scholarly journals Cooperative, Competitive and Hybrid Motivated Information Processing in Teams

2021 ◽  
Author(s):  
Tahia Alam
Keyword(s):  
Information Processing ◽  
Team Performance ◽  
Reward Structure ◽  
Information Processing Model ◽  
Need For Affiliation ◽  
Quality Of Work ◽  
Team Outcomes ◽  
Managerial Implications ◽  
Motivated Information Processing

<p></p><p>Currently, there is a proliferation of studies examining group and team dynamics, as an increasing number of organizations are incorporating group and team-based structures. Extant literature has provided mixed findings regarding the influence of reward structures on various team outcomes. E.g., More rapid activity in teams has been found for competitive reward structure, with diminishing quality of work (Mailer, 1929). Which type of reward structure (competitive, cooperative or hybrid) has the best implication for team performance in organizations? This paper aims to address this question by incorporating the mechanism (i.e., epistemic and social motivation) and moderating variable (i.e., need for affiliation). Understanding the motivated information processing in groups model (MIP-G) and antecedents of team performance has important managerial implications. This moderator (i.e., need for affiliation) has not been examined in relation to all three types of reward structures in past studies. This paper hopes to extend the literature of reward structures and motivated information processing model by encompassing this new boundary condition. It is essential to incorporate novel contexts while examining relationships among variables as this approach further develops existing theories.</p><br><p></p>

scholarly journals Cooperative, Competitive and Hybrid Motivated Information Processing in Teams

2021 ◽  
Author(s):  
Tahia Alam
Keyword(s):  
Information Processing ◽  
Team Performance ◽  
Reward Structure ◽  
Information Processing Model ◽  
Need For Affiliation ◽  
Quality Of Work ◽  
Team Outcomes ◽  
Managerial Implications ◽  
Motivated Information Processing

<p></p><p>Currently, there is a proliferation of studies examining group and team dynamics, as an increasing number of organizations are incorporating group and team-based structures. Extant literature has provided mixed findings regarding the influence of reward structures on various team outcomes. E.g., More rapid activity in teams has been found for competitive reward structure, with diminishing quality of work (Mailer, 1929). Which type of reward structure (competitive, cooperative or hybrid) has the best implication for team performance in organizations? This paper aims to address this question by incorporating the mechanism (i.e., epistemic and social motivation) and moderating variable (i.e., need for affiliation). Understanding the motivated information processing in groups model (MIP-G) and antecedents of team performance has important managerial implications. This moderator (i.e., need for affiliation) has not been examined in relation to all three types of reward structures in past studies. This paper hopes to extend the literature of reward structures and motivated information processing model by encompassing this new boundary condition. It is essential to incorporate novel contexts while examining relationships among variables as this approach further develops existing theories.</p><br><p></p>

THE EFFECTS OF QUALITY OF WORK LIFE ON COMMITMENT AND TURNOVER INTENTION

2007 ◽  
Vol 35 (6) ◽  
pp. 735-750 ◽  
Author(s):  
Tung-Chun Huang ◽  
John Lawler ◽  
Ching-Yi Lei
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Life ◽  
Quality Of Work Life ◽  
Accounting Firms ◽  
Quality Of Work ◽  
Managerial Implications ◽  
Different Dimensions ◽  
The Impact

Although previous studies have demonstrated the importance of balance between family and work life, few have included quality of work life (QWL) and job-related attitudes. The aim of this study was to examine the impact of quality of work life on auditors' career and organizational commitment in Taiwanese public accounting firms, and how those commitments, in turn, affect turnover intention. Our findings indicate that different dimensions of QWL result in distinctive effects on organizational and career commitments and turnover intentions. Managerial implications for both researchers and practitioners are discussed.

scholarly journals The influence of quality of work life on employee job satisfaction, job commitment and tenure intention in the small and medium enterprise sectors

2014 ◽  
Vol 17 (4) ◽  
pp. 363-378 ◽  
Author(s):  
Richard Chinomona ◽  
Manilal Dhurup
Keyword(s):  
Job Satisfaction ◽  
Work Life ◽  
Quality Of Work Life ◽  
Future Research ◽  
Job Commitment ◽  
Quality Of Work ◽  
Employee Job Satisfaction ◽  
Managerial Implications ◽  
Employee Tenure

A major reason for advocating for quality of work life has been the promise that it creates a win-win situation: improved employee satisfaction and welfare, hence increased productivity, longer employee tenure and consequently increased company profitability. Nevertheless, in the context of small to medium enterprises (SMEs), scant attention has been given to the empirical investigation into the influence of the quality of work life on employee tenure intention in Southern Africa. The purpose of this study is to fill this gap by examining the influence of SME employees’ perceptions of the quality of work life on their tenure intention and the mediating role of job satisfaction and job commitment in this relationship as far as Zimbabwe is concerned. Five hypotheses were posited and sample data of 282 were collected from Harare, Zimbabwe’s biggest city, to empirically test these hypotheses. The results of this study showed that, in the SME context, quality of work life positively and significantly influences employee job satisfaction, job commitment and consequently tenure intention. The managerial implications of the findings are discussed and limitations and future research directions are indicated.

Team Reflexivity

2018 ◽  
pp. 174-194 ◽  
Author(s):  
Michaéla C. Schippers ◽  
Amy C. Edmondson ◽  
Michael A. West
Keyword(s):  
Information Processing ◽  
Goal Setting ◽  
Team Performance ◽  
Future Research ◽  
Processing Activity ◽  
Process Loss ◽  
Motivated Information Processing ◽  
Relationship Of ◽  
The Relationship

Many teams face the problem of process loss, or suboptimal functioning, with sometimes serious consequences, such as medical errors. Team reflexivity—a deliberate process of discussing team goals, processes, or outcomes—can aid in optimizing team performance. In the current chapter, we build on a conceptualization of teams as information-processing systems and highlight reflexivity as a critical information processing activity. Specifically, we describe the relationship of team reflexivity to team and organizational learning and emphasize the dynamic, self-regulatory process aspect of team reflexivity as well as the role of goal setting. Furthermore, we describe the antecedents and outcomes of team reflexivity, the role of motivated information processing, the important role of team reflexivity in problem identification and problem solving, and how team reflexivity can be stimulated. Finally, we discuss the implications of our review and identify avenues for future research.

Motivated information processing, strategic choice, and the quality of negotiated agreement.

2006 ◽  
Vol 90 (6) ◽  
pp. 927-943 ◽  
Author(s):  
Carsten K. W. De Dreu ◽  
Bianca Beersma ◽  
Katherine Stroebe ◽  
Martin C. Euwema
Keyword(s):  
Information Processing ◽  
Strategic Choice ◽  
Motivated Information Processing

scholarly journals Quality of Work-Life Among Employees of The University of The Gambia

2020 ◽  
Vol 8 (3) ◽  
pp. 230-248
Author(s):  
Lamin W. Saidykhan ◽  
Lamin B. Ceesay
Keyword(s):  
Work Experience ◽  
Work Life ◽  
The Gambia ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Managerial Implications ◽  
Level Of Motivation ◽  
The University ◽  
Culture And Climate

Quality of work-life (QWL) is concerned with the welfare and satisfaction of employees on the job as well as off the job. The purpose of this research is to undertake a combination of descriptive study - to ascertain and explain the level of QWL among the employees of the University of The Gambia – and hypothesis testing - to establish the relationship between QWL and demographic factors of the respondents. Summary of the results indicate that interestingly, four aspects of QWL stand in employees’ evaluation as “moderate-to-high” motivators such as relations and co-operations, autonomy of work, and organizational culture and climate. However, to “moderate-to-low” level of motivation with QWL aspects has been reported, such as job satisfaction and job security, training and development, work environment, adequacy of resources, compensation and rewards, and facilities. Moreover, results also indicate that respondents differ significantly in their QWL in terms of designation, education and monthly salary. They however do not differ significantly in their QWL in terms of gender, age and work experience. Our original contribution to research is that we examine an application of QWL in a context (i.e. UTG) that has not existed in extant literature. The result also provides managerial implications that is unique to the case under study, which confirms the multidisciplinary nature of QWL. Thus, although these results slightly vary with few studies, our results confirm findings of several other scholars.

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