scholarly journals Natural Beauty Moves. Aesthetically Rewarding Nature Motivates to Work on a Mindless Task – a Preregistered Study

2020 ◽  
Author(s):  
Yannick Joye ◽  
Maja Fischer
Keyword(s):  
Work Motivation ◽  
Reward Condition ◽  
Natural Beauty ◽  
High Reward ◽  
High Workload ◽  
Nature Scenes

In the present research, we propose and test the notion that nature, through its aesthetically rewarding qualities, can increase work motivation. In a preregistered study, we asked participants (N = 219) to watch a slideshow of either aesthetically rewarding (high reward condition) or relatively unrewarding nature scenes/elements (low reward condition), while also varying pre-slideshow workload (high vs. low workload). Following the slideshow, all participants had to perform a mindless routine task, i.e., clicking radio buttons. We found that under a low (vs. high) workload, participants who had watched aesthetically rewarding nature clicked more buttons, and reported to feel more motivated to click buttons compared to participants who had watched unrewarding nature. These findings testify to the motivational potential of aesthetically rewarding nature, and raise the possibility that cognitive nature benefits observed in restoration studies are not solely indicative of resource replenishment, but might also reflect increases in work motivation.

scholarly journals Barriers to Providing High-Quality Nursing Care in Intensive Care Units: A Qualitative Study

2020 ◽  
Vol In Press (In Press) ◽  
Author(s):  
Nasrin Rezaee ◽  
Mahnaz Ghaljeh ◽  
Alireza Salar
Keyword(s):  
Intensive Care ◽  
Intensive Care Units ◽  
Nursing Care ◽  
Work Motivation ◽  
Quality Care ◽  
Sampling Technique ◽  
Care Quality ◽  
High Quality ◽  
High Quality Care ◽  
High Workload

Background: Providing high-quality nursing care is the vision of healthcare systems. Several factors contribute to providing high-quality care, which many of them need further investigation. In this line, qualitative research that helps researchers to access the thoughts and feelings of participants can play an important role in identifying care challenges. Objectives: Therefore, this study aimed to identify nurses’ concerns about the nursing care quality process in Intensive Care Units (ICUs). Methods: In this study, a conventional content analysis was used for data analyses. Data were collected by unstructured interviews with 10 ICU nurses. Participants were selected using the purposive sampling technique. The sampling continued upon reaching data saturation. Results: In total 290 codes were extracted, that using analysis and compare were categorized into three main themes: "care obstacles", "motivational obstacles", and "management obstacles". Twelve secondary themes were also extracted, including: "high workload", "not considering the educational needs", "not considering the work standards", "out of duty cares", "ward's bad structure", "personal motivation shortage", "poor work motivation", "personal and organizational motivation interference", "rules without work support", "work inconsistency in the ward", "keeping the position", and "inefficient communications between nurses and physicians". Conclusions: In this study, barriers to nursing high-quality care and its related motivational and managerial dimensions were investigated. In other words, the present study identified barriers in different dimensions, and by identifying the effective factors in providing quality care has facilitated the implementation of measures to address the problems.

Collective Human Agency in the Context of Organizational Participation

2017 ◽  
Vol 61 (2) ◽  
pp. 51-68 ◽  
Author(s):  
Wolfgang Georg Weber ◽  
Hans Jeppe Jeppesen
Keyword(s):  
Collective Efficacy ◽  
Social Cognitive ◽  
Work Motivation ◽  
Human Agency ◽  
Employee Participation ◽  
Ecological Approach ◽  
Cognitive Approach ◽  
Organizational Decision Making ◽  
Organizational Participation ◽  
The Social

Abstract. Connecting the social cognitive approach of human agency by Bandura (1997) and activity theory by Leontiev (1978) , this paper proposes a new theoretical framework for analyzing and understanding employee participation in organizational decision-making. Focusing on the social cognitive concepts of self-reactiveness, self-reflectiveness, intentionality, and forethought, commonalities, complementarities, and differences between both theories are explained. Efficacy in agency is conceived as a cognitive foundation of work motivation, whereas the mediation of societal requirements and resources through practical activity is conceptualized as an ecological approach to motivation. Additionally, we discuss to which degree collective objectifications can be understood as material indicators of employees’ collective efficacy. By way of example, we explore whether an integrated application of concepts from both theories promotes a clearer understanding of mechanisms connected to the practice of employee participation.

Frontier series work motivation: Past, present, and future

2008 ◽  
Author(s):  
Ruth Kanfer ◽  
Gilad Chen ◽  
Robert D. Pritchard ◽  
Robert E. Ployhart ◽  
Reeshad S. Dalal ◽  
...  
Keyword(s):  
Work Motivation

Impact of Disability, Poverty, and Stigma on Work Motivation

2014 ◽  
Author(s):  
Sandra Fitzgerald ◽  
Julie Chronister
Keyword(s):  
Work Motivation

Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Bappeda Kabupaten Wonosobo Tahun 2013

2017 ◽  
Vol 1 (2) ◽  
pp. 135-147
Author(s):  
Ary Sutrischastini ◽  
Ratna Setyani
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Test Validity ◽  
Multiple Linear Regression Analysis ◽  
Reliability Testing ◽  
Evaluation Influence ◽  
Environment Variables ◽  
Research Goal

This research goal is to identification and evaluation influence of work motivation and work environment to employee’s performance in BAPPEDA Kabupaten Wonosobo. The object of this research is 37 employees of Badan Perencanaan Pembangunan Kabupaten Wonosobo. And the location of this research is at Badan Perencanaan Pembangunan Kabupaten Wonosobo. The analysis used is test validity, reliability testing, and test the hypothesis, with the help of the computer program SPSS version 17, using multiple linear regression analysis. Based on calculations of data and analysis used, the regression equation is obtained: Y = 11.733 + 0.320 X1 +0.334 X2 + ε, by using the equation regression analytical method can conclude that (X1) take effect positively against employees performance. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33. By applying significance limited value in amount of 0,05, it means, hypothesis that claim if work motivation take effect against employees performance can be accepted. There is a positive and significant correlation between work environment variables (X2) against employees. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33 (smaller than 0,5). Simultaneously, work motivation take effect positively and significantly against employees performance with the F value in amount of 11,562 (bigger than 0.05), then obtained significance value 0.000. It can be concluded that the work motivation and work environment has a positive and significant influence on employee performance in BAPPEDA Kabupaten Wonosobo.

Pengaruh Motivasi Kerja Terhadap Kinerja Pegawai Kantor Sekretariat Daerah Kabupaten Gunungkidul

2017 ◽  
Vol 23 (2) ◽  
pp. 121-137
Author(s):  
Ary Sutrischastini ◽  
Agus Riyanto
Keyword(s):  
Linear Regression ◽  
Multiple Linear Regression ◽  
Sampling Method ◽  
Work Motivation ◽  
Probability Sampling ◽  
Random Probability

This paper will discuss the effect of work motivation (incentives, motives and expectations) on the performance of the staff of the Regional Secretariat Gunungkidul. The purpose of this paper is: 1) Determine the effect of incentives on the performance of the staff of the Regional Secretariat Gunungkidul, 2) Determine the effect of motive on the performance of the staff of the Regional Secretariat Gunungkidul, 3) To know the effect of expectations on the performance of the staff of the Regional Secretariat Gunungkidul, 4)To know the effect of incentives, motives and expectations on the performance of the staff of the Regional Secretariat Gunungkidul.Research sites in the Regional Secretariat Gunungkidul and the population is 162entire employee in the Regional Secretariat Gunungkidul. Samples amounted to 116 respondents taken with simple random probability sampling method. Data were analyzed using multiple linear regression. Results obtained: (1) incentives positive and significant effect on the performance of, (2) motif positive and significant effect on the performance of, (3) expectations positive and significant impact on the performance of , and (4) incentives, motives and expectations of positive and significant impact on the performance of the staff of the Regional Secretariat Gunungkidul.

PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

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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