The Effect of Prosocial Motivation on Taking Charge and Job Performance

2016 ◽  
Vol 2016 (1) ◽  
pp. 14934
Author(s):  
Junbang Lan ◽  
Zhenyao Cai ◽  
Yuanyuan Huo ◽  
Raymond Chiu Ming Law ◽  
Song Chang
Keyword(s):  
Job Performance ◽  
Prosocial Motivation ◽  
Taking Charge

scholarly journals When Do Frontline Hospitality Employees Take Charge? Prosocial Motivation, Taking Charge, and Job Performance: The Moderating Role of Job Autonomy

2018 ◽  
Vol 60 (3) ◽  
pp. 237-248 ◽  
Author(s):  
Zhenyao Cai ◽  
Yuanyuan Huo ◽  
Junbang Lan ◽  
Ziguang Chen ◽  
Wing Lam
Keyword(s):  
Job Performance ◽  
Positive Relationship ◽  
Interactive Effect ◽  
Job Autonomy ◽  
Prosocial Motivation ◽  
Activation Theory ◽  
Trait Activation ◽  
Taking Charge ◽  
Two Stages

This study draws on trait activation theory to examine the effects of frontline hospitality employees’ prosocial motivation on their taking charge and job performance and how job autonomy moderates these effects. We collected data in two stages from 185 pairs of frontline hospitality employees and their direct supervisors, and we found a positive relationship between employees’ prosocial motivation and their taking charge. In addition, job autonomy strengthened this positive relationship, and taking charge mediated the interactive effect of prosocial motivation and job autonomy on job performance. These results suggest that when frontline hospitality employees perceive their level of job autonomy to be high enough to activate their expression of prosocial motivation, they will be more likely to engage in taking charge, which should lead to a higher evaluation of their job performance. Theoretical and practical implications for hospitality industry were discussed at the end of the article.

Performance Benefits From Providing Assistance in Networks: Relationships That Generate Learning

2015 ◽  
Vol 44 (2) ◽  
pp. 412-444 ◽  
Author(s):  
Neha Parikh Shah ◽  
Rob Cross ◽  
Daniel Z. Levin
Keyword(s):  
Social Network ◽  
Problem Solving ◽  
Job Performance ◽  
Knowledge Base ◽  
Work Performance ◽  
Contextual Factors ◽  
Prosocial Motivation ◽  
Performance Effects ◽  
The Right

Social network scholarship emphasizes that receiving resources from others in a network can benefit an individual’s job performance. Yet this paradigm rarely considers the effects on the provider of assistance. Outside the networks literature, scholars have been increasingly attentive to factors that affect motivations to provide help (i.e., prosocial motivation). However, the performance effects associated with providing help have been mixed. We concentrate specifically upon assistance that has the potential to enhance the providers’ learning and knowledge base and, hence, their performance. Using a bounded-network survey in a large consulting firm, we show that providing problem-solving assistance to many others on task-related matters increases the provider’s own work performance. We then consider how this learning may be affected by other relational and contextual factors. In so doing, we shift the predominant network perspective that people accrue performance advantages from receiving assistance to show that such advantages also occur—under the right circumstances—from providing it.

High-commitment organization and employees’ job performance

2019 ◽  
Vol 40 (7) ◽  
pp. 1305-1318 ◽  
Author(s):  
Jiaqi Yan ◽  
Jinlian Luo ◽  
Jianfeng Jia ◽  
Jing Zhong
Keyword(s):  
Job Performance ◽  
Interactive Effects ◽  
Conservation Of Resources ◽  
Content Type ◽  
Moderation Effect ◽  
Mediated Moderation ◽  
Organizational Resource ◽  
Individual Perception ◽  
Taking Charge ◽  
The Relationship

Purpose The purpose of this paper is to explore the mechanisms by which high-commitment organization is associated with employees’ job performance through the perspective of taking charge and the perceived strength of the human resource management (HRM) system. Design/methodology/approach Based on conservation of resources (COR) theory, the authors used two-wave survey data from 200 supervisor-subordinates pairs in China. This study uses hierarchical linear regression and bootstrapping method to analyze the mediated moderation effect. Findings The authors found that perceived high-commitment organization and perceived strength of the HRM system interact in predicting employees’ taking charge behavior, such that perceived high-commitment organization is more positively associated with taking charge when the perceived strength of the HRM system is high rather than low. In addition, taking charge mediates the relationship between interactive effects of perceived high-commitment organization and the perceived strength of the HRM system on employees’ job performance. Originality/value This study extended the high-commitment organization from the perspective of individual perception based on the COR theory and regard perceived high-commitment organization as an organizational resource.

Why am I still doing this job? The examination of family motivation on employees’ work behaviors under abusive supervision

2018 ◽  
Vol 47 (2) ◽  
pp. 378-402 ◽  
Author(s):  
Hussain Tariq ◽  
Donghong Ding
Keyword(s):  
Job Performance ◽  
Intrinsic Motivation ◽  
Turnover Intentions ◽  
Low Frequency ◽  
Experience Sampling ◽  
Abusive Supervision ◽  
Survey Study ◽  
Work Behaviors ◽  
Content Type ◽  
Prosocial Motivation

Purpose Synthesizing theories of prosocial motivation and action identification, the purpose of this paper is to test several hypotheses associating abusive supervisory behavior with employees’ work behaviors via intervening variables, i.e., intrinsic motivation and family motivation. Design/methodology/approach The two-study examination of outcomes of abusive supervision stands in contrast to prior research, which has primarily focused on family motivation that influences supervisor-subordinate relationship. A lagged survey study at a Fortune 500 company and an experience sampling study at multi-organizations located in Anhui province of People’s Republic of China (PRC) support the moderated-mediation motivational model. Findings In the first study, designed as a lagged survey study, the authors found that abusive supervision is negatively associated with employees’ job performance and positively associated with employees’ turnover intentions. As anticipated, the results also found that family motivation moderates the direct relationship between abusive supervision and employees’ work behaviors. Furthermore, these results were then replicated and expanded in an experience sampling study. Consistent with the predictions, the authors found that intrinsic motivation acts as a mediator between abusive supervision and employees’ work behaviors and family motivation has the capacity to compensate for the absence of intrinsic motivation. Research limitations/implications Although the paper contributes to leadership and motivation literature, there are several noteworthy limitations to be discussed in the future. The subjective measurement, the validity of abusive supervision in the Chinese context and generalizing of the study in western countries are the key limitations of the study. Moreover, the authors measure abusive supervision only on high/low frequency based rather than high/low intensity. Hence, there is a possibility that intensity and frequency have dissimilar effects. Originality/value The study with meaningful implications on motivation and leadership research concludes that family as a powerful source of motivation encourages subordinates’ job performance and discourages employees’ turnover intentions at the workplace, even under abusive supervision.

Clinical Update: Functional Capacity Evaluations—An Update

1999 ◽  
Vol 4 (5) ◽  
pp. 4-7 ◽  
Author(s):  
Laura Welch
Keyword(s):  
Job Performance ◽  
Functional Capacity ◽  
Injury Risk ◽  
Disability Evaluation ◽  
Time Period ◽  
Submaximal Effort ◽  
Lack Of Sleep ◽  
Overall Performance ◽  
Time Required ◽  
Specific Limitation

Abstract Functional capacity evaluations (FCEs) have become an important component of disability evaluation during the past 10 years to assess an individual's ability to perform the essential or specific functions of a job, both preplacement and during rehabilitation. Evaluating both job performance and physical ability is a complex assessment, and some practitioners are not yet certain that an FCE can achieve these goals. An FCE is useful only if it predicts job performance, and factors that should be assessed include overall performance; consistency of performance across similar areas of the FCE; consistency between observed behaviors during the FCE and limitations or abilities reported by the worker; objective changes (eg, blood pressure and pulse) that are appropriate relative to performance; external factors (illness, lack of sleep, or medication); and a coefficient of variation that can be measured and assessed. FCEs can identify specific movement patterns or weaknesses; measure improvement during rehabilitation; identify a specific limitation that is amenable to accommodation; and identify a worker who appears to be providing a submaximal effort. FCEs are less reliable at predicting injury risk; they cannot tell us much about endurance over a time period longer than the time required for the FCE; and the FCE may measure simple muscular functions when the job requires more complex ones.

Moving in, taking charge in the post-acute care realm

2013 ◽  
Vol 6 (2) ◽  
pp. 1-25
Author(s):  
MARY ELLEN SCHNEIDER
Keyword(s):  
Acute Care ◽  
Taking Charge ◽  
Post Acute Care

Dispositional Properties of Metaphor

2017 ◽  
Vol 38 (3) ◽  
pp. 175-188 ◽  
Author(s):  
Adam K. Fetterman ◽  
Brian P. Meier ◽  
Michael D. Robinson
Keyword(s):  
Positive Affect ◽  
Food Preferences ◽  
Self Control ◽  
Taste Preferences ◽  
Conceptual Metaphor Theory ◽  
Prosocial Motivation ◽  
Sweet Food ◽  
Metaphor Theory ◽  
Sweet Foods ◽  
Dispositional Properties

Abstract. Metaphors often characterize prosocial actions and people as sweet. Three studies sought to explore whether conceptual metaphors of this type can provide insights into the prosocial trait of agreeableness and into daily life prosociality. Study 1 (n = 698) examined relationships between agreeableness and food taste preferences. Studies 2 (n = 66) and 3 (n = 132) utilized daily diary protocols. In Study 1, more agreeable people liked sweet foods to a greater extent. In Study 2, greater sweet food preferences predicted a stronger positive relationship between daily prosocial behaviors and positive affect, a pattern consistent with prosocial motivation. Finally, Study 3 found that daily prosocial feelings and behaviors varied positively with sweet food consumption in a manner that could not be ascribed to positive affect or self-control. Altogether, the findings encourage further efforts to extend conceptual metaphor theory to the domain of personality processes, in part by building on balance-related ideas.

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