scholarly journals Generic Paradoxical Tensions, Appraisals, Work Motivation, and Performance: Insights From a Weekly Repeated-Measures Study

2021 ◽  
Vol 12 ◽  
Author(s):  
Neha Tripathi
Keyword(s):  
Boundary Condition ◽  
Theoretical Model ◽  
Repeated Measures ◽  
Work Motivation ◽  
Cognitive Appraisals ◽  
Mixed Effects ◽  
Psychological Process ◽  
Paradox Theory ◽  
And Performance

Drawing on the paradox theory, the author developed a theoretical model of appraisal–motivational responses to generic paradoxical tensions. The author postulated that paradoxical tensions are appraised both as a challenge and as a threat, in turn prompting mixed effects, positive and negative, on performance. The dual effects of paradoxical tensions are explained by the intermittent role of motivation toward work and a dispositional boundary condition—individual' adaptability—cross-situation variability of behaviors. The results from an eight-wave weekly repeated measures study spanning a period of 2 months (N = 178, total observations = 1,355) provided support for the proposed theoretical model. By illuminating the nuanced intraindividual psychological process, the present study brings forward novel insights on cognitive appraisals and motivations of paradoxical tensions advancing microfoundation of the paradox research.

scholarly journals Why Mindfulness Sustains Performance: The Role of Personal and Job Resources

2015 ◽  
Vol 8 (4) ◽  
pp. 638-642 ◽  
Author(s):  
Brigitte Kroon ◽  
Charlotte Menting ◽  
Marianne van Woerkom
Keyword(s):  
Work Environment ◽  
Organizational Context ◽  
Work Motivation ◽  
Job Resources ◽  
Conservation Of Resources ◽  
Personal Resource ◽  
Dynamic Work ◽  
And Performance ◽  
Work Contexts

Building on the focal article by Hyland, Lee, and Mills (2015), we propose conservation of resources (COR) theory (Hobfoll, 1989) as a framework that may explain why mindfulness contributes to work motivation and performance in an organizational context. We argue that mindfulness is especially beneficial in dynamic work contexts because it provides employees with a personal resource that makes them more resilient to the loss of job resources and more aware of alternative job resources in their changed work environment.

scholarly journals The Influence of Motivation on Employees Performance

2020 ◽  
Vol 4 (2) ◽  
pp. 262-265
Author(s):  
Intan Anas Tasya ◽  
Alini Gilang
Keyword(s):  
Sampling Method ◽  
Work Motivation ◽  
Positive Impact ◽  
Employee Performance ◽  
Sampling Technique ◽  
Descriptive Research ◽  
And Performance ◽  
Branch Office ◽  
Research Type

The role of human resources is crucial for the realization of the company's goals to find optimal profits. At this time, employees will be motivated if needs are met, if needs are met then job satisfaction will arise which will have a positive impact on the work needs of employees at the company. This study aims to study the work motivation of employees of PT. Taspen (Persero) Bandung Main Branch Office. The method used in this research is quantitative with a descriptive research type. Respondents in this study were 51 employees of PT. Taspen (Persero) Bandung Main Branch Office, sampling method Saturated sampling technique. Based on the results of research that shows motivation and performance at PT. Taspen (Persero) Bandung Main Branch Office is included in both categories. The results also showed motivation for employee performance. In addition, contributing motivation in contributing to employee performance by 33.8%. So the higher the motivation provided, the higher the employee's performance.

scholarly journals Kepemimpinan, budaya organisasi dan kinerja: peran mediasi motivasi kerja

2020 ◽  
Vol 16 (1) ◽  
pp. 41-53
Author(s):  
Muchammad Ismail Hamzah ◽  
Endi Sarwoko
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Improve Performance ◽  
Analysis Technique ◽  
Research Findings ◽  
Research Implication ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

This research aims to analyze the direct relationship between leadership, organizational culture on performance, and to analyze the indirect relationship that is mediated by work motivation. The study used a quantitative approach, namely explanatory research, using a sample of 110 research that were taken randomly from certified teachers at junior high schools in Malang Regency. The data were collected using a questionnaire with a 5 point Likert scale, while the data analysis technique used Path Analysis. The research findings showed that performance was influenced by leadership and work motivation, but the leadership was not proven to affect work motivation. Another research finding is that organizational culture does not significantly contribute to performance, but contributes to work motivation, work motivation only mediates the relationship between organizational culture and performance. The research implication is that to improve performance, effective leadership and work motivation are needed, further increasing work motivation can be achieved from strengthening organizational culture. The next researcher is suggested to test the role of leadership on organizational culture.

Achievement Goals and Goal Progress as Drivers of Work Engagement

2020 ◽  
pp. 003329412095977
Author(s):  
Tanja Bipp ◽  
Ad Kleingeld ◽  
Leonie Schelp
Keyword(s):  
Work Engagement ◽  
Achievement Goals ◽  
Work Motivation ◽  
Goal Orientations ◽  
Learning Performance ◽  
Learning Goals ◽  
Goal Progress ◽  
And Performance ◽  
Avoidance Goals

In two studies, we investigated the role of self-regulatory behavior in terms of achievement goals and goal progress for work engagement. Study 1 ( N = 205) revealed that trait learning goals were positively related to work engagement and performance-approach and performance-avoidance goals were unrelated to work engagement. In a second study, employees were asked to either set a (state) learning, performance-approach, or performance-avoidance goal for the upcoming work week. Goal progress and work engagement were measured one week later ( N = 106). Learning goals at the trait and state level were associated with higher work engagement and performance-avoidance goals were unrelated to work engagement. We found a positive relationship of goal progress with work engagement, in particular for employees who pursued learning or performance-approach goals. Our studies contribute to theory building by delineating the (combined) role of goal orientations (trait), state achievement goals, and goal progress for work engagement, as well as generating practical implications for the design of effective interventions to enhance work motivation in organizational practice.

scholarly journals PENGARUH KEPEMIMPINAN DAN DISIPLIN TERHADAP MOTIVASI KERJA SERTA DAMPAKNYA PADA KINERJA PEGAWAI RUMAH SAKIT UMUM BERSAUDARA KABUPATEN BUNGO

2017 ◽  
Vol 2 (1) ◽  
pp. 23
Author(s):  
M. Alhudhori ◽  
Wahyu Aldino
Keyword(s):  
Path Analysis ◽  
General Hospital ◽  
Work Motivation ◽  
Employee Performance ◽  
Analysis Tool ◽  
And Performance ◽  
Descriptive Method ◽  
Motivation To Work

Leadership is one of the issues in the management is still quite interesting to be discussed today. The role of leadership is very strategically important for the achievement of the mission, vision and goals of an organization. One such way to impose discipline and provide motivation to work that can be perceived by employees.  The purpose of this study was to examine the influence of leadership, discipline, motivation and performance. The influence of leadership, discipline, motivation and performance of employees tested either directly or indirectly. To examine issues directly above the survey conducted by distributing questionnaires to employees in the General Hospital of the Brothers of Bungo. Data was analyzed by path analysis. The results of this study indicate that the leadership, discipline and work motivation influence simultaneously and partially on performance. Where is the leadership, discipline, motivation and performance of employees at the General Hospital Brothers, where are the good category, Discipline are in both categories, motivation and performance of employees are in both categories. The analysis tool in this research using descriptive method verification. Where the use of a range of scales, while in the verification using path analysis or path analysis.Key words : Leadership, Discipline, Motivation and Employee Performance

The effect of occupational self-efficacy on work performance through intrinsic work motivation

2018 ◽  
Vol 41 (2) ◽  
pp. 186-201 ◽  
Author(s):  
Fatih Çetin ◽  
Duysal Aşkun
Keyword(s):  
Intrinsic Motivation ◽  
Self Efficacy ◽  
Design Methodology ◽  
Work Performance ◽  
Work Motivation ◽  
Employee Motivation ◽  
Content Type ◽  
Managerial Practices ◽  
And Performance

Purpose Today, organizations work hard to improve the motivation of their employees and related knowledge, skills and abilities to enhance work performance. Among many other variables, self-efficacy proved to have an influential role in work performance. The main purpose of the current study is to investigate the role of occupational self-efficacy on work performance through intrinsic motivation by using a longitudinal analysis. Design/methodology/approach Participants were 76 employees from diverse organizations operating in an organized industrial region in Turkey. Participants filled in a weekly questionnaire during ten consecutive weeks. Findings Results of multilevel analyses confirmed our hypotheses by showing that occupational self-efficacy and intrinsic motivation have a significant influential role over work performance, and intrinsic motivation serve as a partial mediator in this relationship. Originality/value The study findings also reveal important information for organizational and managerial practices to improve employee motivation and performance.

scholarly journals Mediating role of employee motivation for training, commitment, retention, and performance in higher education institutions

2021 ◽  
Vol 19 (3) ◽  
pp. 95-106
Author(s):  
Bhawna Chahar ◽  
Samax Rana Jain ◽  
Vinod Hatwal
Keyword(s):  
Higher Education ◽  
Work Motivation ◽  
Higher Education Institutions ◽  
Development Program ◽  
Faculty Members ◽  
Faculty Development Program ◽  
Faculty Motivation ◽  
And Performance ◽  
The Relationship

The motivation of the individuals working in higher education institutions has been a topic of great interest for managers and researchers for a long while. This study has been taken to estimate the importance of faculty development program (FDP) as perceived by a faculty member, the role of FDP on faculty motivation and faculty performance, exploring whether faculty motivation mediates the relationship between FDP and employee performance. To achieve the stated aim, data has been collected from 311 faculty members associated with government and private sector institutions of higher education in Uttarakhand State (India). Important factors that motivate faculty to participate in FDP and its influence on faculty motivation and performance were analyzed using factor analysis, regression analysis, and Sobel test to establish the relationship. The findings indicate that FDP has a positive effect on the teaching of faculty, enhances their skills, helps control their emotions, and strengthens their capacity to perform academic and administrative duties. Moreover, FDP enhances work motivation and, in turn, helps faculty in improving their performances. To strengthen faculty motivation, the emphasis must be put on improving faculty recognition and reputation, making work more challenging and exciting, providing better career advancement prospects, and focus more on appropriate salary and compensation benefits for faculty members.

scholarly journals PENGARUH DISIPLIN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA DINAS PENDIDIKAN KABUPATEN TANJUNG JABUNG BARAT

2017 ◽  
Vol 2 (1) ◽  
pp. 44
Author(s):  
Yunan Surono ◽  
Nur Ainun
Keyword(s):  
Human Resources ◽  
Work Motivation ◽  
Employee Performance ◽  
Performance Effect ◽  
And Performance

Nur Ainun/B.14022002/2016/ Pengaruh Disiplin Dan Motivasi Kerja Terhadap Kinerja Pegawai Pada Dinas Pendidikan Kabupaten Tanjung Jabung Barat/ Dr. Hj,Tetty Asnawi, MM Pembimbing I/ M. Zahari MS, SE, M.Si, Pembimbing II. Human resources is one of the most important factor, because of the absence of the role of human resources quality, all activities within an agency will not be implemented optimally. An institution that wants to carry out its duties and functions properly, then the management of human resources. The purpose of this study was to examine the influence of discipline, motivation and performance. Effect of discipline, motivation and performance of employees tested either directly or indirectly. This Penenlitian used a sample of 80 employees spread on the District Education Office in Tanjung Jabung Barat.Keyword : Work Discipline, Work Motivation, Employee Performance

scholarly journals The Role of Leadership and Competence in Improving Work Motivation and Performance of Cooperative Employees

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Moch Anas Kurniawan ◽  
Keyword(s):  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Equation Model ◽  
Validity And Reliability ◽  
Analytical Technique ◽  
And Performance

The purpose of this study was to determine the effect of leadership and competence on employee motivation and performance at the Indonesian Employee Cooperative Center (PKP-RI) Jember Regency.. This research is a quantitative research with a survey approach and uses a measuring instrument in the form of a questionnaire. The population is all employees of PKP-RI Jember Regency, totaling 130 people, all of which are used as research samples, so they are called saturated samples. Instrument testing using validity and reliability tests. The analytical technique used in this research is the Structural Equation Model (SEM) using WarpPLS. The results of the analysis show that leadership and competence have an effect on work motivation. Competence has no effect on employee performance, while work motivation and leadership affect the performance of PKP-RI employees in Jember Regency.

scholarly journals The Negative Symptoms of Schizophrenia: A Cognitive Perspective

2005 ◽  
Vol 50 (5) ◽  
pp. 247-257 ◽  
Author(s):  
Neil A Rector ◽  
Aaron T Beck ◽  
Neal Stolar
Keyword(s):  
Negative Symptoms ◽  
Cognitive Model ◽  
Cognitive Appraisals ◽  
Psychological Resources ◽  
Premorbid Personality ◽  
And Performance ◽  
Patient’S Perception ◽  
Specific Symptoms ◽  
Established Role

Recent reports of improvement in the negative symptoms of schizophrenia following targeted cognitive interventions have prompted interest in the cognitive underpinnings of these symptoms. This review integrates current experimental research with the phenomenological accounts of patients participating in cognitive therapy for these specific symptoms. We propose that, in addition to the well-established role of neurobiological factors in their development and maintenance, specific cognitive appraisals and beliefs play a role in the expression and persistence of negative symptoms. This cognitive model of negative symptoms is based on a diathesis–stress formulation: a continuum of predispositional traits from the premorbid personality to the full-blown negative symptomatology, the incorporation of negative social and performance attitudes within these traits, and low expectancies for pleasure or success in goal-oriented activities. We suggest that negative symptoms represent, in part, a compensatory pattern of disengagement in response to threatening delusional beliefs, perceived social threat, and anticipated failure in tasks and social activities. A psychological aspect of this motivational and behavioural inertia appears to be the patient's perception of limited psychological resources—a perception that motivates patients to conserve energy by minimizing investment in activities requiring effort.

Sign in / Sign up

Export Citation Format

Share Document