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Article
Publication date: 12 July 2023

Mark Anthony Camilleri, Ciro Troise and Alastair M. Morrison

A number of hospitality businesses are understaffed and are experiencing severe labor shortages, in various contexts. In many cases, hotels and restaurants are finding it…

Abstract

Purpose

A number of hospitality businesses are understaffed and are experiencing severe labor shortages, in various contexts. In many cases, hotels and restaurants are finding it difficult to retain and recruit motivated employees. In this light, this research uses key constructs related to the self-determination theory and integrates them with a responsible human resources management (HRM) measure, to investigate the antecedents of organizational commitment. The underlying objective of this study is to shed light on employee psychology and on responsible organizational behaviors in the hospitality industry.

Design/methodology/approach

Primary data were captured through an online questionnaire distributed via popular LinkedIn groups that represent hospitality employees. A composite-based structural equations modeling approach was used to confirm the reliability and validity of the chosen factors and to shed light on the causal paths of this contribution’s proposed model.

Findings

The results indicate that there are highly significant direct and indirect effects in this study, particularly between extrinsic motivations – organizational commitment and between responsible HRM – organizational commitment. These relationships are mediated by intrinsic motivations.

Research limitations/implications

This contribution advances a robust responsible organizational behavior model comprising responsible HRM, extrinsic rewards, intrinsic motivation and organizational commitment.

Practical implications

This research implies that practitioners ought to incentivize and reward hardworking employees, in a commensurate manner, to offer them great working environments as well as appropriate conditions of employment, to enhance their loyalty, minimize turnover rates and to attract promising talent.

Originality/value

This empirical study incorporates a responsible HRM construct with extrinsic and intrinsic motivations. It confirms that they are significant antecedents of organizational commitment. Unlike previous research, this contribution focuses on employee psychology as well as on strategic organizational behaviors during a time when tourism businesses are experiencing an increase in demand for their services, in the aftermath of the COVID-19 pandemic. It raises awareness on the industry’s perennial challenges in attracting and retaining employees.

目的

许多酒店业都面临劳动力短缺。一些酒店和餐馆人手不足。在许多情况下, 他们发现很难留住和招聘有积极性的员工。有鉴于此, 本研究使用与自决理论 (SDT) 相关的关键结构, 并将它们与负责任的人力资源管理 (HRM) 措施相结合, 以调查员工的组织承诺。

设计/方法/方法

主要数据是通过代表酒店员工的热门 LinkedIn 群组分发的在线问卷获取的。利用基于复合材料的结构方程建模方法来确认所选因素的可靠性和有效性, 并阐明该模型的因果路径。

调查结果

结果表明, 本研究中存在非常显着的直接和间接影响, 特别是在外在动机 - 组织承诺和负责任的 HRM - 组织承诺之间。这些关系由内在动机调节。

实际意义

这项研究表明, 从业者应该以相称的方式激励和奖励勤奋的员工, 为他们提供良好的工作环境和适当的就业条件, 培养人力资源的忠诚度, 尽量减少他们的离职率, 并吸引有前途的人才。

理论意义

这一贡献推进了一个强大的负责任的组织行为 (ROB) 模型, 包括负责任的人力资源管理、外在奖励、内在动机和组织承诺。

独创性/价值

据作者所知, 没有其他研究将负责任的 HRM 结构与外在和内在动机结合起来, 并将它们视为组织承诺的重要前因。与之前的研究不同, 这篇文章的重点是在冠状病毒 (COVID-19) 大流行之后旅游企业对其服务的需求增加期间的员工心理以及组织行为。它提高了人们对该行业在吸引和留住员工方面长期存在的挑战的认识。

Objetivo

Una gran parte de las empresas hosteleras carecen de personal suficiente y experimentan una grave escasez de mano de obra, en diversos contextos. En muchos casos, los hoteles y restaurantes tienen dificultades para retener y contratar a empleados motivados. En vista de ello, esta investigación utiliza constructos clave relacionados con la teoría de la autodeterminación (TAD) y los integra con una medida de gestión responsable de los recursos humanos (GRH), para investigar el compromiso de la organización de los empleados de hostelería.

Diseño/metodología/enfoque

Los datos primarios se obtuvieron mediante un cuestionario en línea distribuido a través de grupos populares de LinkedIn que representan a empleados de hostelería. Se utilizó un enfoque de modelización de ecuaciones estructurales basado en compuestos para confirmar la fiabilidad y validez de los factores elegidos y arrojar luz sobre las vías causales del modelo propuesto en esta contribución.

Resultados

Los resultados indican que en este estudio existen efectos directos e indirectos altamente significativos, en particular entre las motivaciones extrínsecas - el compromiso de la organización y entre la GRH responsable – el compromiso organizacional. Estas relaciones están mediadas por las motivaciones intrínsecas.

Limitaciones/implicaciones de la investigación

Esta contribución avanza un modelo robusto de Comportamiento Organizacional Responsable (ROB) que comprende la GRH responsable, las recompensas extrínsecas, la motivación intrínseca y el compromiso de la organización.

Implicaciones prácticas

Esta investigación implica que los profesionales deben incentivar y recompensar a los empleados más trabajadores, de forma proporcionada, para ofrecerles entornos de trabajo idóneos, así como condiciones de empleo adecuadas, con el fin de aumentar su lealtad, minimizar las tasas de rotación y atraer a talentos prometedores.

Originalidad/valor

Este estudio empírico incorpora un constructo de GRH responsable con motivaciones extrínsecas e intrínsecas. Confirma que son antecedentes significativos del compromiso de la organización. A diferencia de investigaciones anteriores, esta contribución se centra en la psicología de los empleados, así como en los comportamientos organizativos estratégicos en un momento en el que las empresas turísticas están experimentando un aumento de la demanda de sus servicios, tras la pandemia del coronavirus (COVID-19). Asimismo, sensibiliza sobre los retos perennes de la industria a la hora de atraer y retener a los empleados.

Book part
Publication date: 21 November 2016

Woogul Lee

Many psychologists posit that intrinsic motivation generated by personal interest and spontaneous satisfactions is qualitatively different from extrinsic motivation generated by…

Abstract

Many psychologists posit that intrinsic motivation generated by personal interest and spontaneous satisfactions is qualitatively different from extrinsic motivation generated by external rewards. However, the contemporary neural understanding of human motivation has been developed almost exclusively based on the neural mechanisms of extrinsic motivation. In neuroscience studies on extrinsic motivation, striatum activity has been consistently observed as the core neural system related to human motivation. Recently, a few studies have started examining the neural system behind intrinsic motivation. Though these studies have found that striatum activity is crucial for the generation of intrinsic motivation, the unique neural basis of intrinsic motivation has not yet been fully identified. I suggest that insular cortex activity, known to be related to intrinsic enjoyment and satisfaction, is a unique neural component of intrinsic motivation. In this chapter, I addressed the theoretical background to and empirical evidence for this postulation.

Details

Recent Developments in Neuroscience Research on Human Motivation
Type: Book
ISBN: 978-1-78635-474-7

Keywords

Book part
Publication date: 6 February 2013

Mark J. Hager, Anthony Basiel, Michael Howarth and Tarek Zoubir

This chapter presents a case study of the ways the Phoebe pedagogic planner assists faculty to design and select e-learning technology because “it's not the technology, but the…

Abstract

This chapter presents a case study of the ways the Phoebe pedagogic planner assists faculty to design and select e-learning technology because “it's not the technology, but the [quality] of the educational experience that affects learning” (Seltz, 2010, p. 1). Faculty applied guidance from Phoebe to evaluate various interactive media options for undergraduate psychology courses to enhance student learning and engagement. The authors discuss the application of instructional technology in Introduction to Psychology, Cross-cultural Psychology, and Human Motivation and Emotion courses. These projects were prompted by earlier work (Hager & Clemmons, 2010) that explored collaboration to promote integration of technology in traditional courses. The new technologies include discussion forums; online simulations, cases and assessments; text-to-poll; and the Moodle learning management system (LMS). Current theories of e-learning are applied to analyze and critique these projects, concluding with recommendations for future research, practice, and faculty development to incorporate learning technologies. The authors demonstrate how learner-centered collaboration among faculty, researchers, and administrators can shape and improve student engagement and develop institutional cultures of e-learning.

Details

Increasing Student Engagement and Retention Using Classroom Technologies: Classroom Response Systems and Mediated Discourse Technologies
Type: Book
ISBN: 978-1-78190-512-8

Article
Publication date: 21 June 2011

Carolyn Stringer, Jeni Didham and Paul Theivananthampillai

This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a…

37591

Abstract

Purpose

This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay‐for‐performance plan for front‐line employees.

Design/methodology/approach

This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open‐ended questions and researcher interaction with employees and managers.

Findings

The results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear.

Research limitations/implications

The dominance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research is questioned. The research finds no support for “crowding out”, but rather finds some evidence of “crowding in” where intrinsic motivation is enhanced, to the detriment of extrinsic motivation.

Practical implications

The findings highlight that managers should enhance both intrinsic and extrinsic motivation, and pay employees well to increase job satisfaction.

Originality/value

Few studies examine incentives for front‐line employees, and there is evidence that minimum wage employees can have high intrinsic motivation. Perceptions of pay fairness can vary across motivation levels, age, and gender.

Details

Qualitative Research in Accounting & Management, vol. 8 no. 2
Type: Research Article
ISSN: 1176-6093

Keywords

Book part
Publication date: 21 November 2016

Jacqueline Gottlieb, Manuel Lopes and Pierre-Yves Oudeyer

Based on a synthesis of findings from psychology, neuroscience, and machine learning, we propose a unified theory of curiosity as a form of motivated cognition. Curiosity, we…

Abstract

Based on a synthesis of findings from psychology, neuroscience, and machine learning, we propose a unified theory of curiosity as a form of motivated cognition. Curiosity, we propose, is comprised of a family of mechanisms that range in complexity from simple heuristics based on novelty, salience, or surprise, to drives based on reward and uncertainty reduction and finally, to self-directed metacognitive processes. These mechanisms, we propose, have evolved to allow agents to discover useful regularities in the world – steering them toward niches of maximal learning progress and away from both random and highly familiar tasks. We emphasize that curiosity arises organically in conjunction with cognition and motivation, being generated by cognitive processes and in turn, motivating them. We hope that this view will spur the systematic study of curiosity as an integral aspect of cognition and decision making during development and adulthood.

Details

Recent Developments in Neuroscience Research on Human Motivation
Type: Book
ISBN: 978-1-78635-474-7

Keywords

Open Access
Article
Publication date: 29 June 2020

J. Lukas Thürmer, Maik Bieleke, Frank Wieber and Peter M. Gollwitzer

This study aims to take a dual-process perspective and argues that peer influence on increasing impulse buying may also operate automatically. If-then plans, which can automate…

7263

Abstract

Purpose

This study aims to take a dual-process perspective and argues that peer influence on increasing impulse buying may also operate automatically. If-then plans, which can automate action control, may, thus, help regulate peer influence. This research extends existing literature explicating the deliberate influence of social norms.

Design/methodology/approach

Study 1 (N = 120) obtained causal evidence that forming an implementation intention (i.e. an if-then plan designed to automate action control) reduces peer impact on impulse buying in a laboratory experiment with young adults (students) selecting food items. Study 2 (N = 686) obtained correlational evidence for the role of norms, automaticity and implementation intentions in impulse buying using a large sample of high-school adolescents working on a vignette about clothes-shopping.

Findings

If-then plans reduced impulse purchases in the laboratory (Study 1). Both reported deliberation on peer norms and the reported automaticity of shopping with peers predicted impulse buying but an implementation intention to be thriftily reduced these links (Study 2).

Research limitations/implications

This research highlights the role of automatic social processes in problematic consumer behaviour. Promising field studies and neuropsychological experiments are discussed.

Practical implications

Young consumers can gain control over automatic peer influence by using if-then plans, thereby reducing impulse buying.

Originality/value

This research helps understand new precursors of impulse buying in understudied European samples of young consumers.

Details

European Journal of Marketing, vol. 54 no. 9
Type: Research Article
ISSN: 0309-0566

Keywords

Article
Publication date: 4 October 2017

Ana Dubnjakovic

Using self-determination motivation theory as a theoretical framework, the purpose of this paper is to examine information seeking motivation at the domain level in higher…

1404

Abstract

Purpose

Using self-determination motivation theory as a theoretical framework, the purpose of this paper is to examine information seeking motivation at the domain level in higher education setting.

Design/methodology/approach

Confirmatory factor analysis was used to validate the Information Seeking Motivation Scale – College Version (ISMS – C).

Findings

ISMS – C was validated in the information seeking context. Consistent with self-determination theory (SDT), the results imply that students approach research tasks for both controlled and autonomous reasons.

Research limitations/implications

All constructs representing extrinsic and intrinsic motivation on a continuum were confirmed. However, amotivation proved difficult to define with the current sample. Additional studies need to be conducted in higher education setting in order to confirm its existence.

Practical implications

Given that the situational motivation is contingent on domain-level motivation, the ISMS – C scale can be helpful in promoting lasting intrinsic information seeking motivation at that level.

Originality/value

Consistent with the subjectivist orientation in information sciences which aims to account for cognitive and affective forces behind information need, ISMS constructed in the current study is one of the first measurement instruments to account for a spectrum of information seeking motivations at the domain level.

Article
Publication date: 1 January 2009

Bård Kuvaas

The purpose of this study was to test the relationship between intrinsic motivation and work performance among individuals from a broad cross‐section of job types among public…

6410

Abstract

Purpose

The purpose of this study was to test the relationship between intrinsic motivation and work performance among individuals from a broad cross‐section of job types among public employees with the objectives of contributing to self‐determination theory and assisting public management practice and research.

Design/methodology/approach

Respondents were drawn from three municipalities located in Norway. A questionnaire was distributed to 2,015 employees through a web‐based tool (Questback), which resulted in complete data from 779 workers, representing a response rate of approximately 39 per cent.

Findings

The findings suggest that the relationships between job autonomy and work performance and task interdependence and work performance are partly mediated by intrinsic motivation, while the relationship between supervisor support for autonomy, competence, and development and work performance is fully mediated by intrinsic motivation.

Research limitations/implications

The two most important limitations, which are discussed in more detail at the end of the paper, are the cross‐sectional nature of the study and the reliance on self‐reported questionnaire data.

Practical implications

The results support self‐determination theory and suggest that public and private sector managers should pay more attention to autonomy‐supportive work environments.

Originality/value

First, a recent review of self‐determination theory casts doubt on the performance implications of intrinsic motivation for less complex or interesting tasks. Thus, in order to increase our knowledge of the quality of self‐determination theory as a work motivation theory, empirical research that spans a broad cross‐section of jobs and functions in organisations is needed. Second, and despite the importance of motivation among public employees in an era of transformation to a more business‐oriented approach, there is little empirical research on public sector employee motivation.

Details

Employee Relations, vol. 31 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 3 July 2009

Philipp C. Wichardt

The purpose of this paper is to explore the question of how far costly transfers of economic benefits to others, often understood in economics as instances of (behavioural…

1895

Abstract

Purpose

The purpose of this paper is to explore the question of how far costly transfers of economic benefits to others, often understood in economics as instances of (behavioural) altruism, can be motivated by individual group status concerns, i.e. without the common reference to other‐regarding preferences.

Design/methodology/approach

Results from both economics and social psychology are reviewed and spliced together so as to obtain a more comprehensive picture of group status‐based aspects of behavioural altruism. A more formal argument is provided in order to highlight specific effects. Applications (e.g. migration and workforce motivation) are discussed to support the argument and to illustrate its practical relevance.

Findings

The reviewed literature indeed supports the argument that individuals care about the status of the groups they belong to and are willing to trade this against economic benefits. Accordingly, certain altruistic acts can be motivated by the individual's (selfish) concern for group status. However, the effect apparently depends on the degree of the individual's identification with the respective group which opens ways to influence its strength.

Practical implications

The argument may help policy makers, chief executive officers, and people in similar positions who have to design decision environments, i.e. institutions, in a way that motivates the eventual decision makers to transfer economic benefits (e.g. donations, taxes, effort, …) to the respective institution.

Originality/value

The paper adds to the discussion about the driving forces behind altruistic behaviour. In particular, it points out the potential importance of group status concerns in connection with aspects of social identity for individual decisions to transfer economic benefits to others. The relevance of the effect in view of the design of institutions is discussed.

Details

International Journal of Social Economics, vol. 36 no. 8
Type: Research Article
ISSN: 0306-8293

Keywords

Article
Publication date: 23 February 2010

Alice Lam and Jean‐Paul Lambermont‐Ford

Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This

13033

Abstract

Purpose

Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation‐based perspective to explore how organisations resolve the social dilemma of knowledge sharing.

Design/methodology/approach

The analysis builds on a three‐category taxonomy of motivation, adding “hedonic” motivation to the traditional dichotomy of “extrinsic” and “intrinsic” motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge‐intensive organisations: professional bureaucracy and operating adhocracy.

Findings

Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may “crowd out” other motivators.

Research limitations/implications

The cases reported were chosen from the existing literature and, although many were not designed specifically to address motivational issues, suggestive conclusions are drawn. Most of the cases were drawn from organisations rooted in the Anglo‐American context and thus care would be needed in generalising the findings to organisations in other contexts.

Originality/value

The paper represents the first attempt to apply a three‐category taxonomy of motivation to examine knowledge‐sharing behaviour in organisations. It highlights the interaction between the different motivators and provides a basis to integrate further the work of social psychologists and socio‐economists on incentives and motivation in the context of knowledge sharing.

Details

Journal of Knowledge Management, vol. 14 no. 1
Type: Research Article
ISSN: 1367-3270

Keywords

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