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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Book part
Publication date: 2 October 2003

Kennon M Sheldon, Daniel B Turban, Kenneth G Brown, Murray R Barrick and Timothy A Judge

In this chapter we argue that self-determination theory (SDT; Deci & Ryan, 2000) provides a useful conceptual tool for organizational researchers, one that complements traditional…

Abstract

In this chapter we argue that self-determination theory (SDT; Deci & Ryan, 2000) provides a useful conceptual tool for organizational researchers, one that complements traditional work motivation theories. First, we review SDT, showing that it has gone far beyond the “intrinsic versus extrinsic motivation” dichotomy with which it began. Then we show how the theory might be applied to better understand a variety of organizational phenomena, including the positive effects of transformational leadership, the nature of “true” goal-commitment, the determinants of employees’ training motivation, and the positive impact of certain human resource practices. We note that SDT may yield significant new understanding of work motivation, and suggest opportunities to refine the theory for research on work-related phenomena.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84950-174-3

Book part
Publication date: 6 April 2018

Brianne W. Morettini, Kathryn McGinn Luet, Lisa J. Vernon-Dotson, Nina Nagib and Sharada Krishnamurthy

This chapter describes the development of a teacher leader preparation program that emerged from a partnership between a university and a local high-needs district. Using a…

Abstract

This chapter describes the development of a teacher leader preparation program that emerged from a partnership between a university and a local high-needs district. Using a sociocultural approach, researchers conducted a needs assessment for teachers in the district. Drawing on this data and extant literature, researchers designed a program aimed at increasing opportunities for distributed leadership. The Beginning Teacher Project is built around five signature features, including targeted professional development, ongoing dialog, turnkey training, instructional decision-making, and community engagement. The chapter traces the development of the program and describes the signature features in detail.

Book part
Publication date: 30 June 2004

Lynn M Shore, Lois E Tetrick, M.Susan Taylor, Jaqueline A.-M Coyle Shapiro, Robert C Liden, Judi McLean Parks, Elizabeth Wolfe Morrison, Lyman W Porter, Sandra L Robinson, Mark V Roehling, Denise M Rousseau, René Schalk, Anne S Tsui and Linn Van Dyne

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations…

Abstract

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relationships). Both sets of literatures are reviewed, and we argue for the need to integrate these literatures as a means for improving understanding of the EOR. Mechanisms for integrating these literatures are suggested. A subsequent discussion of contextual effects on the EOR follows in which we suggest that researchers develop models that explicitly incorporate context. We then examine a number of theoretical lenses to explain various attributes of the EOR such as the dynamism and fairness of the exchange, and new ways of understanding the exchange including positive functional relationships and integrative negotiations. The article concludes with a discussion of future research needed on the EOR.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-103-3

Book part
Publication date: 1 August 2017

Franco Fraccaroli, Sara Zaniboni and Donald Truxillo

In this chapter the relationship between job design and older workers is considered. Starting from a conceptual definition of what the concept job and work design is, we consider…

Abstract

In this chapter the relationship between job design and older workers is considered. Starting from a conceptual definition of what the concept job and work design is, we consider theoretic approaches to the study of job design over the last decades, including recent frameworks, measurement, and research. We follow this with a specific focus on the topic of job design for older workers. We argue that the rules of “good job design” are not applicable to all workers, focusing specifically on the issues of age and career stage. We next show through a theoretical model and some empirical research that some job characteristics may be more suitable or beneficial for people in older age groups or later stages of their careers (e.g., Truxillo, Cadiz, Rineer, Zaniboni, & Fraccaroli, 2012). Empirical support for the role of age in job design is considered. We conclude by defining some avenues for future research, including the identification of additional factors that may determine how age and job characteristics affect worker behavior, attitudes, and well-being.

Details

Age Diversity in the Workplace
Type: Book
ISBN: 978-1-78743-073-0

Keywords

Book part
Publication date: 30 June 2016

P. Matthijs Bal and Paul G. W. Jansen

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility…

Abstract

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This chapter presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The chapter ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

Keywords

Book part
Publication date: 9 August 2017

Milou Habraken and Tanya Bondarouk

This chapter aims to encourage and guide smart industry HRM-related research by addressing upcoming challenges developed using a job design lens.

Abstract

Purpose

This chapter aims to encourage and guide smart industry HRM-related research by addressing upcoming challenges developed using a job design lens.

Methodology/approach

The challenges are constructed based on a developed overview of the existing body of work related to job design and a description of smart industry.

Research implications

The challenges are meant as an indication of the issues that arise within job design due to smart industry and, in so doing, suggest directions for future research in this specific field. Additionally, through laying out challenges for this particular example, the chapter encourages scholars to consider the possible impact of smart industry within other HRM areas.

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

Keywords

Book part
Publication date: 7 September 2023

Martin Götz and Ernest H. O’Boyle

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and…

Abstract

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Content available
Book part
Publication date: 9 August 2017

Abstract

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

Book part
Publication date: 25 July 2008

Frederick P. Morgeson and Stephen E. Humphrey

The design of work has been shown to influence a host of attitudinal, behavioral, cognitive, well-being, and organizational outcomes. Despite its clear importance, scholarly…

Abstract

The design of work has been shown to influence a host of attitudinal, behavioral, cognitive, well-being, and organizational outcomes. Despite its clear importance, scholarly interest in the topic has diminished over the past 20 years. Fortunately, a recent body of research has sought to reenergize research into work design by expanding our view of work design from a narrow set of motivational work features to one that incorporates broader social and contextual elements. In this chapter we seek to review the literature on work design and develop a framework that integrates both job and team design research. We begin by briefly reviewing the history of work design in order to provide needed historical context and illustrate the evolution of job and team design. We then define work design, particularly as it relates to incorporating job and team design elements and transitioning from a view of jobs to one of roles. Following this, we identify a comprehensive set of work design outcomes that provide the basis for understanding the impact that different work characteristics can have on individuals and teams. We then offer an extended discussion of our integrative model of work design, which includes three sources of work characteristics (task, social, and contextual) and the worker characteristics implied by these characteristics. Having defined the range of work and worker characteristics, we then discuss some of the fit and composition issues that arise when designing work, as well as discuss the mechanisms through which the work characteristics have their impact on outcomes. Finally, we discuss research into informal forms of work design.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84855-004-9

1 – 10 of over 8000