Motivational Strategies in Effective Management of Day-to-Day Job Performance

1981 ◽  
Vol 49 (2) ◽  
pp. 439-449 ◽  
Author(s):  
Ronald J. Burke ◽  
William Weitzel ◽  
Tamara Weir
Keyword(s):  
Job Performance ◽  
Nursing Staff ◽  
Work Outcomes ◽  
Motivational Strategies ◽  
Effective Management ◽  
Important Work ◽  
The Way

This investigation studied the relationships of various motivational strategies used by supervisors to the day-to-day contributions and experiences of subordinates. 141 nursing staff completed questionnaires examining (1) 13 aspects of the way their supervisors were seen responding to their day-to-day job performance and (2) 6 performance-related work outcomes. The majority of the motivational strategies were significantly related to most of the outcomes. Their superiors' characteristic ways of managing day-to-day subordinates' job performance were linked to important work outcomes. Particularly important in this regard were participative behaviors and immediate application of rewards but not punishments.

Effective Management of Day-to-Day Job Performance: Motivational Strategies and Work Outcomes

1982 ◽  
Vol 111 (1) ◽  
pp. 35-40 ◽  
Author(s):  
Ronald J. Burke ◽  
William Weitzel ◽  
Tamara Weir
Keyword(s):  
Job Performance ◽  
Work Outcomes ◽  
Motivational Strategies ◽  
Effective Management

Meaning, Purpose, and Job Satisfaction

2021 ◽  
Vol 20 (2) ◽  
pp. 97-101
Author(s):  
Kristine Klussman ◽  
Austin Lee Nichols ◽  
Julia Langer
Keyword(s):  
Job Satisfaction ◽  
Meaning In Life ◽  
Work Outcomes ◽  
Important Work ◽  
Making Meaning ◽  
Finding Meaning ◽  
Global Pandemic ◽  
Meaning And Purpose ◽  
The Relationship ◽  
The Way

Abstract. Finding meaning and purpose in one's life facilitates several important work outcomes. A global pandemic that changes both the lives of employees and the way they work likely affects the relationships between workers' meaning in life and work. Making meaning salient to employees, despite the circumstances, may strengthen and preserve these relationships. To examine this, 71 employed adults completed a photo-taking task that either focused on objects of meaning ( n = 36) or objects that were blue (i.e., the control; n = 35). The results suggested that meaning salience increased job satisfaction. In addition, it moderated the relationship between purpose (but not meaning) and job satisfaction. In all, this highlights the challenges of new working circumstances and the importance of continuously making meaning salient to employees.

Workplace Mindfulness in Accounting Practice: Issues, Opportunities, and Challenges

2019 ◽  
Vol 33 (4) ◽  
pp. 167-185
Author(s):  
Yu-Tzu Chang ◽  
Dan N. Stone
Keyword(s):  
Job Performance ◽  
Work Outcomes ◽  
Review Of Literature ◽  
Accounting Firms ◽  
Accounting Practice ◽  
Accounting Professionals ◽  
Practice Opportunities ◽  
Reducing Stress ◽  
Jel Classifications

SYNOPSIS Research suggests that individual, secular mindfulness can improve work outcomes, including reducing stress and increasing attention, wellness, and job performance. This paper discusses the construct and efficacy of mindfulness and explores opportunities for and challenges to integrating workplace mindfulness in professional accounting. Evidence from websites suggests that most large accounting firms promote workplace mindfulness to their clients and that some (e.g., EY and PWC) promote its practice among their accounting professionals. While a review of literature indicates support for some claimed benefits, workplace mindfulness is no panacea. Challenges to workplace mindfulness include the unwillingness of some accounting professionals to practice mindfulness and that some claimed benefits, e.g., improved leadership and teamwork, are not well-supported by research. The paper concludes by proposing a set of workplace mindfulness issues and practice opportunities and discussing impediments to and the limits of mindfulness in professional accounting. JEL Classifications: M40; M41; M42.

Emerson's Memory Loss

2017 ◽  
Author(s):  
Christopher Hanlon
Keyword(s):  
William James ◽  
Memory Loss ◽  
Margaret Fuller ◽  
Final Phase ◽  
Important Work ◽  
The Social ◽  
The Many ◽  
The One ◽  
Do So ◽  
The Way

Emerson’s Memory Loss is about an archive of texts documenting Emerson’s intellectual state during the final phase of his life, as he underwent dementia. It is also about the way these texts provoke a rereading of the more familiar canon of Emerson’s thinking. Emerson’s memory loss, Hanlon argues, contributed to the shaping of a line of thought in America that emphasizes the social over the solipsistic, the affective over the distant, the many over the one. Emerson regarded his output during the time when his patterns of cognition transformed profoundly as a regathering of focus on the nature of memory and of thinking itself. His late texts theorize Emerson’s experience of senescence even as they disrupt his prior valorizations of the independent mind teeming with self-sufficient conviction. But still, these late writings have succumbed to a process of critical forgetting—either ignored by scholars or denied inclusion in Emerson’s oeuvre. Attending to a manuscript archive that reveals the extent to which Emerson collaborated with others—especially his daughter, Ellen Tucker Emerson—to articulate what he considered his most important work even as his ability to do so independently waned, Hanlon measures the resonance of these late texts across the stretch of Emerson’s thinking, including his writing about Margaret Fuller and his meditations on streams of thought that verge unto those of his godson, William James. Such ventures bring us toward a self defined less by its anxiety of overinfluence than by its communality, its very connectedness with myriad others.

Validatie van de Nederlandstalige Core Self-evaluations vragenlijst

2007 ◽  
Vol 20 (1) ◽  
Author(s):  
Irene E. de Pater ◽  
Sonja Schinkel ◽  
Bernard A. Nijstad
Keyword(s):  
Work Performance ◽  
Reliability And Validity ◽  
Psychological Research ◽  
Work Outcomes ◽  
Important Work ◽  
Dutch Version ◽  
Total N ◽  
Work Related ◽  
Convergent And Divergent Validity ◽  
Core Self

Validation of the Dutch Core Self-evaluations Scale Validation of the Dutch Core Self-evaluations Scale I.E. de Pater, S. Schinkel & B.A. Nijstad, Gedrag & Organisatie, volume 20, maart 2007, nr. 1, pp. 82-100 In this article we investigated the reliability and validity of the Dutch version of the Core Self-evaluations scale (CSES, Judge, Erez, Bono & Thoresen, 2003). Research into the English version has shown that CSE is a valid construct, consistently correlating with important work related criteria such as work satisfaction and work performance. Because of the relevance of these findings, we developed a Dutch version of this scale (NCSES). Results from four different studies (total N = 1389) showed that the NCSES is internally consistent, has a high test-retest reliability and has the predicted factor structure. Additionally, the convergent and divergent validity of the NCSES are high, and the NCSES correlates with important work outcomes, such job characteristics, job performance, and affective outcomes. It can be concluded that the NCSES is a valuable and effective instrument for applied psychological research.

scholarly journals Conflicts as Constraints to Effective Management of Tertiary Institutions in Nigeria: The Way Forward

2013 ◽  
Vol 14 ◽  
pp. 45-52 ◽  
Author(s):  
Adoga James Ada
Keyword(s):  
Conflict Management ◽  
School Environment ◽  
Trade Unions ◽  
Human Interaction ◽  
Effective Management ◽  
Tertiary Institutions ◽  
Academic Activities ◽  
Management Staff ◽  
Higher Institutions ◽  
The Way

This study examines the concepts of conflict and constraints and their antecedents in tertiary institutions in Nigeria. It makes a clarification of causes, and types and conflict management in higher institutions of learning. The paper observes that management staff, students, teachers, government. Trade Unions may be sources of conflict for one reason or the other. Nevertheless, the outcomes of such conflicts causes prolong of academic activities, destruction of life and properties and in some cases render school environment completely insecure for serious academic activities not beneficial to students, institutions and the society at large. It recommends that the way forward should be proper handling of higher institutions by management and government to be more democratic in handling conflicts by creating avenues for discussing and designing. The paper concludes that conflict is an attendant feature of human interaction in every organization which cannot be eliminated, therefore, maintaining a cordial relationship between staff, students by school authority, is necessary, also involving students and trade unions in decision making process appeared to be the most effective way forward for effective management of tertiary institutions.

scholarly journals Personality and work outcomes: A moderated mediation model of self-leadership and gender

2018 ◽  
Vol 10 (2) ◽  
pp. 1292-1304
Author(s):  
Jessie Ho ◽  
Paul L Nesbit
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Job Performance ◽  
Personality Traits ◽  
Moderated Mediation ◽  
Work Outcomes ◽  
Mediation Model ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.  

On Reading The Logics of Gender Justice

2019 ◽  
Vol 26 (4) ◽  
pp. 503-511
Author(s):  
Sumi Madhok
Keyword(s):  
Women's Rights ◽  
Social Transformation ◽  
Policy Making ◽  
Global Scale ◽  
Women’S Rights ◽  
Gender Justice ◽  
Feminist Scholarship ◽  
Important Work ◽  
Critical Site ◽  
The Way

Abstract This ambitious and remarkable book provides us with a new, creative, and critical site for feminist scholarship and leads the way in producing historically and contextually specific empirical datasets and analysis of the deeply complex area of global women's rights. As is often the case with important work, the book engenders a supplementary set of hard questions to be asked both of itself and of the wider literature. In particular, the book enables us to raise two sets of further questions: first, about the links between law, policy making, women's rights, and social transformation, and second, to raise methodological and conceptual questions in the wake of empirically operationalizing intersectionality on a global scale.

Influence strategies and work outcomes: effects of attributions

2019 ◽  
Vol 13 (4) ◽  
pp. 967-984
Author(s):  
Melody P.M. Chong ◽  
Xiji Zhu ◽  
Pingping Fu ◽  
Ling Ying Sarinna Wong
Keyword(s):  
Job Performance ◽  
Organizational Citizenship Behavior ◽  
Negative Impact ◽  
Work Outcomes ◽  
Citizenship Behavior ◽  
Influence Strategies ◽  
Content Type ◽  
Authoritarian Leadership ◽  
Influence Strategy ◽  
Positive Effect

Purpose Previous research on influence strategies has almost exclusively indicated negative relationships between assertive influence and employee work outcomes; the purpose of this study is to argue that an assertive influence strategy can also lead to both positive and negative work outcomes, when subordinates hold different attributions towards the leaders’ motive of using assertive influence (hereafter “the cause”). Design/methodology/approach The empirical study was based on data collected from 930 employees in China. The authors developed hypotheses to test the mediating effects of three types of perception in the relationship between an assertive influence strategy and five outcomes, and additional analyses on persuasive and relational influence strategies are also conducted. Findings Results show that when subordinates attribute the cause to their ability (internal attribution), an assertive influence has indirect positive effect on felt obligation, organizational commitment, job performance and organizational citizenship behavior; when subordinates attribute the cause to the poor relationship with their superiors (relational attribution), an assertive influence has indirect negative impact on most outcomes except for job performance; when subordinates perceive that the cause is to the superiors, such as authoritarian leadership (external attribution), an assertive influence has indirect positive effect on job performance. Practical implications The study highlights the importance of subordinates’ perceptions during the leadership influence processes. Originality/value This study was the first to examine the mediation relationship between three types of influence strategies and five organizational outcomes based on a large sample of front-line staff in China. The findings of the study also enrich the literature of leadership and attribution theories.

PREMENSTRUAL SYMPTOMS AND THE FEMALE EMPLOYEE

1995 ◽  
Vol 23 (3) ◽  
pp. 265-271 ◽  
Author(s):  
Robert V. High ◽  
Patricia A. Marcellino
Keyword(s):  
Weight Gain ◽  
Job Performance ◽  
Working Women ◽  
The Self ◽  
Premenstrual Symptoms ◽  
Mood Changes ◽  
Female Employee ◽  
Job Productivity ◽  
Survey Instruments ◽  
The Way

A survey was taken of working women concerning any premenstrual symptoms they may have experienced and the self-reported effects) on their job productivity. The sample consisted of n = 197 completed survey instruments. The most commonly listed symptoms (listed by more than 50% of the respondents) were: irritability, bloating, mood changes, depression, weight gain, headaches, and anger. These symptoms were reported as affecting job performance by 57% of the women and 40% indicated feeling less productive during the onset of premenstrual symptoms. The symptoms of mood changes, irritability, anger, and depression were significantly correlated with lower job performance as reported by the women. When the sample was divided into three groups based on age, there were no significant differences in the reporting of premenstrual symptoms and the severity of the symptoms. However, the three groups did show significant differences in the way the symptoms were reported to have affected their job performance. The younger group of women had a significantly higher proportion of respondents reporting that their premenstrual symptoms were adversely affecting their lives and job performance/productivity. Finally, when the sample was divided between managerial and non-managerial women, no significant differences were found.

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