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1

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

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2

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

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3

Robertson, Ivan T. Motivation and job design: Theory, research and practice. London: Institute of Personnel Management, 1985.

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4

Huang, Fali. Employee screening: Theory and evidence. Cambridge, Mass: National Bureau of Economic Research, 2006.

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5

Chambel, Maria José. Self-determination theory in new work arrangements. Hauppauge, New York: Nova Science Publishers, Inc., 2015.

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6

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

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7

Change your day, not your life: A realistic guide to sustained motivation, more productivity and the art of working well. Hoboken, N.J: John Wiley & Sons Inc., 2014.

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8

Vincent, Miskell, ed. Motivation at work. Burr Ridge, Ill: Business One Irwin/Mirror Press, 1994.

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9

Vroom, Victor Harold. Work and motivation. San Francisco: Jossey-Bass Publishers, 1995.

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10

Motivation: Theory and research. 2nd ed. Belmont, Calif: Wadsworth Pub. Co., 1986.

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11

Lawler, Edward E. Motivation in work organizations. San Francisco: Jossey-Bass, 1994.

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12

Herzberg, Frederick. The motivation to work. 2nd ed. New York: Wiley, 1988.

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13

1920-, Mausner Bernard, and Snyderman Barbara Bloch, eds. The motivation to work. New Brunswick, N.J., U.S.A: Transaction Publishers, 1993.

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14

Steers, Richard M. Motivation and work behaviour. NewYork: McGraw-Hill Book Company, 1987.

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15

Motivation theory for teachers. Thousand Oaks, Calif: Corwin Press, 1995.

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16

Al-Hoorie, Ali H., and Peter D. MacIntyre, eds. Contemporary Language Motivation Theory. Bristol, Blue Ridge Summit: Multilingual Matters, 2019. http://dx.doi.org/10.21832/9781788925204.

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17

Al-Hoorie, Ali H., and Peter D. MacIntyre, eds. Contemporary Language Motivation Theory. Bristol, Blue Ridge Summit: Multilingual Matters, 2019. http://dx.doi.org/10.21832/9781788925211.

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18

Wallgren, Lars Göran. Motivation requested: Work motivation and the work environment of IT consultants. Gothenburg: University of Gothenburg, 2011.

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19

Petri, Herbert L. Motivation: Theory, research, and applications. 3rd ed. Belmont, Calif: Wadsworth Pub. Co., 1991.

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20

Pinder, Craig C. Work motivation in organizational behavior. 2nd ed. New York, NY: Psychology Press, 2008.

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21

Work motivation in organizational behavior. Upper Saddle River, N.J: Prentice Hall, 1998.

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22

Petri, Herbert L. Motivation: Theory, research, and applications. 4th ed. Pacific Grove: Brooks/Cole, 1996.

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23

Pinder, Craig C. Work motivation in organizational behavior. 2nd ed. New York: Psychology Press, 2008.

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24

M, Govern John, ed. Motivation: Theory, research and application. 6th ed. Belmont, CA: Wadsworth, Cengage Learning, 2013.

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25

M, Govern John, ed. Motivation: Theory, research, and applications. 5th ed. Australia ; Belmont, CA: Wadsworth/Thomson, 2004.

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26

Kanfer, Ruth. Work Motivation: Theory, Practice, and Future Directions. Oxford University Press, 2012. http://dx.doi.org/10.1093/oxfordhb/9780199928309.013.0014.

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27

Martin, Jeffrey J. Achievement Motivation Theory. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190638054.003.0017.

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There is a long history of research in sport psychology examining achievement motivation theory (AMT). This chapter traces the development of achievement motivation research in sport and then reviews AMT research in disability sport. Most of the research in sport and disability examines competitive orientation, which is the sport-specific version of achievement motivation. In particular, research based on Gill and colleagues’ work has used the Sport Orientation Questionnaire (SOQ), which enables researchers to assess competitiveness, goal orientation, and win orientation. Much of the research in disability sport has had modest goals of examining the three dimensions of the SOQ to determine if they differ in regard to able-bodied versus disability groups, acquired versus congenital disabilities, more versus less experienced athletes, and gender differences. Often researchers have found no or minimal differences and no practical ramifications. Researchers are urged to examine contemporary research questions that have grown out of work in this area, such as avoidant goals and the achievement motivation climate.
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28

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

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29

Chung, Ian. Motivation theory: A review of theories of motivation with special reference to motivation at work. Bradford, 1985.

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30

(Editor), Mike Smith, Ivan T. Robertson (Editor), and Dominic Cooper (Editor), eds. Motivation: Strategy, Theory and Practice. 2nd ed. Hyperion Books, 1992.

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31

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

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32

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

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33

Gagne, Marylene. Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. Oxford University Press, Incorporated, 2015.

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34

Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. Oxford University Press, Incorporated, 2014.

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35

Gagné, Marylène, ed. The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199794911.001.0001.

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36

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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37

Owen, Olly. Risk and Motivation in Police Work in Nigeria. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190676636.003.0010.

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This chapter accentuates police officers’ self-perception and sets it in relation with the organisational conditions in which officers work. With its focus on risk and motivation in the lives of police officers in Nigeria, this chapter argues that officers perceive risk, especially career risk, as a result of the everyday contingencies of their job including the hierarchy of their institution. The strategies they employ to deal with this risk, particularly evasion and dissembling, have palpable effects on the whole organisation, and ultimately on the character of the Nigerian state.
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38

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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39

Core, Andy. Change Your Day, Not Your Life: A Realistic Guide to Sustained Motivation, More Productivity and the Art of Working Well. Wiley & Sons, Incorporated, John, 2014.

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40

Core, Andy. Change Your Day, Not Your Life: A Realistic Guide to Sustained Motivation, More Productivity and the Art of Working Well. Wiley & Sons, Incorporated, John, 2014.

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41

Ryan, Richard M., ed. The Oxford Handbook of Human Motivation. Oxford University Press, 2019. http://dx.doi.org/10.1093/oxfordhb/9780190666453.001.0001.

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The Oxford Handbook of Human Motivation, Second Edition, addresses key advances made in the field since the previous edition, offering the latest insights from the top theorists and researchers of human motivation. The volume includes chapters on social learning theory, control theory, self-determination theory, terror management theory, and regulatory focus theory and also presents articles from leading scholars on phenomena such as ego depletion, choice, curiosity, flow, implicit motives, and personal interests. A special section dedicated to goal research highlights achievement goals, goal attainment, goal pursuit and unconscious goals, and the goal orientation process across adulthood. The volume sheds new light on the biological underpinnings of motivation, including chapters on neuropsychology and cardiovascular dynamics. This resource is also packed with practical research and guidance, with sections on relationships and applications in areas such as psychotherapy, education, physical activity, sport, and work. By providing reviews of the most advanced work by the very best scholars in this field, this volume represents an invaluable resource for both researchers and practitioners, as well as any student of human nature.
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42

Ryan, Richard M., ed. The Oxford Handbook of Human Motivation. Oxford University Press, 2012. http://dx.doi.org/10.1093/oxfordhb/9780195399820.001.0001.

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Motivation is that which moves us to action. Human motivation is thus a complex issue, as people are moved to action by both their evolved natures and by myriad familial, social, and cultural influences. The Oxford Handbook of Human Motivation aims to capture the current state-of-the-art in this fast developing field. The book includes theoretical overviews from some of the best-known thinkers in this area, including articles on Social Learning Theory, Control Theory, Self-determination Theory, Terror Management Theory, and the Promotion and Prevention perspective. Topical articles appear on phenomena such as ego-depletion, flow, curiosity, implicit motives, and personal interests. A section specifically highlights goal research, including chapters on goal regulation, achievement goals, the dynamics of choice, unconscious goals and process versus outcome focus. Still other articles focus on evolutionary and biological underpinnings of motivation, including articles on cardiovascular dynamics, mood, and neuropsychology. Finally, articles bring motivation down to earth in reviewing its impact within relationships, and in applied areas such as psychotherapy, work, education, sport, and physical activity.
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43

Martin, Jeffrey J. Achievement Goal Theory. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190638054.003.0018.

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Similar to achievement motivation theory (AMT), achievement goal theory (AGT) has a long history in sport psychology research. This chapter discusses the origins of AGT, followed by a review of AGT research in disability sport. AGT is based in how athletes define success, and most of the work in this area has been done with the Task and Ego Orientation in Sport Questionnaire (TEOSQ). Lots of disability sport research has involved researchers asking athletes to complete the TEOSQ and then differences in groups (e.g., disabled athletes versus able-bodied athletes) have been examined. In contrast to AMT research, climate scales paralleling the orientation scales have been developed, allowing researchers to investigate if task climates promote well-being. Most of the findings regarding both task and ego orientations and climates support what is known in able-bodied sport: both task orientations and climates are adaptive and positively linked to other positive psychological constructs and negatively linked to negative constructs. Researchers in disability sport should consider research on avoidant goals and states of goal involvement that result from both orientations and climates.
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44

du Toit, Fanie. When Political Transitions Work. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190881856.001.0001.

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Reconciliation emphasizes relationships as a crucial ingredient of political transition; this book argues for the importance of such a relational focus in crafting sustainable political transitions. Section I focuses on South Africa’s transition to democracy—how Mandela and De Klerk persuaded skeptical constituencies to commit to political reconciliation, how this proposal gained momentum, and how well the transition resulted in the goal of an inclusive and fair society. In developing a coherent theory of reconciliation to address questions such as these, I explain political reconciliation from three angles and thereby build a concept of reconciliation that corresponds largely with the South African experience. In Section II, these questions lead the discussion beyond South Africa into some of the prominent theoretical approaches to reconciliation in recent times. I develop typologies for three different reconciliation theories: forgiveness, agonism, and social restoration. I conclude in Section III that relationships created through political reconciliation, between leaders as well as between ordinary citizens, are illuminated when understood as an expression of a comprehensive “interdependence” that precedes any formal peace processes between enemies. I argue that linking reconciliation with the acknowledgment of interdependence emphasizes that there is no real alternative to reconciliation if the motivation is the long-term well-being of one’s own community. Without ensuring the conditions in which an enemy can flourish, one’s own community is unlikely to prosper sustainably. This theoretical approach locates the deepest motivation for reconciliation in choosing mutual well-being above the one-sided fight for exclusive survival at the other’s cost.
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45

Booij, Geert. Inheritance and motivation in Construction Morphology. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198712329.003.0002.

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The basic question to be addressed in this chapter is: what is the status of the notions ‘inheritance’ and ‘default inheritance’ in the theoretical framework of Construction Morphology (CM)? This framework, developed in Booij (2010), assumes a hierarchical lexicon with both abstract morphological schemas and stored complex words that instantiate these schemas. The lexicon of a language can be modelled in such a way that the abstract word formation schemas dominate their individual instantiations. Thus, the lexicon is partially conceived of as a hierarchical network in which lower nodes, the existing complex words, can be assumed to inherit information from dominating higher nodes. Advantages of a full-entry theory over an impoverished entry theory are outlined, and the chapter includes discussion of polysemy, allomorphy, and the class of items that fall between derivatives and compounds using ‘affixoids’.
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46

Daly, Ellen T. NURSE-FACULTY WORK MOTIVATION AND PUBLICATION PRODUCTIVITY IN RELATION TO CORE JOB CHARACTERISTICS, JOB SATISFACTION AND DEMOGRAPHIC VARIABLES (HACKMAN AND OLDHAM'S THEORY, DIAGNOSTIC SURVEY). 1986.

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47

Oyserman, Daphna. Pathways to Success Through Identity-Based Motivation. Oxford University Press, 2015. http://dx.doi.org/10.1093/oso/9780195341461.001.0001.

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Everyone can imagine their future self, even very young children, and this future self is usually positive and education-linked. To make progress toward an aspired future or away from a feared future requires people to plan and take action. Unfortunately, most people often start too late and commit minimal effort to ineffective strategies that lead their attention elsewhere. As a result, their high hopes and earnest resolutions often fall short. In Pathways to Success Through Identity-Based Motivation Daphna Oyserman focuses on situational constraints and affordances that trigger or impede taking action. Focusing on when the future-self matters and how to reduce the shortfall between the self that one aspires to become and the outcomes that one actually attains, Oyserman introduces the reader to the core theoretical framework of identity-based motivation (IBM) theory. IBM theory is the prediction that people prefer to act in identity-congruent ways but that the identity-to-behavior link is opaque for a number of reasons (the future feels far away, difficulty of working on goals is misinterpreted, and strategies for attaining goals do not feel identity-congruent). Oyserman's book goes on to also include the stakes and how the importance of education comes into play as it improves the lives of the individual, their family, and their society. The framework of IBM theory and how to achieve it is broken down into three parts: how to translate identity-based motivation into a practical intervention, an outline of the intervention, and empirical evidence that it works. In addition, the book also includes an implementation manual and fidelity measures for educators utilizing this book to intervene for the improvement of academic outcomes.
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48

Uwe, Kleinbeck, and Deutsche Forschungsgemeinschaft, eds. Work motivation. Hillsdale, N.J: L. Erlbaum Associates, 1990.

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49

Kleinbeck, Uwe, Henk Thierry, Hans Henning Quast, and Hartmut H. cker. Work Motivation. Taylor & Francis Group, 2016.

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50

Kleinbeck, Uwe. Work Motivation. Psychology Press, 2013. http://dx.doi.org/10.4324/9780203771815.

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