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The tournament literature has typically traced employees' competitive actions to characteristics of individual-level career tournaments. Yet, such individual-level tournaments usually transcend firms that themselves compete in a firm-level tournament. We study the cross-level implications of a firm-level tournament for the competitive actions that constituent employees undertake against other individuals internal and external to their firm. We propose a theory of individual reputational incentives, which predicts that a firm's competitive threats decrease its employees' internal competitive actions yet increase their external competitive actions, while a firm's competitive opportunities increase employees' internal and external competitive actions. The theory also predicts that these effects are largest when a firm faces potential unexpected losses or gains in its standing, such as when the firm experiences competitive threats from resource-disadvantaged firms, or competitive opportunities against resource-advantaged firms. In panel data on the population of motorcycle riders competing in MotoGP from 2004 to 2020, we examine these hypotheses using overtakes to measure riders' internal and external competitive actions. Our findings reveal how riders adjust their internal and external overtakes based on their team's competitive threats and opportunities, and on the relative resource endowments of the teams supplying such threats or opportunities. [ABSTRACT FROM AUTHOR]

We are gratified by the response to our 2013 article introducing the theory of purposeful work behavior (TPWB; Barrick, Mount & Li, 2013). This reflective essay expands the TPWB by incorporating recent research on personal attributes and workplace characteristics that motivate purposeful goal striving. We clarify that personality traits, career interests, and personal values represent key internal motivational forces, while job design, leadership styles, and organizational culture reflect critical external motivational forces jointly influencing purposeful goal strivings. A central revision specifies whether personal attributes and workplace characteristics interact in a substitutive or synergistic pattern, depending on whether the purposeful striving is self-driven (achievement, status) or other-driven (communion, autonomy). We describe how experienced meaningfulness uniquely manifests across the four motivational pathways, leading to differentiable attitudinal and behavioral outcomes. Additionally, we recognize feedback processes whereby goal progress reinforces future purposeful striving and experienced meaningfulness. The updated TPWB explains how personal and workplace motivational forces can attenuate each other's effects or act as substitutes in driving purposeful goal pursuit. It also accounts for situations where these forces interact synergistically, amplifying purposeful goal striving. In turn, this energizes purposeful work behavior through experienced meaningfulness, enabling individuals to "do well" behaviorally and "feel well" attitudinally. [ABSTRACT FROM AUTHOR]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Although failures and other experiences can capture attention and motivate organizations to learn and improve, this knowledge is not always retained over time, leaving some organizations dangerously prone to repeat the same mistakes repeatedly. We adapt theory on the attention-based view—and specifically on attentional engagement and vigilance—to shed new light on this process. While prior research has examined how competing events may draw attention away, our theory leads us to consider the circumstances that will motivate employees to maintain attention on learning from failure that has already occurred. Our framework examines the conditions that preserve attention to past failures by increasing the perception that related issues exist elsewhere, serving as continuing reminders of or cues about the failure when attention begins to drift away. We find support for related hypotheses involving a failure's complexity, the firm's culpability, and the ongoing use of routines related to those involved in the failure. Our findings contribute to the attention-based view by developing theory about attentional engagement and vigilance and by emphasizing the conditions that can keep attention focused on, rather drawn away from, past failure. We also contribute to efforts to examine knowledge depreciation and forgetting in more depth in organizational learning theory. [ABSTRACT FROM AUTHOR]

While kinesiology scholars have focused on how future faculty members are socialized, recruited into, and prepared for academia, limited attention has been given to the apprenticeship of observation for faculty roles when college students first develop impressions and initial understandings of faculty work. This qualitative study aimed to understand undergraduate kinesiology students' perceptions and beliefs about faculty roles and careers in higher education. Data were collected from 58 undergraduate kinesiology students at a large doctoral-granting institution in the Midwest region of the U.S. The findings were communicated through three themes: (a) incomplete understanding of faculty work limits motivation to pursue faculty careers; (b) positive associations but distal relationships with faculty through coursework; and (c) research involvement fosters an understanding of research process and faculty work. This study has implications not only for the recruitment and socialization of future faculty, but also for building public trust in kinesiology and higher education. [ABSTRACT FROM AUTHOR]

Despite their prevalence, diversity initiatives do not necessarily motivate employees to facilitate diversity goals. We advance understanding of diversity rhetoric—defined as how leaders talk about diversity and its effects—as a tool for motivating employees to foster diversity and inclusion. Prior work has investigated rhetoric that emphasizes diversity in organizations is necessarily beneficial (value-in-diversity rhetoric), which is puzzling given the reality that diversity can have positive or negative consequences. We introduce the construct of contingent-diversity rhetoric, which emphasizes that diversity is beneficial if its challenges are overcome, and thus captures the reality of diversity's effects. Drawing from the psychology of the self, we theorize that leaders use contingent-diversity rhetoric less commonly than value-in-diversity rhetoric, due to fear of appearing prejudiced. Drawing from the psychology of employee motivation, we theorize that contingent-diversity rhetoric results in more diversity effort among employees than value-in-diversity rhetoric does because contingent rhetoric increases perceptions that diversity goals are difficult to achieve. Four multimethod studies support the proposed descriptive–prescriptive paradox: contingent-diversity rhetoric is descriptively less common, but prescriptively more effective, than value-in-diversity rhetoric. Our research advances theory on fostering diversity and inclusion in organizations and suggests that leaders can increase employees' diversity effort by changing the way they talk about diversity. [ABSTRACT FROM AUTHOR]

Diversity training is situated in a cultural context characterized by sociopolitical polarization, complex and fluid social identities, social movements, and debates over its appropriateness. Yet, we lack theories on the drivers of diversity learning and transfer that consider both unique workforce composition characteristics and contextual changes. Diversity training researchers have focused primarily on static aspects of training design and content while largely ignoring the role of the learner. Because these oversights have fueled persistent questions about the effectiveness of diversity training, we offer a learner-centric, process-based model of diversity training that acknowledges the broader context in which it is situated and its influence on trainee motivation, learning, and transfer. We consider the interplay among the design factors, learning context, and learner characteristics in the pre-training, training, and post-training environments, and explore the self-regulatory mechanisms through which trainees can guide their learning. We close by discussing how our process model of diversity training changes our understanding of past research and redirects future research, and we apply the model to several prototypical diversity learner personas to demonstrate how it can be used in practice to personalize diversity training and address barriers to its effectiveness. [ABSTRACT FROM AUTHOR]

Despite their prevalence, workplace diversity and inclusion (D&I) practices continue to produce inconsistent effects on employee attitudes and behaviors. This shines a light on the need for evidence‐based approaches in understanding how employees enact D&I goals. Drawing on self‐determination theory, we argue that employee D&I motivation is an untapped pathway for understanding how inclusion‐supportive employee outcomes (i.e., more inclusion and less exclusion) emerge. In addition, we leverage attribution theory to inform when employee motivation can be shaped, demonstrating that employee attributions of the intentions behind their organization's D&I practices play an important role in shaping their subsequent D&I motivation. Across two studies, latent profile analysis identified five distinct profiles of D&I motivation, which were differentially related to inclusion and exclusion (Study 1) and predicted by D&I attributions (Studies 1 and 2). Combined, these findings highlight the importance of understanding employee motivations and attributions within the context of D&I. Such knowledge can inform how employees enact inclusion goals, which has the potential to help organizations realize the desired benefits of diversity. [ABSTRACT FROM AUTHOR]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The scientific article analyzes in detail the theoretical foundations of social protection of public service workers, which is a key element of ensuring the efficiency and stability of public administration. The author presents a wide range of approaches of scientists regarding the interpretation of the content of social protection and public service, which allows us to identify the main conceptual approaches and their evolution in the scientific literature. A comprehensive study of the constituent elements that determine the specifics of social protection of public service workers was conducted. In particular, such aspects as legal guarantees, material support, ensuring health and safety at the workplace, social insurance, pensions, professional development and other forms of support provided to public service employees to ensure their well-being and effective performance of official duties were considered. The author made a general theoretical characterization of the essence of this legal category, which includes an analysis of its structural elements and their interrelationship. The constituent elements of the essence of social protection of public service workers are disclosed and characterized. An analysis of the legislative acts that guarantee the protection of the rights of public service workers, including their right to fair wages, decent working conditions and social benefits, has been carried out. Mechanisms of material assistance, including wages, bonuses, additional payments and other types of financial support, were studied. An analysis of the social insurance system, which provides medical assistance, insurance in case of illness, accident or disability, was carried out. In addition to theoretical analysis, the article contains practical recommendations for improving the system of social protection of public service employees in the context of modern challenges and reforms taking place in public administration. The importance of creating an effective social protection system for increasing the motivation and productivity of employees, which, in turn, contributes to the general improvement of the functioning of the state apparatus, is highlighted. The scientific article provides a comprehensive analysis of social protection of public service workers, combining theoretical approaches and practical recommendations, which makes it an important contribution to the development of legal scienc e and practice in this area. [ABSTRACT FROM AUTHOR]

This study examined workplace inclusivity experiences of lesbian, gay, bisexual, transgender, and others (LGBT) using the Self-affirmation Theory, Workplace Belongingness, and Motivation. With Interpretative Phenomenological Analysis, LGBT from diverse industries in Batangas were questioned utilizing a semi-structured interview. This study aimed to explore the inclusivity experience of LGBT members in their workplace and proposed comprehensive activities that can help promote an inclusive workplace effectively. To do this, the researcher examined the responses of the LGBT members. It was found that Self-affirmation Attributes; Conditional Positive Self-View; Self-affirmation Strategies for Self-esteem; Workplace Inclusivity, and Belonging; Diverse Spectrum of Workplace Facilities and Treatment for LGBT Groups; Sustainable Approaches to Inclusivity and Gender Equality Efforts; Dualistic Workplace Experiences; Innate Motivation Perform; Diverse External Motivators and Demotivators; and Fulfillment and Motivation in Assigned roles existed as part of their workplace experience. This study also recommended a Comprehensive Diversity, Equity, and Inclusion Value Proposition to be adopted in the workplace. [ABSTRACT FROM AUTHOR]

Teaching competence is a set of personal characteristics or habits that results in more effective and superior job performance. Thus in this study, the researcher tried to determine the influence of metacognitive awareness and work task motivation on the teaching competence of public elementary school teachers in Region XI, conceptualized through the pragmatic philosophical worldview. Mixed methods research approach specifically the convergent design was employed in this study. Public elementary school teachers in the Davao Region served as respondents, purposively chosen both for the quantitative phase and in the focus group discussion and in-depth interview for the qualitative phase. Adapted questionnaires and interview guides were utilized for the gathering of data. Statistical tools like mean, standard deviation, and multiple regression analysis were used to analyze the quantitative data while thematic analysis was applied in the qualitative phase. Findings revealed that the status of metacognitive awareness, work task motivation, and teaching competence were rated very high among public elementary school teachers. Further, in an individual capacity, the metacognitive awareness of public elementary school teachers was not a significant predictor of the teaching competence of public elementary school teachers. Furthermore, results indicated that work task motivation was a significant predictor of the teaching competence of public elementary school teachers. However, the combined effect of metacognitive awareness and work task motivation as predictors of teaching competence was a good fit for the data in this study. Moreover, essential themes emerged from the thematic analysis of the participants' lived experiences such as; appropriateness of learning-task designs, mindfulness of teaching-learning strategies, established teacher presence, higher-level thinking skills reinforcement, and discipline and morale maintenance. More so, the participants' experiences played a significant role in shaping their beliefs, which resulted in the theme of teaching with a heart, for their attitudes, the theme that emerged was thoughtfulness in pedagogy, and for their commitment, it was steadfast in teaching. Interestingly, mixing the salient quantitative and qualitative findings revealed the merging-converging nature and function of data integration. [ABSTRACT FROM AUTHOR]

Ransomware is widely regarded as one of the most economically damaging cybercrimes. Existing criminological research has focused largely on the structure, routines, and activities of ransomware groups, or traced financial transactions to advance understanding of their associated harms. This paper explores how the Conti ransomware group employed human resources (HR) practices and other organizational supports to recruit, retain, and motivate its employees. Data is drawn from a leaked dataset containing tens of thousands of messages between employees and affiliates of Conti. We analyze this dataset through the lens of organizational support theory (OST), one of the most influential theories in the field of organization and management psychology. Our analysis shows that Conti employed a variety of HR practices to improve worker satisfaction and commitment, many of which are supported by OST research. By better understanding these practices, we aim to provide a novel, theoretically informed perspective through which the operations of ransomware groups can be better understood. The paper concludes with a discussion of how this knowledge can be used to inform the development of law enforcement strategies intended to disrupt ransomware groups. [ABSTRACT FROM AUTHOR]

This paper introduces the VDR decomposition of Chebyshev-Vandermonde matrices, where V represents an ordinary Vandermonde matrix, D is diagonal, and R is upper triangular. Our motivation for this work stems from the study by Brubeck et al. [Vandermonde with Arnoldi. SIAM Rev. 2021;63(2):405–415]. We explore the VDR decomposition and combine it with a QR decomposition of V for Chebyshev-Vandermonde matrices. Furthermore, we demonstrate that the upper triangular factor in the QR decomposition can be recursively obtained from the upper Hessenberg matrix in the Arnoldi process. To compare our approach with the results obtained using the default QR code in Matlab, we present experimental results. Finally, we provide an algorithm for solving linear systems with Chebyshev-Vandermonde matrices as coefficient matrices, and experimental results for an upper bound on the relative error by applying an a posteriori error analysis for the computed solutions of the systems. [ABSTRACT FROM AUTHOR]

The interaction between work motivation and work performance has been extensively studied, however, few studies have aimed to analyze the link between the different types of motivation as described by the Self Determination Theory and different forms of work performance. Furthermore, related studies that have been conducted within the foodservice sector appear to be lacking. A cross-sectional survey was thus distributed within a foodservice organization in Malta (EU). Hierarchical multiple linear regression models demonstrated a clear link between work motivation and work performance. In particular, greater levels of autonomous and controlled motivation were associated with better task performance, contextual work performance, and lower levels of counterproductive work behavior. In terms of the individual regulations, greater levels of intrinsic, identified, introjected and extrinsic regulation were associated with better task and contextual performance, as well as lower levels of counterproductive work behavior. The paper thus highlights the potential performance-related benefits of adopting strategies to motivate workers. [ABSTRACT FROM AUTHOR]

Project managers (PMs) who are middle-level leaders at the project level report to superiors in the headquarters who are top-level leaders. Other studies have focused on how PMs as middle-level managers lead teams at the operating level, with scant emphasis on the dynamics between the top-level leader and PMs. This research investigates the effective organizational behaviors that companies and top-level leaders adopt when managing PMs so that they achieve good job outcomes. A mixed-methods research design comprising survey with PMs and interviews with top-level leaders was employed. Data were collected via an online survey using a structured questionnaire and in-depth interviews via video calls. It was found that top-level leaders adopt a mix of custodial, collegial, and supportive organizational behaviors when managing PMs. However, the study found that the custodial organizational model, which depends on monetary benefits and economic resources and is frequently used, is associated with increased absenteeism rates among PMs and not associated with positive job outcomes. The study reveals a significant finding: adopting both supportive and collegial management models correlates strongly with increased job satisfaction, salary contentment, and internal work motivation among PMs. The contribution to knowledge is highlighting that a combined approach to organizational behavior yields excellent job outcomes for PMs, emphasizing the need for a balanced and nuanced approach. The study's practical contribution lies in the actionable recommendations offered to top-level managers for effectively managing PMs. Practical Applications: These findings have practical applications for strategic management in architecture, engineering and construction (AEC) organizations. To effectively manage PMs, organizations and top-level leaders should empower PMs by providing them with the resources necessary to take ownership of their projects. Top-leaders must clearly define the roles and authority of PMs, ensuring they understand the organization's strategic direction and its impact on project objectives. For decisions that are not high-stakes, PMs should be allowed to make choices independently, with the top-level leader offering supportive leadership. When it comes to decisions with significant risk, a collegial leadership is recommended, where top-level leaders and PMs collaborate to share the decision-making process. However, for highly uncertain decisions, top-level leaders should make the decisions themselves. Routine problem-solving should be managed by PMs using available resources, but top-level leaders should address critical problems. To promote a collegial culture, leaders should prioritize identifying solutions over assigning blame. Finally, organizations should establish performance-based incentives to reward PMs for their achievements. Recognition of PMs' performance should go beyond monetary rewards and include public acknowledgment and opportunities for special assignments. [ABSTRACT FROM AUTHOR]

Purpose: Government employees must comply with policies on information security regulations, online security practices, social networking usage, internet addiction, online cyberthreats and other related habits. These activities are considered cybersecurity behaviors. Government social media (GSM) accounts are increasingly used to educate employees about cybersecurity risks. To support the effectiveness of cybersecurity practices in government organizations, the purpose of this study is to investigate the impacts of GSM and organizational policy compliance on employees' cybersecurity awareness, motivation and behaviors. Design/methodology/approach: Data were obtained by administering a questionnaire survey to public personnel in Vietnam. A total of 330 valid responses were obtained, and the research hypotheses were tested using partial least squares–structural equation modeling. Findings: First, cybersecurity awareness enhances information protection motivation and employee protective behavior. Second, GSM has positive impacts on cybersecurity knowledge and information protection motivation. Third, there is a strong positive association between information protection motivation and employee protective behavior. Finally, while organizational compliance significantly increases cybersecurity awareness, its impact on employee protective behavior is ind irect. Originality/value: This research enhances the literature on the behavioral dimension of cybersecurity. The primary objective of this study is to assess the influence of cybersecurity awareness on protective behaviors rather than intents and attitudes alone. Furthermore, this research integrates protection motivation theory and cultivation theory to provide a more thorough assessment of cybersecurity awareness and protective behavior. By investigating the impact of GSM on the level of cybersecurity awareness among employees within government organizations, this study provides valuable insights into the efficacy of recent governmental initiatives aimed at fostering cybersecurity. [ABSTRACT FROM AUTHOR]

Local governments have taken an active role in climate change policymaking and have filled in gaps from the national and state levels in the USA. However, even with the growing scholarly interest in urban climate policymaking, there is still a lot that scholars do not understand about it. The current research project seeks to provide a deeper investigation into how municipalities interact with their citizens in sustainability and climate change policymaking. It further analyzes the specific ways that citizens are included in climate policymaking. To examine these questions, the research uses a mixed methods approach, combining survey and interview data. Findings reveal that municipal characteristics are related to citizen involvement around climate change, but that there are also specific motivations for how local governments interact with their citizens, particularly related to increasing citizen buy-in and diversity. The research provides implications for how local governments conceptualize citizen involvement for sustainability policymaking and how they might approach the issue in the future. [ABSTRACT FROM AUTHOR]

Organizations invest heavily in supervision to increase the competitive advantage of their human capital. Although recent studies show that supervisors add value in general, it is not well understood what specific supervisory behaviors are relevant for employee career outcomes. To that end, this study explores the performance evaluation process and focuses on supervisors' evaluation behavior. Interpreting a supervisor's tendency to differentiate as a way of advancing employee development, I provide theory-consistent evidence revealing the relevance of differentiation for employee career outcomes. Using proprietary archival data, I demonstrate that differentiation relates positively to employees (1) performing more successfully in a new position upon promotion, (2) receiving a promotion to the next position, and (3) remaining in the organization. Therefore, this study presents novel and relevant evidence on the importance of specific supervisory behaviors in establishing effective human capital management practices. [ABSTRACT FROM AUTHOR]

Dyadic leader–follower relationships play a significant role in sustainable development of labor-intensive and service-oriented organizations. The purpose of this study is to assess employees' motivation and outcomes of developing and maintaining high-quality supervisor–subordinate guanxi in Chinese hotels. A survey was undertaken in four- or five-star hotels, with a total of 318 matched employees-supervisor completed responses used for data analysis, which was conducted using SPSS Statistics and SmartPLS. The study's results show that affection and obligation significantly motivate employees to develop and maintain supervisor–subordinate guanxi, which in turn contributes to the desirable task performance delivery and supervisor autonomy support. Furthermore, the study confirms the mediating roles of supervisor–subordinate guanxi and task performance. This work extends guanxi research and is among the first to identify why hotel employees are motivated to develop and maintain high-quality supervisor–subordinate guanxi based on the contextualization of self-determination theory and Chinese cultural elements. [ABSTRACT FROM AUTHOR]

The article "Technology and Women's Empowerment" explores how technology, particularly information and communication technologies (ICTs), can empower women by improving their skills, knowledge, job opportunities, and access to markets and essential services. While technology has the potential to empower women, there are still barriers such as limited access to technology, unaffordable internet services, and gender disparities in underdeveloped nations. The book emphasizes the importance of governments and nonprofit groups in addressing these disparities and ensuring women are not left behind in the digital economy. It also highlights the intersection of technology with other aspects of identity, such as race and class, and advocates for more intentional outreach and training programs for marginalized communities to close the digital gender divide. [Extracted from the article]

Policies encouraging extended workforce participation mainly focus on financial motives, but socioemotional selectivity theory and research suggest that mature worker motives are multifaceted, with emotionally meaningful goals gaining importance with age. We adopt a person-centred approach using latent class analysis of survey data from 1501 Australian workers aged 45 years and over. Two motivational profiles based on patterns of motives were identified, which we term income-dominant (income is the main reason) and socioemotional-income (socioemotional reasons are dominant, but income is important too). Contrary to expectations, we found no evidence of a socioemotional-dominant profile. This provides new theoretical insights, as it suggests that even though socioemotional reasons may increase in importance with age, financial reasons remain important to most mature workers, especially those who may view work as being transactional. Being female, older, and having higher socioeconomic status and age-inclusive HR policies increase the odds of having a socioemotional-income rather than income-dominant profile. The socioemotional-income subgroup had lower turnover intentions and later desired retirement ages than the income-dominant subgroup, highlighting the potential for more socioemotionally focused policies and practices to encourage extended workforce participation. JEL Classification: J26, M12, M54 [ABSTRACT FROM AUTHOR]

Background: While multidisciplinary teams with clinical pharmacists improve medication use and outcomes, their integration in South Africa faces limitations. A lack of dedicated positions and healthcare professionals' misunderstanding restrict ward activities and hinder full collaboration, limiting their potential to optimize patient care. This study addresses a gap by exploring how perceived healthcare professionals' understanding of clinical pharmacists' roles impacts their motivation and service implementation. Understanding these dynamics, particularly in resource-constrained settings, is crucial for optimizing integration and healthcare delivery. Methods: Adopting a constructivist approach, this qualitative study was conducted using focus group discussions. Through purposive sampling clinical pharmacists were recruited across South Africa's public healthcare sector. A semi-structured guide based on previous findings explored how the perceived understanding around clinical pharmacy impacts service delivery and work motivation. Transcripts were analyzed using thematic analysis, guided by the Self-Determination Theory framework. Thematic analysis employed an inductive approach, following an initial preliminary analysis of open and selective coding to develop a coding framework. Results: Clinical pharmacists (n = 16) reported various challenges impacting service implementation and motivation. Two main themes were identified: (1) Time: Dedicated ward time is crucial for both the proper implementation of clinical services, as well as the clinical pharmacists' motivation; and (2) Trust: Clinical pharmacists experience a lack of trust amongst healthcare professionals in the value of clinical pharmacy services. The themes illustrated mechanisms at work at three levels: systemic (lack of dedicated positions), inter-relational (healthcare professional's misconceptions), and personal (thwarted autonomy). Conclusions: Systemic challenges, like the absence of official positions present the biggest obstacle, affecting support, scope of practice, and healthcare professional interactions. While systemic changes are crucial for full integration of clinical pharmacists, in resource-constrained settings fostering autonomous motivation is equally important. This study emphasizes the need for a multi-faceted approach, including policy changes, international collaboration, interprofessional education, and interventions to empower clinical pharmacists for proactive service delivery. By addressing these interconnected challenges, healthcare systems can leverage the full potential of clinical pharmacists, ultimately improving healthcare delivery and patient outcomes. [ABSTRACT FROM AUTHOR]

This paper examines the impact of police officers' Public Service Motivation on Self-Efficacy, as well as the moderating effects of Job Burnout and Organizational Support. The aim is to deepen our understanding of the complexities in police work and to provide a theoretical basis for enhancing the performance of police officers. Utilizing the Public Service Motivation Scale, Self-Efficacy Scale, Job Burnout Scale, and Organizational Support Scale, we conducted a questionnaire survey among 519 police officers across China's capital, central, western regions, and coastal areas. The findings indicate that public service motivation significantly and positively affects police officers' self-efficacy (B = 0.653, p < 0.001), aligning with existing studies and highlighting the importance of public service motivation in the police profession.Additionally, job burnout was found to negatively moderate the relationship between public service motivation and self-efficacy (B=-0.206, p < 0.001), offering a new perspective for enhancing the effectiveness of police officers. Moreover, organizational support was observed to positively moderate this relationship (B = 0.137, p < 0.01), emphasizing its crucial role in improving police officers' self-efficacy. Overall, these findings confirm the significant influence of organizational environmental factors on the relationship between police officers' work motivation and their sense of efficacy, providing new theoretical and empirical support for understanding and improving the work effectiveness of police officers. [ABSTRACT FROM AUTHOR]

In the 465,000 km2 Canadian Prairies ecozone, robust hydrological input data for hydraulic model applications are uncommon because of the sparse monitoring network and the intermittently connected stream network. New hydrological datasets can offer a valuable advancement for making water management decisions and designing infrastructure in this water stressed region. The Prairie Hydrology Design and Analysis Product (PHyDAP) was created to address existing limitations, and provides a comprehensive regional dataset for use in hydraulic modelling applications. PHyDAP is a collection of outputs from a physically based hydrological modelling framework, run for periods ranging from 38 to 150 years, according to three climate forcing datasets. The dataset includes vertical and lateral fluxes (rainfall, snowmelt, upland runoff, and open water evaporation) and basin streamflow, at hourly or 3-hourly intervals for the >4000 small basins of approximately 100 km2 that span the region. This contribution describes the motivation for this work and methodology used to derive the data product, summarizes the data and its accessibility, and provides an overview of potential use cases. [ABSTRACT FROM AUTHOR]

Background: Evidence-based and evidence-informed interventions designed to address gaps in the HIV care continuum have the potential to improve HIV care and treatment. However, inadequate organizational readiness can derail intervention uptake, prevent the integration of interventions, and contribute to suboptimal HIV treatment outcomes. This study sought to understand organizational readiness to implement bundled interventions for Black women with HIV and inform facilitators and barriers to implementation. Methods: We conducted a mixed methods readiness assessment across 12 sites participating in the Black Women First (BWF) initiative to gauge preparedness to implement bundled interventions. Readiness was assessed using the organizational readiness for implementing change (ORIC) scale, and two open-ended questions examined facilitators and barriers. Associations between participant and organizational level factors were evaluated using linear models with clustering by site at baseline, 6- and 12-months. Pre-implementation interviews were conducted with staff virtually and transcripts were managed in NVivo. Directed content analysis was used to explore implementation barriers and facilitators. Findings: Sites demonstrated high levels of organizational readiness at baseline; overall organizational readiness for implementing change (ORIC) (mean 56.4, median 59, interquartile range [IQR] 5) and subscales of the ORIC change efficacy (mean 32.4, median 35, IQR 4), change commitment (mean 24, median 25, IQR 1), which is consistent with willingness and capability to implement bundled interventions for Black women with HIV. Organizational readiness remained high at 6- and 12-month follow-up periods. Staff role was significantly associated with organizational readiness (p = 0.007), change efficacy (p = 0.006), and change commitment (p = 0.020) at 6 months. Qualitative analysis indicated strategic planning and assessment (e.g., team coordination and the development of workflows to support implementation); organizational change through network weaving across silos within the organization, and communications systems that engage external partners, as well as resources available for hiring and training, supported readiness. Collaborative leadership and organizational buy-in, staff motivation, and partnerships facilitated implementation processes. Conclusions: Organizations in the BWF initiative have high levels of organizational readiness reflecting willingness and capability to implement bundled interventions for Black women with HIV. Future research should examine the relationship between readiness and clinical outcomes. [ABSTRACT FROM AUTHOR]

Societal crises such as the recent COVID-19 pandemic challenge public organizations in many ways. Yet, there is little knowledge of how varying crisis intensity can spark different reactions among public leaders and employees. This study examines the dynamics of the COVID-19 crisis in relation to leadership behaviors and employee outcomes for 920 individuals in 45 organizational units within the police, hospitals, and assisted living facilities. By conducting a panel study that combines nationwide data on crisis intensity with survey data from 2019 to 2021, the study shows that employee outcomes such as public service motivation and job satisfaction are higher in severe stages of the crisis. Likewise, crisis intensity is positively associated with employee perceived use of visionary transformational leadership, but negatively associated with employee perceived use of verbal transactional leadership. Hence, public leaders should be prepared to handle complex employee reactions when the next crisis occurs. [ABSTRACT FROM AUTHOR]

The article describes the impact of transformational leadership style, organizational culture, and work motivation on job satisfaction and employee performance, with employee engagement as an intervening variable. A total of 274 employees within the Blitar City Government were selected for the research sample. The research hypothesis was tested using Structural Equation Modeling (SEM) Analysis with Smart PLS. The research results show 1) that transformational leadership style, organizational culture, and work motivation influence job satisfaction and employee performance, 2) that job satisfaction influences employee performance, and 3) that job satisfaction can mediate the influence of transformational leadership style, organizational culture, and work motivation on employee performance. Employee engagement strengthens the relationship between job satisfaction and employee performance. Overall, this research provides in-depth insight into the complexity of the relationship between transformational leadership style, organizational culture, work motivation, job satisfaction, employee engagement, and employee performance in the Blitar City Government. It is hoped that this research will be able to provide guidance for better human resource management policies and practices. [ABSTRACT FROM AUTHOR]

This research was conducted to further test how the effect of Additional Employee Income (TPP) and motivation on employee performance and engagement in the State Civil Apparatus (ASN) in Ponorogo Regency. The sample drew from the State Civil Apparatuses who already had structural and functional ranks in Ponorogo Regency, with a total of as 99 ASN taken from all UPDs in Ponorogo Regency. The questionnaire data was processed using the SmartPLS version 3.0 application. The test findings demonstrated that TPP significantly and favorably affects worker performance. Employee engagement is positively impacted by motivation, as seen by the positive value of the direct relationship between motivation and engagement. The direct effect of TPP on employee engagement indicates that it has a positive and notable influence on employee engagement. Conversely, there is a significant and positive correlation between employee engagement and performance. Therefore, it is clear from this research that workers are directly motivated by employee engagement, and that the increase in ASN performance is directly influenced by the provision of TPP. [ABSTRACT FROM AUTHOR]

This study aims to describe and determine the effect of career concern adaptability and work motivation on job satisfaction and performance. The sample of 189 people consists of the management of the Sports Organization (Inagor) at KORMI in West Papua Province. Data analysis techniques included descriptive analysis and Structural Equation Modeling (SEM). The study's results prove that career concern adaptability can create job satisfaction in the Main Sports Organization at Kormi Papua. Work motivation can increase job satisfaction: the more frequent motivational activities are, the more likely they are to strengthen job satisfaction by encouraging professional development, working relationships with superiors, and relationships with co-workers. However, work motivation has yet to maximize the board's performance because the Sports Organization at KORMI West Papua is a non-profit organization. Career concern adaptability will further improve the performance of management at KORMI West Papua if job satisfaction factors drive it. At the same time, motivation has not been able to maximize performance, even though it is mediated by job satisfaction. This research contributes to the theory of individual adaptability under different conditions. It can inform the West Papua KORMI organization on how to improve its performance by considering career concern adaptability, motivation and job satisfaction. [ABSTRACT FROM AUTHOR]

This study aims to investigate how tenure, training intensity, and job motivation affect the effectiveness of independent vocational schools instructors in the Magelang area using pedagogic competency. The sample size for the research was 928 teachers. The Slovin formula was used to calculate the sample size, which resulted in an overall sample size of 100 instructors. Data analysis methods make use of modeling structural equations (SEM). The outcome of the investigation demonstrates that training intensity, tenure, and work incentive all have an impact on pedagogical competency, which in turn affects the performance of independent vocational school instructors. Work ethic, training intensity, and working hours also affect the success of independent vocational school instructors in the Magelang Regency. [ABSTRACT FROM AUTHOR]

Researchers are interested in researching the relationship between HRM, communication, performance, and motivation. This research aims to find out how HRM and communication influence the performance and motivation of HR in Indonesia. This research is also useful for providing input to the Indonesian Government on how to improve HRM and communication, which can improve the performance and motivation of HR in Indonesia. We use secondary data from world banks for this research using the Vector Error Correction Model (VECM) analysis technique. VECM is a model used to estimate short and long-term relationships between cointegrated time series variables. To measure in aggregate we base performance variables on GDP, HR variables on community work participation, communication with information technology investment, motivation with happiness index. We use a 30 year period from 1990 to 2020. We found that HR are the most important assets in an organization. Quality, skilled, and well-performing HR can help an organization to achieve its goals and vision. However, to create superior human resources, effective and efficient human resource management (HRM) is needed. HRM is the process of planning, organizing, directing, and controlling HR in an organization. HRM aims to meet the needs and expectations of human resources as well as increase their contribution to the organization. One of the important HRM functions is to motivate HR. Motivation is an internal and external drive that influences HR behavior to achieve certain goals. Motivation can come from oneself (intrinsic) or from the environment (extrinsic). Intrinsic motivation arises from HR's desires, interests, ideals, or self-satisfaction with their work. [ABSTRACT FROM AUTHOR]

Organizations have increasingly relied on team-based reward systems to boost productivity and foster collaboration. Drawing on the literature on ethics and justice as well as appraisal theories of emotion, we examine how team-based reward systems can have an insidious side effect: They increase the likelihood that employees remain silent when observing a team member engage in unethical behavior. Across four studies adopting different methods, measures, and samples, we found consistent evidence that people are less likely to report (i.e., speak up or provide anonymous feedback about) a team member's unethical behavior in team-based than in individual-based reward systems. Furthermore, our research reveals that this effect is primarily driven by a decrease in the experience of moral anger, which subsequently leads to a decreased likelihood of reporting unethical behavior when it benefits the team rather than the individual. We do not find support for perceived indirect benefit or envy as alternative explanations, suggesting that the decision to report a team member's unethical behavior is not driven by calculative and selfish motives, but by moral motives. Finally, we establish that the effect is contingent on the observer and the perpetrator being members of the same team; it dissipates when the observer and the perpetrator are part of different teams. Our work contributes to research on reward systems and business ethics and provides practical implications for human resource practices. [ABSTRACT FROM AUTHOR]

Female employees often face unique challenges in the workplace, especially when they have dual roles as workers and housekeepers. Dual role conflict can cause work stress, which impacts their performance at work. This study aims to analyze the effect of dual role conflict and work stress on the performance of female employees with work motivation as a mediator. This study uses a quantitative research method. The data collection method used in this study is to reveal the research variables using a scale. The data analysis method used in this study uses the help of the JASP Statistics application. The results of the study showed that there was a significant effect of dual role conflict on the performance of female employees. In addition, this study also showed that work stress had a significant effect on the performance of female employees in the educational institution. Furthermore, work motivation was proven to have an effect on the performance of female employees at YSM. This study revealed that dual role conflict affected the performance of female employees with work motivation as a mediator, and work stress also affected the performance of female employees with work motivation functioning as a mediator. The implications of this study indicate the importance of management paying attention to dual role conflict and job stress to improve the performance of female employees. In addition, the results of this study can serve as a basis for organizations in designing support programs that can increase work motivation and employee well-being. [ABSTRACT FROM AUTHOR]

The Influence of Motivation, Work Environment, and Competence on the Performance of Civil Servants in the Public Works, Spatial Planning, Housing and Settlement Areas Office (PUTRPKP) of Takalar Regency, guided by Andi Mappatompo Badawi and Dg. Maklassa. This study aims to analyze and explain the Influence of Work Motivation, Work Environment, and Competence on the Performance of Civil Servants in the Public Works, Spatial Planning, Housing and Settlement Areas Office (PUTRPKP) of Takalar Regency. This type of research is quantitative research, which is research based on data that can be calculated to produce a solid assessment using SPSS. This study used 68 respondents using multiple linear analysis techniques. The results of this study show that work motivation has a significant positive influence on ASN performance with P = 0.007 < 0.05 with a coefficient value of 0.380. The work environment has a positive and insignificant influence on ASN performance with P = 0.502 > 0.05 with a coefficient value of 0.118. Competence has a significant positive influence on ASN performance with P = 0.024 < 0.05 with a coefficient value of 0.280. The Work Motivation variable is the most dominant variable that affects ASN Performance. [ABSTRACT FROM AUTHOR]

A school is an organization that operates in the field of education as a place where the learning process occurs for students to obtain education from teachers. Teachers at the forefront have an important role in advancing and improving services in schools. To support optimal performance, it is very important for a school leader to have strong organizational support, good abilities in managing the school, and able to increase and maintain teacher motivation. Researchers conducted to find out how perceived organizational support, transformational leadership, and work motivation influence teacher performance at SD XYZ North Jakarta. This research uses a quantitative research approach using the PLS-SEM method to analyze the influence of path coefficients on the variables studied. The respondents of this research were all 118 teachers at SD XYZ North Jakarta who filled out a survey using saturated sample data collection via the Google Form application. The data obtained was analyzed using SEM (Structural Equation Modeling) with the PLS 3.0 application. The results of this research show that perceived organizational support, transformational leadership, and work motivation have a positive effect on teacher performance. [ABSTRACT FROM AUTHOR]

This research investigates the relationship between compensation, physical work environment, and organizational climate with the work motivation and performance of labor employees in DKI Jakarta. Using quantitative methods and a cross-sectional descriptive approach, data was collected from 340 respondents via an online questionnaire. The results of analysis using Structural Equation Modeling (SEM) show that the physical work environment and organizational climate have a significant positive influence on employee performance, while compensation does not have a significant influence. However, work motivation is proven to have a significant positive influence on employee performance. These results imply that it is important for companies to pay attention to the physical work environment, organizational climate, and work motivation to improve employee performance. Suggestions for further research include increasing exploration and adding mediating variables [ABSTRACT FROM AUTHOR]

This study aims to evaluate PT Bumi Guna Fokusindo's efforts in improving employee performance through human resource (HR) planning, the work environment, and the mediating role of motivation. The issues raised focus on the effectiveness of HR planning and work environment conditions in influencing performance, and to what extent motivation acts as a mediator in the relationship between these variables. The study analyzes the impact of HR planning and the work environment on employee performance; the role of motivation in mediating the influence of HR planning and the work environment on performance; and the direct effect of motivation on employee performance. Primary data was collected through questionnaires and analyzed using the Partial Least Squares (PLS) technique with SmartPLS 4.0. The results show that HR planning has a positive and significant effect on employee performance, emphasizing the importance of effective HR planning. However, the work environment does not have a significant effect on employee performance, although it shows a positive direction. Motivation also does not show a significant influence. HR planning does not significantly affect employee motivation. On the other hand, the work environment has been proven to significantly increase motivation. However, when employee performance is mediated by motivation between HR planning and the work environment, its effect remains insignificant. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine the mediating effect of intrinsic motivation on the relationship between psychological empowerment and employees' organizational cynicism in the insurance sector. In this context, a survey consisting of verified scales was administered to insurance employees operating in the Central Anatolia region. Out of the 412 valid surveys obtained, it was found that data from 2 surveys did not show normal distribution and were filled out in a manner that affected the other 410 surveys. Following the removal of these 2 unhealthy data points, 410 surveys were included in the analysis. Regression analysis, t-test, and ANOVA tests were utilized in the study. When examining the mediating effect, it was determined that intrinsic motivation did not mediate the effect of psychological empowerment on organizational cynicism (p=0.231). There was a statistically significant difference in intrinsic motivation based on gender (p=0.025). It was found that the average intrinsic motivation of males (Mean=4.04) was higher than that of females. According to the research findings, organizational cynicism also differed significantly by gender (p=0.038), with males having a higher average score compared to females (Mean=2.35). This indicates that males are more prone to organizational cynicism. The study found that intrinsic motivation did not significantly vary by marital status, whereas organizational cynicism varied significantly by marital status (p=0.037). It was observed that married individuals were more affected by organizational cynicism (Mean=2.36). Lastly, there were no statistically significant differences in intrinsic motivation or organizational cynicism based on educational level (p=0.102 & p=0.629). [ABSTRACT FROM AUTHOR]

This study was conducted to determine the impact of leadership style and work motivation on employee performance at PT Pegadaian Ragional Regional Office III and Palembang Branch. The data used in this study is primary data, collected directly from employees through structured questionnaires that measure variables such as leadership style, work motivation, and employee performance. A descriptive and inferential approach was employed to analyze the relationships among the study variables. The results showed that leadership style has a positive and significant effect on employees' performance at the regional office level. Work motivation has an important positive effect on employee's performance so that the second hypothesis can be accepted. Leadership styles have a negative effect on the performance of employees at the Regional Office level, while leadership styles and motivational strategies have positive effects on employee performances. The findings of this study offer practical guidance for organizational leaders and HR professionals seeking to optimize workforce performance through tailored leadership and motivation practices, contributing to more effective management strategies within similar corporate and branch-level environments. [ABSTRACT FROM AUTHOR]

The purpose of this study is to investigate the influence of training, motivation, leadership, and competence on employee performance with job satisfaction as a mediating variable at the Deputy I of the Ministry of Youth and Sports of the Republic of Indonesia. The research contributes to understanding how factors such as training, motivation, leadership, and competence influence employee performance with job satisfaction as a mediating variable at the Deputy I of the Ministry of Youth and Sports of the Republic of Indonesia. The study population included all 131 employees under Deputy II, comprising civil servants, PPPK, and institutional honorary staff. The data were collected through questionnaires structured with a modified Likert scale. Structural Equation Modeling (SEM) using Partial Least Square (PLS) and SPSS was applied to simultaneously examine both structural relationships between latent variables and measurement relationships between indicators. The results of this study succeeded in proving that leadership has a positive and significant effect on employee job satisfaction. Second, leadership is a good leader. Fourth, competence affects job satisfaction, the results show that good competence cannot always produce high employee performance. The findings can inform strategies for enhancing employee development and satisfaction, ultimately improving performance outcomes within governmental institutions. [ABSTRACT FROM AUTHOR]

To improve school quality, it is essential for teachers to play a central role. Teacher efficacy largely depends on strong work motivation, which can be enhanced by fostering workplace spirituality and psychological capital. This study aimed to analyze the demographic differences among elementary school teachers regarding workplace spirituality, psychological capital, and teacher motivation. It also sought to examine the relationships between workplace spirituality, psychological capital, and teacher motivation. Particularly, it aimed to explore the impact of workplace spirituality and psychological capital on teacher motivation. This study included 348 teachers from various elementary schools across Taiwan. Its findings confirmed that the assessments of workplace spirituality, psychological capital, and teacher motivation were both reliable and valid. Male teachers exhibited greater efficacy and resilience in terms of psychological capital compared to their female counterparts. Teachers with more years of experience demonstrated greater efficacy, hope, and psychological capital, while those with fewer years of experience reported higher workplace spirituality. Moreover, workplace spirituality and psychological capital were significantly correlated with teacher motivation. The most influential predictors of teacher motivation were identified as workplace spirituality and psychological capital. As a result, the implication of this study is that school organizations can enhance teacher motivation by promoting workplace spirituality and psychological capital. [ABSTRACT FROM AUTHOR]

Understanding what drives public service motivation and its impacts is crucial for improving public sector performance. This meta-analysis synthesized the antecedents and outcomes of public service motivation based on the job demands–resources (JD-R) model. Incorporating 177 studies and 179 independent samples, with a total of 319 effect sizes, the results indicated the following: (1) Job resources and personal resources were positively related to public service motivation, while hindrance demands were negatively related to it. (2) Public service motivation had a positive relationship with overall job attitudes, job satisfaction, organizational commitment, and work engagement. It also had a positive relationship with overall job performance, in-role performance, and extra-role performance. (3) In terms of the antecedents, individualism/collectivism moderated the relationship between job resources and public service motivation, as well as the relationship between hindrance demands and public service motivation. As for the outcomes, individualism/collectivism moderated the relationship between public service motivation and both job attitudes and job performance. This study contributes to a comprehensive understanding of the antecedents and outcomes of public service motivation, offering valuable insights for future research and serving as a reference for theory development and practical application. [ABSTRACT FROM AUTHOR]

This paper examines how political alignment influences the job satisfaction and motivation of street‐level bureaucrats (SLBs)—low‐level frontline workers implementing policies while interacting directly with the public. I argue that political alignment affects SLBs' job satisfaction and motivation to work harder through three theoretical channels: (1) policy‐driven effects, particularly demoralization from implementing disagreeable policies; (2) spill‐over effects from other policy areas; and (3) political person‐organization fit effects, which result in decreased pride in their employer. Using the International Social Survey Program data from 34 countries, and panel data from the German Socio‐Economic Panel, tracking 880 respondents over 30 years, I find a robust link between political alignment and job satisfaction and motivation, and evidence for all three links. These findings underscore the importance of considering political alignment as a key factor in understanding and improving street‐level bureaucrat performance beyond policy‐specific and client‐specific contexts. [ABSTRACT FROM AUTHOR]

The literature indicated that deceivers in face-to-face communication experience psychological strains derived from guilt or distress associated with violating conversational rules. We proposed that this also applies to telephone-mediated deception. Drawing insights from the theoretical and empirical literature, we surmised that strategic trickery utilized by outsourced call center agents would elicit adverse psychological reactions that have unfavorable impacts on their well-being, cognition, and work motivation. We used structural equation modeling to test our hypotheses using data from a sample of 554 outsourced Filipino call service agents who worked graveyard shifts to cater to mainly American customers. The results suggested that strategic deception increases the experience of cognitive dissonance while negatively impacting psychological well-being and intrinsic work motivation. The results also showed that dissonance negatively influences well-being and intrinsic motivation and partially mediates the deception-motivation relationship. Unlike previous findings, however, our multivariate analyses revealed that well-being and motivation were not correlated. Our original findings have theoretical and practical implications. [ABSTRACT FROM AUTHOR]

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An organization is a forum in which there are activities of people working together to achieve a certain goal that has been determined together. This study aims to examine the influence of organizational culture and welfare on the work effectiveness of USK employees. The research method used is a survey using a questionnaire distributed to employees at the USK administrative headquarters. The collected data was analyzed using descriptive statistical and regression methods. The results of the study show that there is a positive relationship between strong organizational culture and employee welfare and employee work effectiveness. The influence of organizational culture on the work effectiveness of USK employees is 70.48%, which shows that organizational culture has a significant influence on the work effectiveness of employees at USK. While the influence of welfare is 66.76%, this shows a fairly good level of approval for the effectiveness of employee work. The combination of a strong organizational culture and employee well-being creates greater synergy in increasing work effectiveness. The influence of a strong and positive organizational culture significantly increases the effectiveness of employee work and the influence of employee welfare includes aspects such as fair compensation, a safe work environment, and contributes to increasing employee motivation and productivity. The implications of these findings show the importance of paying attention to organizational culture that allows employee participation and well-being in improving overall organizational performance. [ABSTRACT FROM AUTHOR]