Job Crafting via Decreasing Hindrance Demands:The Motivating Role of Interdependence Misfit and the Facilitating Role of Autonomy

Job crafting theory suggests that misalignment between an employee’s preferred and actual amount of job characteristics acts as a motivational trigger for job crafting. We test this unexplored, yet key proposition underlying job crafting theory. To do so, however, we take a more comprehensive misfit perspective than previously applied, evaluating person-job undersupply and oversupply. We propose that task interdependence misfit motivates a reductive form of job crafting, decreasing hindrance demands. We also propose that low autonomy mitigates the misfit to decreasing hindrance demands relationship. To empirically evaluate this direction, we employ moderated polynomial regression and response surface analysis. Study 1 (N = 159 English-speaking respondents) findings suggest that task interdependence misfit (both undersupply and oversupply) is positively related to decreasing hindrance demands. Study 2 (N = 363 Dutch-speaking respondents) findings replicate and support our misfit hypothesis. Further, as expected, low levels of autonomy neutralize the relationship between task interdependence misfit and decreasing hindrance demands. Theoretical and practical implications regarding the misfit-as-motivation hypothesis, and the simultaneous investigation of job crafting facilitators (i.e., autonomy) and motivators (i.e., misfit) are discussed

The construct validity and reliability of the Turkish version of Spreitzer's psychological empowerment scale

<p>Abstract</p> <p>Background</p> <p>Today, many organizations have adopted some kind of empowerment initiative for at least part of their workforce. Over the last two decades, two complementary perspectives on empowerment at work have emerged: structural and psychological empowerment. Psychological empowerment is a motivational construct manifested in four cognitions: meaning, competence, self-determination and impact. The aim of this article is to examine the construct validity and reliability of the Turkish translation of Spreitzer's psychological empowerment scale in a culturally diverse environment.</p> <p>Methods</p> <p>The scale contains four dimensions over 12 statements. Data were gathered from 260 nurses and 161 physicians. The dimensionality of the scale was evaluated by exploratory factor analyses. To investigate the multidimensional nature of the empowerment construct and the validity of the scale, first- and second-order confirmatory factor analysis was conducted. Furthermore, Cronbach alpha coefficients were assessed to investigate reliability.</p> <p>Results</p> <p>Exploratory factor analyses revealed that four factors in both solutions. The first- and second-order factor analysis indicated an acceptable fit between the data and the theoretical model for nurses and physicians. Cronbach alpha coefficients varied between 0.81-0.94 for both groups, which may be considered satisfactory.</p> <p>Conclusions</p> <p>The analyses indicated that the psychometric properties of the Turkish version of the scale can be considered satisfactory.</p

Human resource management–well‐being–performance research revisited:Past, present, and future

The authors provide an up‐to‐date theoretically based qualitative review of research dealing with the relationship between HRM, employee well‐being, and individual/organisational performance (HRM‐WB‐IOP research). The review is based on a systematic critical analysis of all HRM‐WB‐IOP studies (N = 46) published in 13 core HRM and management journals in the 2000 to 2018 period. The authors first identify different theoretical models of the HRM‐WB‐IOP relationship, which they then use to map research in the area. The results show that mutual gains conceptualisations play a dominant role in extant HRM‐WB‐IOP research, at the expense of alternative conflicting outcomes and mutual losses models, which are also shown to receive very limited empirical support across the 46 studies. As part of this mapping exercise, the authors identify important knowledge gaps in the area and conclude by setting out a number of key recommendations for future research to address these gaps

Willing and able: action-state orientation and the relation between procedural justice and employee cooperation

Existing justice theory explains why fair procedures motivate employees to adopt cooperative goals, but it fails to explain how employees strive towards these goals. We study self-regulatory abilities that underlie goal striving; abilities that should thus affect employees’ display of cooperative behavior in response to procedural justice. Building on action control theory, we argue that employees who display effective self-regulatory strategies (action oriented employees) display relatively strong cooperative behavioral responses to fair procedures. A multisource field study and a laboratory experiment support this prediction. A subsequent experiment addresses the process underlying this effect by explicitly showing that action orientation facilitates attainment of the cooperative goals that people adopt in response to fair procedures, thus facilitating the display of actual cooperative behavior. This goal striving approach better integrates research on the relationship between procedural justice and employee cooperation in the self-regulation and the work motivation literature. It also offers organizations a new perspective on making procedural justice effective in stimulating employee cooperation by suggesting factors that help employees reach their adopted goals

people centred production design

This case reports on a worldwide operating SME producing floor cleaning machines. The SME distinguishes itself from its competitors by providing highly customizable high-quality products. Employees are one of the "most-valuable resources" to the management. However, the initial situation reveals significant improvement opportunities related to the employee involvement and empowerment concerning workplace re-design. The proposed subject-oriented solution aims to involve shop floor workers in workplace (re-)design by providing them structural empowerment means such as social media for suggestion proposals, discussions and negotiations. Furthermore, the newly introduced features are designed to allow for context-sensitive reporting of suggestions and errors. Context-sensitive elicitation provides the basis for analysing impacts of changes (e.g. the affected location or worker) and visualizing potential improvement areas within the shop floor. The generic suggestion and error handling process can be tailored to different organizations. The S-BPM process handling has been integrated with a semantic wiki allowing for context-sensitive workplace improvement elicitation and change propagation analysis. The evaluation reports on findings in developer workshops, focus groups and user tests conducted in parallel to the design and implementation to ensure a user-centred approach (formative part), and on findings related to the outcome of the case implementations at the given SME (summative part)

The motivational antecedents of the development of mental toughness: a self-determination theory perspective

Mental toughness is a topic that has received growing attention in psychological literature over the past decade. Although some researchers have attempted to understand how mental toughness is developed, little effort has been made to integrate an understanding of mental toughness development with established psychological theory and research. The aim of our review is to demonstrate the utility of theory and research on motivation for understanding mental toughness and its development. In particular, we propose that self-determination theory provides a sound basis for understanding the motivational antecedents of mental toughness. To achieve our aim, we consider concepts that bridge mental toughness and self-determination theory literature, namely striving, surviving, and thriving. We conclude our review with suggestions for future lines of empirical enquiry that could be pursued to further test our propositions

The Importance of Being Psychologically Empowered: Buffering the Negative Effects of Employee Perceptions of Leader-Member Exchange Differentiation

Although differentiated relationships among leaders and their followers are fundamental to Leader-Member Exchange (LMX) theory, research provides limited knowledge about whether employees’ responses to individual perceptions of LMX differentiation are uniform. In a field study, we examined whether individual-level psychological empowerment buffers the negative relationship between perceived LMX differentiation and job satisfaction, and found that the negative relationship is strongest under low employee psychological empowerment conditions, as compared to high psychological empowerment. Furthermore, in a multi-wave field study and an experiment, we extended these initial findings by investigating employees’ perceptions of supervisory fairness as a mediator of this moderated relationship. We found that the indirect effect between perceived LMX differentiation and job satisfaction, through supervisory fairness perceptions, is strongest under low employee psychological empowerment, as compared to high psychological empowerment. Collectively, our findings showcase the importance of psychological empowerment as a tool for employees to use to counteract the negative effect of perceived differentiated contexts

Measurement of the Helicity Fractions of W Bosons from Top Quark Decays Using Fully Reconstructed top-antitop Events with CDF II

We present a measurement of the fractions F_0 and F_+ of longitudinally polarized and right-handed W bosons in top quark decays using data collected with the CDF II detector. The data set used in the analysis corresponds to an integrated luminosity of approximately 318 pb -1. We select ttbar candidate events with one lepton, at least four jets, and missing transverse energy. Our helicity measurement uses the decay angle theta*, which is defined as the angle between the momentum of the charged lepton in the W boson rest frame and the W momentum in the top quark rest frame. The cos(theta*) distribution in the data is determined by full kinematic reconstruction of the ttbar candidates. We find F_0 = 0.85 +0.15 -0.22 (stat) +- 0.06 (syst) and F_+ = 0.05 +0.11 -0.05 (stat) +- 0.03 (syst), which is consistent with the standard model prediction. We set an upper limit on the fraction of right-handed W bosons of F_+ < 0.26 at the 95% confidence level.Comment: 11 pages, 2 figures, submitted to Phys. Rev.

Search for the Higgs boson in events with missing transverse energy and b quark jets produced in proton-antiproton collisions at s**(1/2)=1.96 TeV

We search for the standard model Higgs boson produced in association with an electroweak vector boson in events with no identified charged leptons, large imbalance in transverse momentum, and two jets where at least one contains a secondary vertex consistent with the decay of b hadrons. We use ~1 fb-1 integrated luminosity of proton-antiproton collisions at s**(1/2)=1.96 TeV recorded by the CDF II experiment at the Tevatron. We find 268 (16) single (double) b-tagged candidate events, where 248 +/- 43 (14.4 +/- 2.7) are expected from standard model background processes. We place 95% confidence level upper limits on the Higgs boson production cross section for several Higgs boson masses ranging from 110 GeV/c2 to 140 GeV/c2. For a mass of 115 GeV/c2 the observed (expected) limit is 20.4 (14.2) times the standard model prediction.Comment: 8 pages, 2 figures, submitted to Phys. Rev. Let

First Measurement of the W Boson Mass in Run II of the Tevatron

We present a measurement of the W boson mass using 200/pb of data collected in pbar p collisions at sqrt(s) = 1.96 TeV by the CDF II detector at Run II of the Fermilab Tevatron. With a sample of 63964 W -> e nu candidates and 51128 W -> mu nu candidates, we measure M_W = (80413 +- 34 (stat) +- 34 (syst) = 80413 +- 48) MeV/c^2. This is the most precise single measurement of the W boson mass to date.Comment: published version in PR