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Things to Do Today...: A Daily Diary Study on Task Completion at Work
"... Relatively little is known about how goals in complex jobs are translated into action and how they are completed in real life settings. This study addressed the question to what extent planned work may actually be completed on a daily basis. The completion of daily work goals was studied in a sample ..."
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Relatively little is known about how goals in complex jobs are translated into action and how they are completed in real life settings. This study addressed the question to what extent planned work may actually be completed on a daily basis. The completion of daily work goals was studied in a sample of 878 tasks identified by 29 R&D engineers with the help of a daily diary. Multilevel analysis was used to analyse the joint effect of task attributes, perceived job characteristics, and personality attributes on the completion of planned work goals. At the level of task attributes, we found that priority, urgency, and lower importance were related to task completion, and at the individual level, con-scientiousness, emotional stability, and time management training. Task completion was not related to task attractiveness, workload, job autonomy, planning, or perceived control of time. On connaît relativement peu de choses sur la manière dont les objectifs dans des tâches complexes sont traduites en action et sur la manière dont elles sont accomplies dans le cadre de la vie quotidienne. Cette étude a abordé la question de savoir dans quelle mesure les travaux prévus peuvent être effectivement achevés dans la vie quotidienne. Pour ce faire, un échantillon de 878 tâches a été identifié par 29 ingénieurs R&D à l’aide d’un journal quotidien. Une analyse multi niveau a été réalisée pour étudier l’effet conjoint des caractéristiques de la tâche et des caractéristiques de la personnalité sur l’accomplissement des
Impact of Job Autonomy on Organizational Commitment and Job Satisfaction: The Moderating Role of Organizational Culture
- in Fast Food Sector of Pakistan. International Journal of Business and Management
, 2013
"... This study inspected the effect of job autonomy on job satisfaction and organizational commitment with a moderating role of organizational culture in the fast food sector of Pakistan. A sample of 107 employees was considered for this study. Employees included waiters, managers, supervisors and floor ..."
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This study inspected the effect of job autonomy on job satisfaction and organizational commitment with a moderating role of organizational culture in the fast food sector of Pakistan. A sample of 107 employees was considered for this study. Employees included waiters, managers, supervisors and floor incharges of top fast food restaurants operating in Rawalpindi and Islamabad. Results showed that an increase in job autonomy results in an increased level of job satisfaction and organizational commitment and organizational culture moderates this relationship.
73 PUBLICATIONS 4,275 CITATIONS SEE PROFILE
, 2016
"... All in-text references underlined in blue are linked to publications on ResearchGate, letting you access and read them immediately. ..."
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All in-text references underlined in blue are linked to publications on ResearchGate, letting you access and read them immediately.
Towards an eclectic framework of external factors influencing work motivation Towards an eclectic framework of external factors influencing work motivation
"... Abstract in this conceptual article, both classic theories and recent research streams on work motivation are reviewed with the aim to identify external factors affecting the state of motivation, i.e. those factors that can be at least partly influenced by the management of an organization. Based o ..."
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Abstract in this conceptual article, both classic theories and recent research streams on work motivation are reviewed with the aim to identify external factors affecting the state of motivation, i.e. those factors that can be at least partly influenced by the management of an organization. Based on common themes emerging from various motivation theories, a framework including motivational factors on an individual level (challenge, autonomy, feedback, and rewards), on the level of the relationship between the individual and the group (contribution, fairness, support, and standing in the group), and on the level of the relationship between the group and society (contribution to society; fairness, support, and standing within society) is proposed, with the relative importance of those factors depending on an individual's expectations of them. The eclectic framework provides a basis for further comparative research on the relative impact of the various external influences on work motivation, and highlights the hitherto widely neglected influence of factors residing in the groupsociety relationship on the work motivation of group members.
ﻣﻌﺎﺻﺮ رواﻧﺸﻨﺎﺳﯽ واﺳﻄﻪ ﻧﻘﺶ ارزﯾﺎﺑﯽ، ﮐﺎﻧﻮن در ﻣﺪﯾﺮان ﻋﻤﻠﮑﺮد ﺑﯿﻦ راﺑﻄﻪ در ﻧﻘﺶ ﭘﻬﻨﺎي اي ﺗﻮاﻧﺎﯾﯽ و ﺷﻨﺎﺧﺘﯽ ﻫﺎي ﺧﻮدﭘﯿﺮوي ﺷﻐﻠﯽ ﻋﻤﻠﮑﺮد ﺑﺎ ﺷﻐﻞ در
"... Investigation the mediating role of "role breath" on the relationship between the managers`performance in assessment centers, their cognitive abilities and autonomy with job performance Psychology Abstract Job performance is optimal when worker skills fit with defined dimensions for job ..."
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Investigation the mediating role of "role breath" on the relationship between the managers`performance in assessment centers, their cognitive abilities and autonomy with job performance Psychology Abstract Job performance is optimal when worker skills fit with defined dimensions for job role. This is termed "role breadth". The present study investigated this fitness. Also the relationship between autonomy, cognitive ability and performance in assessment centers with job performance according to role breadth was investigated. The research sample consisted of 139 managers of Isfahan governmental and private organizations who were selected using convenience sampling. For measuring these variables, simulation exercises in an assessment center, expanded form of Professional and Managerial Position Questionnaire (PMPQ), General Aptitude Test Battery (GATB), Job Characteristics Inventory (JCI) and organizational performance evaluations were used. Findings indicated that autonomy, cognitive ability, performance in assessment center, and role breadth variables are predictors of job performance and role breadth is a mediator. According to findings, increasing in autonomy of managerial jobs and selecting of volunteers with high cognitive ability through assessment centers for managerial jobs to maximum performance is recommended.
Article in Journal of Organizational Behavior · January 2009 DOI: 10.1002/job.541 · Source: OAI CITATIONS
, 2016
"... Daily performance at work: Feeling recovered in the morning as a predictor of day-level job performance ..."
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Daily performance at work: Feeling recovered in the morning as a predictor of day-level job performance
Abstract
, 2006
"... The reader is reminded of the following: The references as well as the editorial style as prescribed by the Publication Manual (fifth edition) of the American Psychological Association (APA) were followed in this dissertation. This practice is in line with the policy of the Programme in Industrial P ..."
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The reader is reminded of the following: The references as well as the editorial style as prescribed by the Publication Manual (fifth edition) of the American Psychological Association (APA) were followed in this dissertation. This practice is in line with the policy of the Programme in Industrial Psychology of the North-West University to use APA style in all scientific documents as from January 1999. ACKNOWLEDGEMENTS To God Almighty, all the honour and praise for helping me complete this dissertation. Through prayer God hears more than we say and answers more than we ask. I would like to express my gratitude to the following key individuals and organisations for their contributions to this research: Dr Pienaar, my supervisor for his guidance, encouragement, time, effort and patience, and the statistical analysis. Kobus Koetze for editing this mini-dissertation. To the company the study was compiled in. Thank you for allowing me to conduct the
EFFECT OF JOB AUTONOMY, JOB SECURITY AND EMPLOYEE TRANNING ON PERCEIVED ORGANIZATION SUPPORT
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Survey of Relationship between Procrastination Behavior and Organizational-Based Self-Esteem of Academic Members in Islamic Azad University 7 th Zone
, 2013
"... ABSTRACT Within the last years, an additional form, "organizational-based self-esteem", has appeared in the literature. Organizational-based self-esteem reflects the degree to which employees self-perceive themselves as important, meaningful, effectual, and worthwhile within the organizat ..."
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ABSTRACT Within the last years, an additional form, "organizational-based self-esteem", has appeared in the literature. Organizational-based self-esteem reflects the degree to which employees self-perceive themselves as important, meaningful, effectual, and worthwhile within the organizational setting. Studies show that organizational-based self-esteem has the positive outcomes within organization. Therefore, to identification the factors that contribute to organizational-based self-esteem are necessary. One of them which have a negative effect is procrastination behavior. Procrastinators have low self confidence and self-esteem. Therefore, the aim of this research is study of relationship between procrastination behavior and organizational-based self-esteem of academic members in Islamic Azad University 7 th Zone. The statistical population in this research contains all academic members in Islamic Azad University 7 th Zone who are 1121, and the sample population is determined equal to 287. The tools which are used to collect data were two questionnaires: procrastinations behavior and organizational-based self-esteem, which their validity obtained 0.967 and 0.959, and their reliability obtained 0.939 and 0.901, respectively. The result shows that there is a reverse relationship between procrastinations behavior and organizational-based self-esteem. Also, there is a reverse relationship between fear of failure, aversiveness of task, difficulty making decisions, dependency, lack of assertion, risk-taking, and rebellion against control with organizational-based self-esteem. It can be concluded that organizational-based self-esteem plays a critical role in the motivation of human behaviors. Organizational policies, programs, and procedures that lead to the development of employee self-esteem in a healthy way will be very useful both for the organization and the individuals. Procrastination behavior is one of these programs. It is imperative for managers to identify the various causes and reasons for procrastination and plan to overcome them by disciplining themselves on how best to use time wisely, set priorities and perform their duties according to schedule so as to always meet deadlines. These could cause to promote organizational-based self-esteem. So, it is suggestion the managers have the mission to improve their employees' self-esteem in order to contribute to the achievement of organizational goals and as well as the personal goals of the members.
