Sources of Innovation, Autonomy, and Employee Job Satisfaction in Public Organizations

Demircioğlu, Mehmet Akif

doi:10.1080/15309576.2020.1820350

Cited by 44 publications

(39 citation statements)

References 102 publications

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“…A meta-analytic review [43] of almost 100 studies examining the antecedents and consequences of basic need satisfaction at work provides interesting and new contributions and challenges to the SDT literature. Through the lens of SDT in [44] the Authors tested the mediating effect of autonomy, how internal sources of innovations (i.e. emanating from an agency's senior leadership/employee workgroups) affect employees' job satisfaction.…”

Section: Plos Onementioning

confidence: 99%

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Relationships between work ethic and motivation to work from the point of view of the self-determination theory

2021

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Most studies on motivation to work concentrate on its environmental and situational antecedents. Individual values are not the point of interest of empirical analyses. The aim of the research described in the paper was to seek possible relationships between work ethic and motivation to work. A hypothesis was put forward that work ethic, in the classical Weberian approach, is connected with motivation to work, from the point of view of Ryan’s and Deci’s self-determination theory. The study on a sample of 405 Polish employees was conducted with use of the Polish version of Multidimensional Work Ethic Profile MWEP-PL and Work Extrinsic and Intrinsic Motivation Scale, in the Polish adaptation WEIMS-PL. The Canonical Correlation Analysis was used to assess the simultaneous interrelationships between two sets of the variables measured. The results show that selected dimensions of work ethic, such as centrality of work, valuing hard work, perceiving work as an obligation, anti-leisure sentiment and delay of gratification are positively related to autonomous dimensions of motivation: intrinsic motivation, integration and identification, and non-autonomous introjection. Attributing a high value to hard work, including the conviction that it leads to success, aversion to wasting time and self-reliance correlate positively with taking up work for extrinsic rewards and with the desire to acquire a positive opinion about oneself as well as gain approval and recognition from others. Work ethic is connected on the one hand with autonomous motivation, including in particular intrinsic motivation, and on the other hand with extrinsic motivation, with the striving for success, which is the result of work. After empirical verification the findings could become a base for training programs and shape the way of influencing people’s motivation, morale, attitude towards work and job satisfaction. They can result in the way employees are managed and selected for different tasks.

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Section: Plos Onementioning

confidence: 99%

“…Thus, if both work ethics and intrinsic motivation are associated with job satisfaction and innovation [21,25,44], it can be assumed that the work ethic and motivation also show significant relationships. The important question is which components of ethics are most strongly associated with intrinsic motivation and which are weaker.…”

Section: Plos Onementioning

confidence: 99%

Relationships between work ethic and motivation to work from the point of view of the self-determination theory

2021

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“…Creating freedom and autonomy for employees facilitates innovative behaviours (Demircioglu, 2021;Sönmez & Yıldırım, 2019).…”

Section: Backg Rou N Dmentioning

confidence: 99%

“…Creating freedom and autonomy for employees facilitates innovative behaviours (Demircioglu, 2021 ; Sönmez & Yıldırım, 2019 ). Therefore, when organisations want to increase nursing staff's innovative behaviours, they need to increase job control (Yan et al., 2020 ).…”

Section: Introductionmentioning

confidence: 99%

High‐involvement HRM and innovative behaviour: The mediating roles of nursing staff's autonomy and affective commitment

Renkema

Leede

Zyl

2021

J Nursing Management

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“…In the second step, SEM was conducted to test the theoretical relationship and estimate the paths' strength between constructs simultaneously. Because indicators measure underlying latent constructs, SEM can be used to correct the measurement error [55,57]. In model comparison, SEM reports fit indices, which can be used as a criterion to select the best-fitted model.…”

Section: Structural Modelmentioning

confidence: 99%

Effect of Cross-Departmental Collaboration on Performance: Evidence from the Federal Highway Administration

2021

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Cross-departmental collaboration, one of the most salient administrative reforms, has been promoted to resolve cross-jurisdictional administration issues over the previous three decades. Nearly all previous empirical studies have examined the direct impact of cross-departmental collaboration on organizational performance without accounting for the indirect effects of managerial practices. Using data from the Federal Highway Administration, this study develops an integrated structural equation modeling and Bayesian network model used to examine both direct and indirect impacts of cross-departmental collaboration on organizational performance. The structural model indicates that cross-departmental collaboration has a direct effect on organizational performance and indirect effects through its influence on resource acquisition and knowledge creation. The scenario-based simulation suggests the optimal integration of managerial actions to improve agency performance, which is achieved by encouraging cross-departmental collaboration and supporting the knowledge creation process. Finally, implications are provided to present practical managerial actions from the Federal Highway Administration as an exemplar for other highway agencies.

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Sources of Innovation, Autonomy, and Employee Job Satisfaction in Public Organizations

Cited by 44 publications

References 102 publications

Relationships between work ethic and motivation to work from the point of view of the self-determination theory

Relationships between work ethic and motivation to work from the point of view of the self-determination theory

High‐involvement HRM and innovative behaviour: The mediating roles of nursing staff's autonomy and affective commitment

Effect of Cross-Departmental Collaboration on Performance: Evidence from the Federal Highway Administration

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