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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]

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]

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]

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]

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]

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]

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]

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]

A food service supplier is experiencing that, in their distribution centres, within 30 days, an average of 48% of the outsourced employees resign, which impacts profitability, productivity and service quality. This study investigates which factors of the Herzberg two-factor motivation theory contribute to the retention of outsourced employees of a food service supplier and whether there is a difference between eastern or southern European employees. A total of 299 outsourced employees of the food service suppliers at four out of nine distribution centres filled out a 15-item survey, including questions on the various aspects of the Herzberg motivation theory, and their intention to stay with the company. Results show that extrinsic motivation factors play a more significant role in the retention of outsourced employees in comparison to the intrinsic factors. Extrinsic factors significantly correlated with retention are policies and administration, work conditions, supervision and interpersonal relations. Intrinsic factors significantly correlated with retention are advancement, the work itself and achievement. No significant relationship was found between the salary factor and employee retention. Although results showed that southern Europeans tend to stay longer with the company in comparison to eastern Europeans, no significant differences were observed regarding the impact of motivation and hygiene factors between the two sub-groups. To enhance retention, the food service supplier is advised to provide sufficient growth and development opportunities, assign important responsibilities and acknowledge accomplishments. Furthermore, the company must assess, track and oversee all relevant extrinsic and intrinsic motivation factors to connect the outsourced employees with the company for a longer term. [ABSTRACT FROM AUTHOR]

The study is based focused on assessment of working conditions of secondary teachers' job motivation; teaching facilities in Bunda Town Council, Tanzania. The paper discusses the factors of motivation that can lead to teacher's job satisfaction, Data were collected through questionnaires, interview and documentary review. Qualitative data were coded and transcribed and subsequently analyzed thematically. With regard to quantitative data: descriptive analysis was done including index scale measurement. The findings of the study indicate that one of the motivation factors is to have autonomy in decision-making and be involved in decision-making when discussing about school affairs, it is in this sense, teachers can feel that they are accepted and recognized by the administration and the community at large. As such, teacher can be collaborative among themselves and collaborate with the school administration and make the school a better place to teach. The study concluded that, when teachers are given autonomy in decision making and involved in decision-making, they feel that they are accepted and recognized by the administration and the community at large. It was also concluded that, teachers can teach based on the current curriculum and hence students become updated. Teacher feels comfortable when they are teaching a manageable class. [ABSTRACT FROM AUTHOR]

Based on Conservation of resources (COR) theory and job preservation motivation, this paper examines the mediating role of impression management between job insecurity and employees' innovative behavior, and the moderating role of job embeddedness in the process. Using two-wave data from 315 samples obtained through the Credamo platform in China, the indirect effects of quantitative and qualitative job insecurity on employees' innovative behavior were found to be different and to be mediated by defensiveness and assertiveness in impression management. Moreover, job embeddedness moderated the relationship not only between job insecurity and impression management, but also between job insecurity and innovative behavior via impression management in moderated mediation analyses. This study provides new insights into the mechanism between job insecurity and innovative conduct from the impression management perspective. [ABSTRACT FROM AUTHOR]

This study aims to analyze the effect of work motivation and work environment on employee performance, with job satisfaction as a mediating variable among Adelle Jewellery employees in North Jakarta. This research employs a quantitative survey method involving 100 employees as the sample. Data collection was conducted through questionnaires measured using a Likert scale. The collected data was then analyzed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The results show that work motivation and work environment significantly impact employee performance. Additionally, job satisfaction partially mediates the effect of work motivation and work environment on employee performance. Enhancing work motivation and creating a conducive work environment can increase job satisfaction and improve employee performance.This research provides important insights for Adelle Jeweller y's management in understanding the factors influencing employee performance. The practical implications of these findings highlight the importance of management focusing on improving work motivation and creating a supportive work environment to enhance employee satisfaction and performance. The study also suggests further research to explore other factors that may influence employee performance and to test similar models in different industries and contexts [ABSTRACT FROM AUTHOR]

Purpose: This study aims to use self-determination and social exchange theory to investigate how transformational leadership influences employees' motivation for their work behaviors, with job autonomy serving as a mediator. This study hypothesized that transformational leadership could promote employees' autonomy in performing their tasks, leading to the development of innovative work behaviors and organizational citizenship behaviors. Design/methodology/approach: Using a multilevel approach, data was collected from 409 public service employees across 39 departments. Findings: The findings indicate the significant impact of transformational leadership on shaping employees' innovative work and organizational citizenship behavior. Notably, job autonomy emerges as a pivotal mediator, facilitating the positive effects of transformational leadership by empowering employees to explore innovative tasks beyond their prescribed roles, thereby enhancing team effectiveness and employee engagement. Originality/value: This study's originality lies in its innovative use of multilevel analysis to reveal job autonomy's mediating role, offering fresh insights into promoting innovation and organizational in public service settings. [ABSTRACT FROM AUTHOR]

Talent management (TM) can contribute to improving sustainable business performance in the face of a competitive and socially responsible environment. The use of TM to improve tourism staff skills and motivation is contentious, given such jobs are seen as routine and low-paid. Indeed, the precise processes through which TM techniques support sustained performance outcomes in tourism enterprises requires examination. This paper provides empirical evidence for the impact of TM practices on sustainable organizational performance (SOP). This effect of TM on performance is mediated by green intellectual capital (GIC). The moderating role of green servant leadership (GSL) on the link between GIC and SOP is also examined. PLS-SEM was employed to analyze 327 responses collected from travel agencies employees in Egypt. The results reveal that as expected, TM practices have significant effects on GIC, which in turn significantly impacts SOP. The mediating role of GIC on the relationship between TM practices (apart from talent retention) and SOP is supported. However, the moderating role of GSL is not confirmed. These results demonstrate the importance of an inclusive approach to developing staff, leading to intellectual capital and improved organizational sustainability. The study highlights the importance of strategic workforce planning and succession management. [ABSTRACT FROM AUTHOR]

Using a mixed method, this study investigated how food delivery employees' perceived sense of purpose, autonomy, and self-efficacy from delivery applications affected job meaning using data from online surveys and online reviews of food delivery employees in the United States. The results of partial least-squares structural equation modelling revealed that mobile application attributes influenced both intrinsic and extrinsic motivation, which was reflected in job meaning. Perceived autonomy from mobile delivery applications showed the highest impact on intrinsic motivation, followed by sense of purpose and self-efficacy. The impact of intrinsic motivation on job meaning was greater than that of extrinsic motivation. Furthermore, the results of the qualitative study highlighted the role of food delivery applications in employees' job-related outcomes. Given the increasing interest in service employees' well-being, this study provided deeper understanding of not just the functional characteristics that have a positive significance in work, but also the psychological aspects of mobile applications. [ABSTRACT FROM AUTHOR]

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Customer incivility is an increasingly important issue, particularly in the banking sector. This study investigates the factors contributing to customer incivility and its impact on frontline employees in Vietnam. Additionally, it examines the potential moderating influence of supervisor and co-worker support in the context of an uncivil work environment. A quantitative approach was employed, with surveys distributed to 806 bankers in Ho Chi Minh City who frequently encounter customer incivility. The collected data were thoroughly analyzed using structural equation modeling. The analysis reveals that a selling orientation, as opposed to a customer orientation, strongly contributes to customer incivility and its consequences such as banker revenge motivation and decreased job performance. Notably, co-worker support, rather than supervisor support, moderates the relationship between customer incivility and employee revenge motivation. This study emphasizes the vital role of co-worker support in mitigating negative intentions and deviant behaviors resulting from customer incivility in the banking sector. Managers can enhance teamwork and job performance by encouraging sympathy, sharing, and supporting their staff members. This study highlights the importance of addressing customer incivility and comprehensively exploring its root causes and effects. This highlights the distinctive role of co-workers in the Vietnamese banking industry. [ABSTRACT FROM AUTHOR]

ABSTRACT Forming therapeutic relationships is considered important within psychiatric and mental health nursing. One way of achieving this is through social interaction when engaging in joint activities. However, introducing and using nursing interventions based on joint activities in psychiatric inpatient care has proven challenging. Since staff motivation is important, researching the meaning of engaging in joint activities from the nursing professional's point of view can provide information that is relevant in this area. This study aims to illuminate the meaning of participating in joint activities with patients as narrated by nursing professionals in psychiatric inpatient care. Narrative interviews with 14 nursing professionals with experience from psychiatric inpatient care were conducted. Data were analysed using phenomenological hermeneutics and reported following the consolidated criteria for reporting qualitative research (COREQ) guidelines. Results illuminate that engaging in joint activities means being open to a process of learning. Four themes contributed to this understanding: Struggling with uncertainty, discovering aspects of the other, unfolding paths to self‐fulfilment and sharing personhood. Being open to a process of learning means being willing to face uncertainty when engaging in activities as well as being open to learning about oneself as well as the other. Through openness to this process of learning, a sharing of personhood can be achieved, where the nursing professional and the patient approach becoming two persons. Illuminating the meaning of joint activities from the nursing professionals' perspective may provide valuable insights related to introducing and using interventions focusing on joint activities. [ABSTRACT FROM AUTHOR]

The primary motivation for this work is to develop the concept of Marshall's quotient applicable to non-commutative multi-rings endowed with involution, expanding upon the main ideas of the classical case—commutative and without involution—presented in Marshall's seminal paper. We define two multiplicative properties to address the involutive case and characterize their Marshall quotient. Moreover, this article presents various cases demonstrating that the "multi" version of rings with involution offers many examples, applications, and relatives in (multi)algebraic structures. Therefore, we established the first steps toward the development of an expansion of real algebra and real algebraic geometry to a non-commutative and involutive setting. [ABSTRACT FROM AUTHOR]

The motivation behind this work is the preparation of polyurethane-magnesium aluminum layered double hydroxide (PU-LDH) nanocomposite and its application as a coating for steel protection. The coating was prepared with different doses of LDH, ranging from 0 to 2% of the coating weight. The effect of different concentrations on the mechanical, adhesion, and surface properties of PU coating is studied. Firstly, LDH was prepared via the coprecipitation process and then distributed in PU matrix. The nanocomposites were then crosslinked in the form of coating layers on steel. The preparation of the thermally stable crystalline LDH nanoparticles with 89 nm particle size was confirmed by FTIR, XRD, DLS, and TGA. SEM photos showed the dispersed and intercalated structure. The coating characteristics demonstrate that addition of LDH decreased the drying time and increased the dry film thickness of PU up to 1.5% due to the crosslinking between the large surface area nanofiller and polyurethane matrix. Furthermore, the prepared LDH nanofiller increased the adhesion strength, impact resistance, abrasion resistance, modulus, and flexibility of PU due to the strong polymeric network structure. The 2% nanocomposite coating shows poor properties due to the excess concentration and heterogeneous dispersion of nanoparticles within the PU polymer. The resistance to fire and some chemicals was supported by the thermally and physically stable LDH nanoclay. The former characterizations state that the proposed PU-LDH nanocomposite is an enhanced and applicable coating. [ABSTRACT FROM AUTHOR]

Adopting a recent tripartite operationalization of subordinates' perceptions of their supervisors' behaviors, anchored in self‐determination theory (SDT), this person‐centered study considers the co‐existence of subordinates' perceptions of their supervisors' need‐supportive, need‐thwarting, and need‐indifferent behaviors. Moreover, we also consider how these various combinations (or profiles) of perceived supervisor behaviors relate to subordinates' levels of work motivation, well‐being, attitudes, behaviors, and work–home functioning. A sample of 596 French employees (Mage = 31.22; 73.5% women) participated in this study. Our results revealed six profiles of subordinates characterized by distinct configurations of perceived need‐related behaviors from supervisors (globally unfavorable, globally favorable and supportive, moderate‐indifferent, moderately favorable and involved, moderately unfavorable, and moderately favorable). Consistent with our expectations, these profiles displayed well‐differentiated patterns of associations with all of the outcomes considered in this study. These findings underscored the key role of subordinates' specific perceptions of need‐supportive, need‐thwarting, and need‐indifferent behaviors, over and above their global perceptions of their supervisors' behaviors, in determining how beneficial or harmful supervisory profiles are. In particular, our results also highlighted the critical role played by need‐indifferent behaviors, which prove to be a very important, and yet typically neglected, component of subordinates' perceptions of their supervisors' behaviors. [ABSTRACT FROM AUTHOR]

In developing countries like Indonesia, responsible agencies have yet to consider in-depth factors in building better teacher performance in secondary education. Contemporary educational research has explored the relationship between motivation and professional development on teacher performance. However, there needs to be more understanding of this relationship with family sociological conditions, levels of managerial support, and different working conditions. This research examines how motivation and professional development can determine teacher performance by involving these three conditions. This research involved 474 secondary education teachers voluntarily and with specific criteria profiles tailored to their needs. Data collection was assisted using a closed questionnaire with a four-point Likert scale, tested for validity and reliability. Structural Equation Modeling was used to analyze data through path analysis and bootstrap methods. The findings prove the importance of motivation and professional development supported by family sociological conditions, managerial support, and proportional workload in determining teacher performance. These results shed light on secondary education providers in strengthening professional development and simultaneously strengthening teacher motivation which has so far often been overlooked. The strategy used is to provide support in the managerial aspect to create work comfort and a proportional workload to make it easier for teachers to carry out technical development. Lastly, support and positive relationships from the family contribute to strengthening the teacher's mentality which leads to strengthening work motivation. In conclusion, teacher performance in secondary education can be optimal by carrying out self-development, strengthening motivation, proportional performance, in addition to managerial and family support in establishing mental health. [ABSTRACT FROM AUTHOR]

This research aims to examine the influence of interpersonal communication and work motivation on teacher performance at SDI Insan Taqwa South Cikarang. The population in this study were all teachers at SDI Insan Taqwa South Cikarang. The method in this research is a quantitative method with a population of all teachers at SDI Insan Taqwa South Cikarang with a sample of 47 respondents. Based on the research results in the Partial Test (T), the Interpersonal Communication Variable (X1) has a significant positive influence on Teacher Performance with t count > t table (5.889 = 1.67943) with Sig. 0.000 = 0.05. The Work Motivation variable (X2) has a positive and significant influence on Teacher Performance by obtaining t count > t table (2.811 = 1.67943) with a Sig value. 0.003 = 0.05. Furthermore, in the Simultaneous Test (F), the Interpersonal Communication and Work Motivation variables simultaneously have a positive effect on the Teacher Performance variable with a value (f count) of 9,072 > 3.209 (F table) with a value of Sig. 0.001 = 0.05. Then the Determination Test (R2) showed that 29.2% of teacher performance (Y) was influenced by Interpersonal Communication (X1) and Work Motivation (X2). Meanwhile, the remaining 70.8% was influenced by other variables not examined in this research. [ABSTRACT FROM AUTHOR]

This study aimed to investigate and assess the effect of Proactive Personality (PP), Work Motivation (WM), Perceive Organizational Support (POS) on Innovative Work Behavior (IWB), with Work Engagement.acting as mediators. Questionnaires were used in this quantitative study, to obtain information from 300 employees, with subsequent analysis implementing the Structural Equation Model Lisrel 8.3. The results showed that IWB was significantly influenced by WM, POS,PP, WE. The results also showed WM, POS, PP significantly influenced WE. Moreover, WM, POS,PP significantly influenced IWB mediated by WE. This study investigated innovative work behavior that significantly and widely impacted by Perceive Organizational Support. It also provided a deeper comprehension of the employee characteristic in the industry like work motivaton, proactive personality, work engagement. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine the effect of Career Development, Work Environment, and Rewards on Employee Performance with Work Motivation as a mediating variable at PT Global Loyalty Indonesia. This study uses a quantitative approach. The survey was conducted on 105 respondents with the criteria that respondents were permanent employees at PT Global Loyalty Indonesia. Data were analyzed using the Structural Equation Model (SEM) and data processing using the Partial Least Square (PLS) approach with the SmartPLS version 3.0 program. The results of the study showed that the variables Career Development, Work Environment, Rewards and Work Motivation have a positive and significant effect on Employee Performance. In addition, Career Development, Work Environment, Rewards also have a positive and significant effect on Work Motivation. The results of indirect testing show that the Work Motivation variable mediates the relationship between Career Development and Employee Performance, then mediates the relationship between Work Environment and Employee Performance, and mediates the relationship between Rewards and Employee Performance. This study provides practical implications for companies to always pay attention to Career Development, Work Environment, and Awards in the company so that employees can work safely and comfortably, so that Employee Performance and Work Motivation can increase. [ABSTRACT FROM AUTHOR]

Rewards act as external motivators and can improve performance in various cognitive tasks. However, previous research demonstrated mixed findings regarding the effect of reward on working memory (WM) performance, and the question of whether reward enhances WM performance is arguable. It remains unclear how the effect of reward on WM can be influenced by various factors, such as types of reward and experimental paradigms. In this meta-analytic study, we systematically investigated the effect of reward on WM by analyzing data from 51 eligible studies involving a total of 1767 participants. Our results showed that reward robustly enhanced WM performance, with non-monetary rewards inducing more benefits than monetary rewards. This may be because, while both types of reward could induce extrinsic motivation, non-monetary rewards enhanced intrinsic motivation while monetary rewards reduced it. Notably, all three reward methods—reward binding, reward expectation, and subliminal reward—effectively improved WM performance, with the reward binding paradigm exhibiting the greatest effects. This finding suggests that the reward effect can be attributed to both increasing the total amount of WM resources and improving the flexibility of resource reallocation. Moreover, the type of WM, the experimental paradigms, and the outcome measures are three moderators that should be jointly considered when assessing the reward effects on WM. Overall, this meta-analytic study provides solid evidence that reward improves WM performance and reveals possible mechanisms underlying these improvements. [ABSTRACT FROM AUTHOR]

The Open MPI for Exascale (OMPI-X) project was one of two in the Exascale Computing Project (ECP) focused on advancing the MPI ecosystem. The OMPI-X team worked with other MPI Forum members to champion several important features for inclusion in the MPI 4.0, 4.1, and upcoming 5.0 MPI standard versions, in support of the needs of exascale applications and systems. The team also worked with the larger Open MPI community to bring implementations of these new features and other enhancements into Open MPI, one of the leading open-source implementations of the MPI interface. This paper describes the motivation for the work of the OMPI-X project in the context of exascale computing needs, the nature of the resulting new capabilities in the MPI standard, and how they were implemented in the Open MPI library. Features include improved support for "MPI + X" programming models through partitioned communications and support for user-level threading, sessions, fault tolerance through the user-level fault mitigation (ULFM) and Reinit models, and other features. We also discuss enhancements to Open MPI providing improved performance and scalability for existing features, such as collective operations, one-sided operations, support for the Slingshot-11 interconnect of the initial exascale systems, and how the OMPI-X team worked to improve quality assurance for the Open MPI library, particularly on platforms of interest to the Department of Energy community. [ABSTRACT FROM AUTHOR]

With the rise of online instruction, a better understanding of the factors that contribute to belonging and motivation in these contexts is essential to creating optimal learning environments. Although group work is known to be beneficial to student success, few studies have investigated its role in the context of asynchronous online courses. The present study addresses this gap through a survey of 146 undergraduate students in an asynchronous online physiology lab over two semesters, one with required group work and one without group work. Students were surveyed to evaluate the influence of group work on their motivation and sense of belonging, as well as their perceptions of inclusive and exclusive features of the course. Students assigned to groups had a higher sense of belonging (P = 0.006) and beliefs about their competence (P = 0.002) and perceived lower effort and psychological costs associated with the course (P = 0.04 and 0.04, respectively) compared to students not assigned to groups. Students assigned to groups reported that peer interactions made them feel included in the course (70% of coded responses) while those not assigned to groups valued instructor interactions (51% of coded responses) as inclusive. Negative peer interactions were commonly reported as exclusive by students assigned to groups (28% of coded responses) while a lack of peer interactions (23% of coded responses) made students not assigned to groups feel excluded. These data indicate that assigning groups in asynchronous online courses is an effective way to increase student motivation and perceptions of belonging. NEW & NOTEWORTHY: This study explores the effect of assigned group work in an asynchronous online physiology laboratory course on student motivation and belonging. Students' perceptions of belonging and competence-related beliefs were higher, and effort and psychological costs were lower, when assigned to groups compared to students not assigned to groups. Students assigned to groups noted peer interactions as the most inclusive aspect of the course, whereas instructor interactions were noted as inclusive by those not assigned group work. Listen to this article's corresponding podcast at https://apspublicationspodcast.podbean.com/e/group-work-enhances-belonging-in-an-online-course/. [ABSTRACT FROM AUTHOR]

This study investigated the motivation of Chinese language learners by surveying over 138 students from various majors who are studying Chinese as a foreign language at the Foreign Language Center of Thu Dau Mot University. The results showed that students have a relatively positive learning motivation. In terms of the relationship between achievement and learning motivation, the motivation to fulfil the university's foreign language requirements accounted for the highest proportion (81.7%). This was followed by the motivation to find a job easily (66.7%), as they believe this is an essential condition that determines the material results of their work after graduation. The motivation to have the opportunity to advance in their careers later on is also relatively high (accounting for 62.7%). The motivation to learn Chinese to listen to music, watch movies in Chinese, the motivation to learn because of interest in Chinese music and cinema (49.2%), and a liking for Chinese history and culture (33.3%) are factors that affect students’ academic performance. [ABSTRACT FROM AUTHOR]