Work-related stressors and psychological strain in the sales force:the role of intrinsic and extrinsic motivation

The contemporary workplace appears rife with psychological strain, which can have considerable deleterious outcomes to the firm and the individual. However, research on strain in the sales force is underdeveloped. This paper reports the results of a study of the antecedents and consequences of psychological strain in the sales force, with particular attention to the roles of role ambiguity, emotional exhaustion, and intrinsic and extrinsic motivation. Emotional exhaustion is found to increase strain. Intrinsic motivation reduces strain under conditions of relatively high role ambiguity, but leads to more strain under conditions of low role ambiguity. Strain is found to have a J-shaped relationship with turnover intentions, and is linearly related to lower job satisfaction and lower job performance.

Man, I feel like a woman:when and how gender-role motivation helps mind-reading

Two experiments were undertaken with 3 goals: (a) to determine whether manipulating the desirability of including empathy as part of one's gender-role identity motivates accurate mind-reading, (b) to ascertain whether target readability moderates the strength of this effect, and (c) to test whether these effects are mediated by the complexity of perceivers' inferential strategies. Participants viewed videotapes of 2 couples discussing relationship problems and attempted to infer each partner's thoughts and feelings. Both experiments demonstrated that motivation improved accuracy when male and female perceivers valued the empathy-relevant aspects of the traditional female gender role. However, as predicted, high levels of motivation facilitated the accurate reading of easy targets but not of difficult targets. Several mediational models were tested, the results of which showed that the complexity of perceivers' attributions mediated the link between motivation and mind-reading accuracy.

The influence of socio-cultural environments on the performance of nascent entrepreneurs:community culture, motivation, self-efficacy and start-up success

The importance of informal institutions and in particular culture for entrepreneurship is a subject of ongoing interest. Past research has mostly concentrated on cross-national comparisons, cultural values and the direct effects of culture on entrepreneurial behaviour, but in the main found inconsistent results. We add a fresh perspective to this research stream by turning attention to community-level culture and cultural norms. We hypothesize indirect effects of cultural norms on venture emergence: Community-level cultural norms (performance-based culture and socially supportive institutional norms) impact important supply-side variables (entrepreneurial self-efficacy and entrepreneurial motivation) which in turn influence nascent entrepreneurs' success in creating operational ventures (venture emergence). We test our predictions on a unique longitudinal dataset, tracking nascent entrepreneurs' venture creation efforts over a five-year time span, and find evidence supporting them. Our research contributes to a more fine-grained understanding of how culture, in particular perceptions of community cultural norms, influences venture emergence. Based on these findings, we discuss how venture creation efforts can be supported. Our research highlights the embeddedness of entrepreneurial behaviour and its immediate antecedent beliefs in the local, community context. © 2012 Copyright Taylor and Francis Group, LLC.

When East meets West:employee motivation in cross-cultural comparison

DUE TO COPYRIGHT RESTRICTIONS ONLY AVAILABLE FOR CONSULTATION AT ASTON UNIVERSITY LIBRARY AND INFORMATION SERVICES WITH PRIOR ARRANGEMENT

Nonprofit leaders and for-profit entrepreneurs:similar people with different motivation

Today's market conditions require nonprofit leaders to act in an increasingly business-like fashion. This study asks whether NPO leaders have a similar disposition to act entrepreneurially as for-profit entrepreneurs, but hold different underlying motives. For this purpose, the study contrasts a sample of 72 leaders of nonprofit organizations with 117 entrepreneurs on their personality traits and explicit motives using standard personality tests and interviews. Both groups exhibit similar general and entrepreneurship-specific personality traits but differ significantly regarding their motivation. While nonprofit leaders' motivation stems primarily from the meaningfulness of their work; entrepreneurs are mainly motivated by the independence as well as by the income and profit provided by their work. This paper helps us understand who leaders of nonprofit organizations are.

An online study combining the constructs from the theory of planned behaviour and protection motivation theory in predicting intention to test for chlamydia in two testing contexts

Chlamydia is a common sexually transmitted infection that has potentially serious consequences unless detected and treated early. The health service in the UK offers clinic-based testing for chlamydia but uptake is low. Identifying the predictors of testing behaviours may inform interventions to increase uptake. Self-tests for chlamydia may facilitate testing and treatment in people who avoid clinic-based testing. Self-testing and being tested by a health care professional (HCP) involve two contrasting contexts that may influence testing behaviour. However, little is known about how predictors of behaviour differ as a function of context. In this study, theoretical models of behaviour were used to assess factors that may predict intention to test in two different contexts: self-testing and being tested by a HCP. Individuals searching for or reading about chlamydia testing online were recruited using Google Adwords. Participants completed an online questionnaire that addressed previous testing behaviour and measured constructs of the Theory of Planned Behaviour and Protection Motivation Theory, which propose a total of eight possible predictors of intention. The questionnaire was completed by 310 participants. Sufficient data for multiple regression were provided by 102 and 118 respondents for self-testing and testing by a HCP respectively. Intention to self-test was predicted by vulnerability and self-efficacy, with a trend-level effect for response efficacy. Intention to be tested by a HCP was predicted by vulnerability, attitude and subjective norm. Thus, intentions to carry out two testing behaviours with very similar goals can have different predictors depending on test context. We conclude that interventions to increase self-testing should be based on evidence specifically related to test context.

The Positive Effect of Using the Integral Approach for Improving Quality of Learning and Students' motivation

Report published in the Proceedings of the National Conference on "Education and Research in the Information Society", Plovdiv, May, 2015

Assessing the motivation of MDs to use computer-based support at the point-of-care in the emergency department

A significant body of research investigates the acceptance of computer-based support (including devices and applications ranging from e-mail to specialized clinical systems, like PACS) among clinicians. Much of this research has focused on measuring the usability of systems using characteristics related to the clarity of interactions and ease of use. We propose that an important attribute of any clinical computer-based support tool is the intrinsic motivation of the end-user (i.e. a clinician) to use the system in practice. In this paper we present the results of a study that investigated factors motivating medical doctors (MDs) to use computer-based support. Our results demonstrate that MDs value computer-based support, find it useful and easy to use, however, uptake is hindered by perceived incompetence, and pressure and tension associated with using technology.

Még egyszer a motivációról, avagy "Hogyan ösztönözzük alkalmazottainkat itt és most?" (Once again on the motivation or "how to motivate our employees here and now?")

A szerzők a Budapesti Corvinus Egyetem Vezetéstudományi Intézetében számos vezetőképző program, posztgraduális kurzus és mesterképzés hallgatóinak részvételével végeztek feltáró jellegű kutatásokat a munkahelyi motiváció elméletének és gyakorlatának témájában. A résztvevők saját élményeikből és tapasztalataikból kiindulva sorolták be a megélt eseteket a herzbergi kategóriákba. Ezek alapjában véve megerősítették Herzberg motivátorokról és higiénés tényezőkről alkotott elképzeléseit. Nem egyértelmű ugyanakkor, hogy kikre is érvényesek Herzberg tézisei. Az eddigi mintákba ugyanis általában azok kerültek, akik vagy már vezető pozíciókban voltak, vagy erre készültek, azaz alapvetően a „vezetői motivációkkal” bíró emberek motivációs, illetve higiénés tényezőire kaptak eddig rálátást. De vajon mi a helyzet azokkal, akik a szervezeti hierarchia más szintjein helyezkednek el? Elméleti és gyakorlati szempontból egyaránt releváns kérdés, hogy az eredeti elmélet érvényességét hogyan lehetne kimondottan beosztottakon megvizsgálni, itt és most? A szerzők írásukban ezekre a kérdésekre keresik a választ: az eredeti modellt egy kérdőíves és interjús módszertanra épülő kutatás eredményein értelmezik (illetve értelmezik újra) és igyekeznek pontosítani Herzberg elméletének mai mondanivalóit. / === / The authors have created exploratory researches in the theory and practice of the workplace motivation with the participation of mba, postgraduate and master students in the institute of management of corvinus university of budapest. The participants were classified their lived cases into categories of Herzberg starting from own experiences. These basically confirmed Herzberg’s visions from motivators and hygiene factors. In this study the authors search motivations of employees based on Herzberg’s categories. The original model is interpreted the results of a questionnaire and an interview-based methodology, and the authors try to clarify the contemporary meanings of Herzberg’s theory.

Assessing the influence of organizational personality, applicants' need motivation, expectancy beliefs, and person-organization fit on applicant attraction

This research explored the thesis that organizational personality is related to applicants’ attraction to an organization through a process which involves need motivation, expectancy beliefs, and applicants’ perceptions of person-organization fit. Organizational personality may be defined as a collection of trait-like characteristics that individuals use to describe organizational practices, policies, values, and culture. Specifically, this research investigated the hypothesis that organizational personality information is useful to applicants because it helps individuals to determine their perceptions of fit. A sample of students (N = 198) and working adults (N = 198) participated in an online experiment. Findings indicated that individuals’ beliefs about the instrumentality of desirable work related outcomes are essential to determining their perceptions of fit and organizational attraction. Additionally, organizational personality perceptions interacted with need motivation to affect perceptions of fit and organizational attraction. For instance, perceptions of fit mediated the influence of the interaction between need for achievement and perceptions of innovativeness on organizational attraction. The interaction of need motivation and perceptions of organizational personality helped individuals to better determine their perceptions of fit and subsequent attraction toward organizations.^

Self-determination theory and student motivation in social studies in an urban Broward County public high school

This study investigated how students perceived their motivation in high school social studies classes in school and to determine if a correlation exists between students’ grade level, race, gender, and their motivation. The sample included 337 high school students in Broward County, Florida. To assess students’ perceptions on their motivation the academic self-regulation questionnaire was utilized. Results indicate that social studies students show high levels of external regulation, with a mean score at 22.31 on a scale of 36 points. The results show a mean score of 24 on a scale of 28 points for identified regulation among social studies students. Findings revealed that student motivation could be gauged. No statistical significance was found between high school students’ grade level, race, gender, and their motivation in social studies classes. The findings of this study have shown that students at Boyd H. Anderson High School want to learn social studies.