽

Sampling Technique ◽

Work Culture ◽

Work Time ◽

Work Quality ◽

Service Excellence ◽

Positive Effect ◽

External Motivation ◽

Culture Work

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

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