超然但不偏离:职业期望和工作塑造对动机功能失调的影响

IF 2.5 Q3 MANAGEMENT JOURNAL OF MANAGEMENT DEVELOPMENT Pub Date : 2022-05-31 DOI:10.1108/jmd-10-2021-0284
Huda Masood, Leonard Karakowsky, M. Podolsky
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引用次数: 4

摘要

目的本研究旨在探讨工作动机与工作异常之间的联系。作者进一步概述了如何通过积极主动的工作策略(如工作制定和职业结果预期)来缓解积极主动和越轨行为之间的关系。设计/方法论/方法作者进行了一项融合设计、混合方法的研究,以调查工作场所的偏差是对某项活动缺乏动力或缺乏动力的结果。横断面调查的定量数据涉及127名受访者。定性数据包括25次深入访谈。作者从个人的生活经历中寻求见解,以了解缺乏动力的个人在工作中的行为。定量研究结果表明,动机和组织偏差之间存在显著关系。作者还发现了职业结果预期对动机和偏差的缓冲作用的证据。最后,回避工作制作已被证明能显著削弱上述关系。这项定性研究确定了三个关于积极性个体工作成果的更广泛主题。实际含义动机可能出现在那些觉得自己被困在想要退出的工作中的人身上,并可能导致一系列功能失调的结果,包括工作场所的偏差。虽然不积极的员工可能很难被发现,但雇主可以通过制定工作制定和职业发展计划等干预措施,防止这些人在工作场所表现出越轨行为。独创性/价值现有的关于工作动机的文献主要忽视了激励在决定员工结果中的作用。目前的研究通过将工作场所的越轨行为确定为动机的结果,产生了一条新的调查路线。作者进一步强调,这种不正常的激励结果可以通过工作制定和职业结果预期来缓解。
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Detached but not deviant: the impact of career expectations and job crafting on the dysfunctional effects of amotivation
PurposeThis study aims to investigate the link between amotivation and workplace deviance. The authors further outlined how the relationship between amotivation and deviant behavior can be mitigated via proactive work strategies such as job crafting and career outcome expectations.Design/methodology/approachThe authors conducted a convergent design, mixed-method study to investigate workplace deviance as an outcome of amotivation or the lack of motivation towards an activity. The quantitative data from cross-sectional surveys entailed 127 respondents. The qualitative data comprised of 25 in-depth interviews. The authors sought insights from individuals' lived experiences to understand how amotivated individuals behave at work.FindingsThe quantitative findings contended a significant relationship between amotivation and organizational deviance. The authors also found evidence for the buffering role of career outcome expectations on amotivation and deviance. Finally, avoidance job crafting has been shown to significantly attenuate the aforementioned relationship. The qualitative study identified three broader themes about amotivated individuals' work outcomes.Practical implicationsAmotivation can arise among individuals who feel trapped in a job they want to exit and can result in a range of dysfunctional outcomes including workplace deviance. While amotivated employees may be hard to flag, employers can keep such individuals from demonstrating workplace deviance through placing interventions such as job crafting and career development programs.Originality/valueThe existing literature on work motivation has predominantly overlooked the role of amotivation in determining employee outcomes. The current research generates a new line of inquiry by identifying workplace deviance as an outcome of amotivation. The authors further highlighted that such dysfunctional outcomes of amotivation can be mitigated by job crafting and career outcomes expectancies.
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来源期刊
CiteScore
7.00
自引率
9.70%
发文量
28
期刊介绍: ■Competence-based management development ■Developing leadership skills ■Developing women for management ■Global management ■The new technology of management development The Journal of Management Development draws together the thinking and research relating to the role played by managers in their immediate environment, and the ways in which they can widen their responsibilities to take on larger roles. Many companies now appreciate that investment in management development helps to reduce costs, increase sales and improve productivity - so it"s well worth investigating.
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