Work motivation: Theory and practice.

Katzell, Raymond A.; Thompson, Donna E.

doi:10.1037/0003-066x.45.2.144

Cited by 178 publications

(127 citation statements)

References 59 publications

(51 reference statements)

Supporting

Mentioning

109

Contrasting

Unclassified

Order By: Relevance

“…For example, Locke and Latham (1990) refer to focused attention and intensity (the two elements of engagement) as unmeasured attributes of motivated action and as reasons for why goal mechanisms are motivational. Other motivation theories provide explanations for how resources (i.e., attention) and intrinsic interest (i.e., absorption) can both be motivating (Katzell & Thompson, 1990). Thus, while attention and absorption are distinct components of engagement, they are both motivational mechanisms.…”

Section: Engagement As a Multi-dimensional Constructmentioning

confidence: 99%

Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles

Rothbard

2001

Administrative Science Quarterly

1,432

1,383

View full text Add to dashboard Cite

This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men.

show abstract

Section: Engagement As a Multi-dimensional Constructmentioning

confidence: 99%

Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles

Rothbard

2001

Administrative Science Quarterly

1,432

1,383

View full text Add to dashboard Cite

show abstract

“…Moreover, individuals will be highly motivated to exert effort if they believe that doing so will lead to greater career rewards (Vroom, 1964;Katzell and Thompson, 1990). Finally, the Hull-Spence theory in psychology provides evidence that stress and anxiety arising from threats in an adverse environment increase individual motivation and effort (Taylor and Spence 1952;Farber and Spence 1953;Spence and Farber 1953).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

“…When advancement is the only way to relocate, context acts as an implicit incentive; individuals sent to challenging contexts will be highly motivated to win promotions and will thus exert greater effort. Managers who face obstacles to completing their tasks tend to be motivated to try to change their situation when they have the autonomy to do so (McCauley et al, 1994; Bandura, 1986 Bandura, , 1997.Moreover, individuals will be highly motivated to exert effort if they believe that doing so will lead to greater career rewards (Vroom, 1964;Katzell and Thompson, 1990). Finally, the Hull-Spence theory in psychology provides evidence that stress and anxiety arising from threats in an adverse environment increase individual motivation and effort (Taylor and Spence 1952;Farber and Spence 1953;Spence and Farber 1953).…”

mentioning

confidence: 99%

Sink or Swim: The Role of Workplace Context in Shaping Career Advancement and Human-Capital Development

Chattopadhyay

Choudhury

2017

Organization Science

View full text Add to dashboard Cite

We develop and test predictions on how early-career challenges arising from the workplace context affect short-and long-term career advancement of individuals. Typically an organization's decision to deploy a manager to one of several possible contexts is endogenous to unobservable factors, and selection makes it challenging to disentangle the effect of workplace context on individual career advancement. We work around this problem by studying an organization, the Indian Administrative Services, which deploys entrylevel managers quasi-randomly across India. We find that managers deployed to more challenging contexts early in their careers experience faster career advancement in the short term. We present suggestive evidence that this is because challenging contexts provide managers more opportunities to develop skills ('crucible experiences'), and a greater motivation to relocate out of the challenging context. We also find that managers deployed to a challenging context early in their careers continue to experience faster advancement in the long term, suggesting that initial deployment to a challenging context is associated with human capital development. Managers initially deployed to more challenging contexts were not, however, more likely to break into the upper echelons of the organization Key words: context; location; workplace context, career advancement, performance; individuals; promotion; crucible experiences; motivation; internal mobility; human capital development; microfoundations.1 The authors thank Janet Bercovitz, Ethan Bernstein, Gina Dokko, David Kryscynski, Joseph Mahoney, Mario Schjiven, Deepak Somaya, Olav Sorenson, Michael Toffel, seminar audiences at Sumantra Ghoshal Conference, London Business School, The Wharton Business School and University of Washington at St. Louis, the editor and three anonymous reviewers for their comments, suggestions and advice on this paper, and Katie Moore for editorial help. 2Career advancement measured in terms of promotions, and human-capital development during employment, are important topics for both individuals and organizations (Coff 1997, Wang andBarney 2006). The path to career advancement affects future rewards for both individuals and organizations (Bidwell and Mollick 2015), and prior literature has shown that career experiences can shape and reveal human capital and affect career advancement of individuals (Campbell 2013, Dokko et al. 2009). The literature has also documented that early career experiences have a lasting effect on subsequent job performance via socialization, approaches to problem solving (Tilcsik 2014), and access to reputationbuilding opportunities (Briscoe and Kellogg 2011).Past work has studied how contextual features like resource munificence affect individuals, but much of this work has focused on the impact of economic and technological factors on individual performance (Tilcisk 2014). A relatively unexplored area is studying the impact of workplace challengeuncertainty and threats arising from the broader sociopolitical cont...

show abstract

“…They provided the rationale that since marriage increases the responsibility of one"s family, off-the-job commitment and loyalty (to one"s spouse and children) finds itself difficult to translate in on-the-job commitment and loyalty. Research has documented a spill over effect between what happens at work and home (Zedeck and Mosier, 1990) and that quality of one"s life, in general, can rub off on a person"s work life (Katzell & Thompson, 1990). …”

Section: Studies Related To Marital Status and Organizational Commitmentmentioning

confidence: 99%

Organizational Commitment of Para-Medical Staff with reference to Marital Status

Tikare¹

2016

IRAJMSS

View full text Add to dashboard Cite

<div>The commitment of Para-medical employees contributes significantly to the success of hospital organization. The present study attempts to analyze an organizational commitment marital status of Para-medical employees. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 219 Para-medical employees from 32 hospitals have responded. This study uses the well known instrument - ACN scale developed by Allen and Meyer (1997). The result indicated that there is no significant difference in total score of commitment, affective commitment, continuance commitment and normative commitment with reference to marital status. The reasons have been discussed subsequently. </div>

show abstract

Work motivation: Theory and practice.

Cited by 178 publications

References 59 publications

Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles

Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles

Sink or Swim: The Role of Workplace Context in Shaping Career Advancement and Human-Capital Development

Organizational Commitment of Para-Medical Staff with reference to Marital Status

Contact Info

Product

Resources

About