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Books on the topic 'Employee motivation – Research'

Author: Grafiati
Published: 4 June 2021
Last updated: 10 February 2022

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1

Work motivation: History, theory, research, and practice. Thousand Oaks, Calif: Sage Publications, 2007.

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2

DuBrin, Andrew J. Leadership: Research findings, practice, and skills. 6th ed. Mason, OH: South-Western/Cengage, 2010.

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3

Leadership: Research findings, practice, and skills. 7th ed. Australia: South-Western Pub, 2013.

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4

Work motivation: History, theory, research, and practice. 2nd ed. Thousand Oaks: SAGE, 2012.

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5

Jean, Allen Natalie, ed. Commitment in the workplace: Theory, research, and application. Thousand Oaks, Calif: Sage Publications, 1997.

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6

Employee engagement and communication research: Measurement, strategy, and action. Philadelphia, PA: Kogan Page, 2012.

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7

DuBrin, Andrew J. Leadership: Research findings, practice, and skills. 2nd ed. Boston: Houghton Mifflin, 1998.

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8

Leadership: Research findings, practice, and skills. 3rd ed. Boston: Houghton Mifflin, 2001.

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9

Leadership: Research findings, practice, and skills. Boston, MA: Houghton Mifflin, 1995.

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10

Achieving high performance: A research-based practical approach. Amherst, Mass: HRD Press, 2006.

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11

Motivation and Performance: A Research-Based Guide to Motivating a Diverse Workforce. Kogan Page, Limited, 2017.

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12

Leadership: Research Findings, Practice, and Skills. Houghton Mifflin Company, 2003.

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13

Dubrin, Andrew J. Leadership: Research Findings, Practice And Skills. Houghton Mifflin Company, 2006.

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14

Latham, Gary P. Work Motivation: History, Theory, Research, and Practice (Foundations for Organizational Science). Sage Publications, Inc, 2006.

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15

Latham, Gary P. Work Motivation: History, Theory, Research, and Practice (Foundations for Organizational Science). Sage Publications, Inc, 2006.

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16

Understanding Employee Engagement: Theory, Research, and Practice. Taylor & Francis Group, 2014.

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17

Byrne, Zinta. Understanding Employee Engagement: Theory, Research, and Practice. Taylor & Francis Group, 2014.

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18

Leadership: Research Findings, Practice, and Skills. Cengage Learning, 2018.

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19

Leadership: Research Findings, Practice, and Skills. Cengage Learning, 2015.

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20

Conrad, P. Involvement Research: Motivation and Identificati (Mensch und Organisation). Walter de Gruyter & Co, 1988.

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21

DuBrin, Andrew J. Leadership: Research Findings, Practice, and Skills, Loose-leaf Version. South-Western College Pub, 2015.

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22

Reward Management: A Critical Text (Routledge Research in Employment Relations). 2nd ed. Routledge, 2008.

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23

DuBrin, Andrew J. Leadership: Research Findings Practice and Skills. Houghton Mifflin (T), 1994.

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24

Muson, Howard. Valuing Experience: How to Motivate and Retain Mature Workers (Research report / The Conference Board). Conference Board, 2003.

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25

London, Manuel, and James W. Smither. Performance Management: Putting Research into Action. Center for Creative Leadership, 2009.

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26

W, Smither James, and London Manuel, eds. Performance management: Putting research into action. San Francisco: Wiley, 2009.

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27

London, Manuel, and James W. Smither. Performance Management: Putting Research into Action. Center for Creative Leadership, 2009.

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28

London, Manuel, and James W. Smither. Performance Management: Putting Research into Action. Center for Creative Leadership, 2009.

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29

B, Bakker Arnold, and Leiter Michael P, eds. Work engagement: A handbook of essential theory and research. New York: Psychology Press, 2010.

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30

Luechauer, David Lawrence. The self-monitoring construct: A research perspective on the performance of real estate salespeople. 1986.

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31

Luechauer, David Lawrence. The self-monitoring construct: A research perspective on the performance of real estate salespeople. 1986.

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32

Rengo Sogo Seikatsu Kaihatsu Kenkyujo (Corporate Author) and Toshiaki Tachibanaki (Editor), eds. Who Runs Japanese Business?: Management and Motivation in the Firm (In Association with the Research Institute for Advancement for Living Standards (RIALS)). Edward Elgar Publishing, 1998.

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33

Cranfield Research Report Creating a Resilient Workforce (FT Management Briefings). Financial Times Prentice Hall, 2001.

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34

Kermally, Sultan. Gurus on Managing People. Thorogood, 2004.

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35

Vallerand, Robert J., and Nathalie Houlfort. Passion for Work: Theory, Reseach, and Applications. Oxford University Press, Incorporated, 2019.

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36

Minbashian, Amirali. Within-Person Variability in Performance. Edited by David G. Collings, Kamel Mellahi, and Wayne F. Cascio. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780198758273.013.27.

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Understanding individual performance at work is an important element in developing effective talent-management systems. Although research on individual performance has largely addressed between-person differences in performance, more recently, focus has been on within-person variability in performance. This chapter reviews the literature on within-person variability. A model of individual performance is presented that incorporates short-term and long-term within-person performance variability and individual differences. The benefits of the model as a framework for explaining individual performance are outlined, as are its implications for the conceptualization of talent and the development of talent-management systems. Specific talent-management practices with respect to employee assessment and employee motivation are discussed.
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37

Erez, Miriam. From Local to Cross-Cultural to Global Work Motivation and Innovation. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190879228.003.0005.

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This chapter examines three phases of a programmatic research on work motivation. Phase one focuses on research on work motivation prior to considering the effect of culture on work motivation. This research identifies two boundary conditions of the goal-setting theory of motivation—knowledge of results, and goal commitment—two necessary conditions for goals to affect performance. It continues to examine the effect of participation in goal setting on goal acceptance and its consequent performance and discovers cross-cultural differences in the effect of participation on goal acceptance and performance. This has opened up phase two, which focuses on cross-cultural differences and similarities in work motivation. Phase three has paralleled the change toward a global, culturally diverse and geographically dispersed work context. This context stimulates new research questions and research paradigms that have specifically focused on understanding how to motivate employees’ behaviors in the global context and enhance their sense of belongingness to their multicultural teams.
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38

Siebert, Scott E., and David S. DeGeest. The Five Factor Model of Personality in Business and Industry. Edited by Thomas A. Widiger. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199352487.013.1.

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Personality traits have played a central role in industrial/organizational psychology, human resource management, and organizational behavior, the key fields in the application of psychology to business and industry. In the early years, excessive optimism led scholars to unrealistic expectations about the value of personality traits at work. This was followed by a period of profound pessimism regarding the value of personality as an explanatory variable when the unrealistic expectations were inevitably disappointed. More recently, advances in theory and methodology have led scholars to re-examine the role of personality with more realistic expectations. The Five Factor Model (FFM) has predominated as an integrative personality structure for conceptualizing and researching the relationship of personality to workplace outcomes. Five specific domains of research are considered herein: personnel selection; employee motivation, attitudes, and behavior; leadership; teams; and entrepreneurship. The chapter ends with open questions for future research in this domain.
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39

Gomes, William A. Neuroimaging of Epilepsy. Oxford University Press, 2017. http://dx.doi.org/10.1093/med/9780199937837.003.0045.

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Neuroimaging is essential for clinical care and basic research in epilepsy. MRI is the primary tool, but adjunctive techniques are commonly employed including MRS, PET, SPECT, and MEG. These techniques facilitate localization and characterization of seizure foci prior to epilepsy surgery, and also allow preoperative assessment of risk to eloquent brain regions. Evaluation of patients with MRI-negative epilepsy remains a major clinical challenge and motivation for contemporary research.
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40

Ridge, Natasha, Soha Shami, and Susan Kippels. Arab Migrant Teachers in the United Arab Emirates and Qatar. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190608873.003.0003.

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Globally, studies on migrant teachers have tended to focus on Africa and Asia, while the topic of teacher migration in the Middle East in general, and in the Gulf in particular, has not been examined before. This study examines the status of Arab migrant teachers through both an educational and institutional lens. The research employs a mixed-methods comparative approach to investigate contractual agreements, employment experiences, and social integration of Arab teachers in Qatar and the UAE. The results of the study are consistent with literature on the economic motivation behind migration. Arab migrant teachers come to the Gulf largely in order to make money and, in turn, to be able to provide for their families. In addition to examining the motivations for migration, the study also found that the majority of Arab migrant teachers come to the Gulf with the intention of living and working for significant periods of time. Examining issues such as how the uncertain employment conditions for expatriate Arab teachers manifest in their commitment to teaching, the chapter concludes by providing policy recommendations for improving the conditions and output of Arab migrant teachers in the UAE and Qatar.
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41

Truxillo, Donald M., David M. Cadiz, and Jennifer R. Rineer. The Aging Workforce. Edited by Michael A. Hitt, Susan E. Jackson, Salvador Carmona, Leonard Bierman, Christina E. Shalley, and Douglas Michael Wright. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780190650230.013.004.

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This article examines the implications of an aging workforce for human resource management (HRM). It first looks at research and theories relevant to understanding age-related changes at work, including lifespan development theories, changes in work outcomes such as motivation and performance, and the social context for age (e.g., age stereotyping). It then considers the ways that organizations can keep their employees-including those who are aging-satisfied, engaged, productive, and healthy in their jobs in terms of traditional HR practices like recruitment and selection, training, career development, and occupational safety and health. Finally, it offers suggestions on how HRM can take age differences into account and identifies a number of areas for future research.
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42

Sotnyk, M. Power supply for educational institutions: efficiency and alternatives. Accent Graphics Communications & Publishing, 2020. http://dx.doi.org/10.29013/msotnyk.pseiea.2020.146.

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Proposed methodological approaches to modeling short-term forecasting and long-term planning of electrical consumption in educational institutions based on retrospective data. A logic-structural model and software of the circuit “object of monitoring of electric consumption — factors of influence — regulatory tools” of an automated system for controlling the efficiency of energy consumption in educational institutions have been developed. There are given practical recommendations of feasibility study of introduction of alternative power supply sources in educational institutions, in particular: solar generation, heat pumps, autonomous energy sources, etc. Proposed scientific and methodological approaches to the introduction of an organizational and economic mechanism for managing the development of renewable energy in educational institutions and a motivation system for employees of the energy management service. The monograph is a generalization of scientific research conducted by employees of Sumy State University during the state budget research work “Model of an efficiency management and forecasting system for the consumption of electric energy” (State Registration No. 0118U003583). The monograph is intended for researchers and specialists in the implementation of energy management systems
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43

Dewar, Jacqueline M. Evidence: From Interviews, Focus Groups, and Think-Alouds. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198821212.003.0007.

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Chapter 6 gives detailed instructions for gathering evidence through focus groups, interviews, and think-alouds. When seeking to answer questions about science, technology, engineering, or mathematics (STEM) student thinking, motivation, attitudes, or underlying reasons for certain behaviors, a scholarship of teaching and learning (SoTL) investigator should consider using one or more of these methods even though they may be unfamiliar. Numerous examples are given of studies of student learning in science, engineering, and mathematics that employed these methods. The investigator is advised to select a method that is appropriate for the type of research question—What works? What is? What could be? The chapter closes with a discussion of the key role that student voices play in SoTL, including the positive outcomes resulting from several projects that engaged students as co-investigators or provided undergraduate research experience in pedagogical research.
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44

Hubbard, Nancy. Current Trends in Successful International M&As. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780190269999.003.0022.

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The worldwide landscape of merger and acquisition (M&A) activity has changed dramatically in the past decade. Acquirers, acquisition trends, and the strategies behind those transactions now differ dramatically. Acquisition success rates also appear to be different, with recent research indicating that international acquisitions are more successful than they were previously. Successful acquiring is a complicated combination of melding systems and employees in an environment of cultural contrasts. Successful acquisitions on an international level require financial rigor and discipline combined with an understanding of human behavior and motivation. This chapter examines both the changing trends and the key success factors for M&As in terms of financial inputs and behavioral elements to better understand the complex M&A process and indicators for future success.
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45

Misra, Girishwar, ed. Psychology: Volume 3. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780199498864.001.0001.

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This survey of research on psychology in five volumes is a part of a series undertaken by the ICSSR since 1969, which covers various disciplines under social science. Volume Three of the survey, Psychology of Organizations, focusses on some of the important facets of organizational behaviour. Research in the work setting has observed that factors like family responsibilities, non-work events, and employment-related legislation also influence work behaviour. Today, technology is increasingly playing greater role in organizational settings and workplaces are becoming more and more diverse in their social compositions. In addition, work is increasingly being accomplished by teams rather than by single individuals. The performance in work settings is not determined by the mental and physical abilities but by other attributes such as personality, interpersonal skills, and emotional intelligence. Work is also becoming complex, as people who participate in the activities at workplace often interact in complex ways. In this scenario, worker motivation is becoming a key challenge as it influences organizational performance. This volume examines issues of motivation, performance, and leadership in Indian organizations, along with consumer concerns in India. It explicates the dynamics of organizational performance and analyses the impact of employees’ negative attitude, affect, and behaviour in the corporate setting. The contributors also study moral and ethical dimensions of the corporate life and look at the way consumption practices have evolved in contemporary India. This volume also presents a model of ethical leadership based on Guna theory and principle of Karma appropriate for Indian setting. It explores the potential of inspirational meta value for revamping the corporate functioning and overcoming corruption and other malpractices.
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46

McIntire, Annie Sue Norville. JOB SATISFACTION AMONG REGISTERED NURSES EMPLOYED IN HOSPITALS IN THE RESEARCH TRIANGLE AREA OF NORTH CAROLINA (HERZBERG, MOTIVATOR-HYGIENE FACTORS, BRAYFIELD AND ROTHE INDEX, ROTTER'S I-E SCALE, DEMOGRAPHIC PROFILE). 1985.

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47

Kropf, Nancy, and Sherry Cummings. Evidence-Based Treatment and Practice with Older Adults. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780190214623.001.0001.

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Evidence Based Treatment with Older Adults: Theory, Practice, and Research provides a detailed examination of five research-supported psychosocial interventions for use with older adults: cognitive behavioral therapy, problem-solving therapy, motivational interviewing, psychoeducational and social support approaches, and life review/reminiscence. Taken together, these interventions address the diversity of mental health conditions and late-life challenges that older adults’ experience. Complementary chapters provide comprehensive treatment and research information for each intervention. In the first chapter for each treatment, theoretical concepts undergirding the intervention are explained and the specific skills and techniques employed are clearly described. Adaptations for use of each intervention with older adults are highlighted. Vignettes demonstrate the application of particular intervention strategies with older clients, while case studies provide a comprehensive presentation of the intervention. In a second chapter on the intervention, the research base supporting the use of the specific approach with older adults is reviewed and analyzed. In addition, the distinct issues, such as depression, anxiety, substance abuse/misuse, behavioral health challenges, and insomnia, for which evidence exists are highlighted. Research support for application of the interventions in community-based, acute care, and long-term care settings and in individual and group formats is discussed. Implementation issues encountered in therapeutic work with older adults are described, as are accommodations to enhance treatment efficacy. Finally, a chapter on future directions in geriatric interventions provides an overview of emerging therapies that hold promise for the treatment of older adult mental health. In sum, this book provides a comprehensive overview of research-supported psychosocial interventions for older adults and their care providers.
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