The Hollenbeck and Klein (1987) expectancy-based model of goal commitment is revised to reflect current critiques in the literature. The model contains elements suggested by Eden (1988) which are designed to better integrate goal and expectancy theory. This revised model is used to examine the determinants of goal commitment in an incentive-paid workforce. Support was found for the antecedent relationship of trait expectancy and goal level to state expectancy. No support was found for the causality of any of the antecedent relationships to goal commitment at the individual level of analysis. The data were examined to determine if there were team effects present. Teams did affect the magnitude of some attitudinal measures and all but one of the correlations of concern to the hypotheses presented here. When the teams are considered as wholes, all but one of the research hypotheses are supported, although no determinations of causality can be made. The results are discussed, as are the limitations of the study and directions for future research. / Ph. D.

隨著積極組織行為學 (positive organizational behaviour) 的研究趨勢，本研究通過正向心理的角度，考察轉換型領導 (transformational leadership) 對員工工作投入感 (work engagement) 的影響。本研究提出一個中介調節模型，旨在探討轉換型領導透過心理意義 (psychological meaningfulness)　的中介效果對下屬工作投入感之影響；此外本研究亦試圖探討下屬的心理資本 (psychological capital)　是否能夠調節心理意義和工作投入感之間的關聯。二百七十一名從事各種不同行業的中國人完成了網上問卷調查。研究發現：（一）領導者的轉換型領導行為有效增強下屬的工作投入感；（二）心理意義在轉換型領導與下屬工作投入感之間具有部分中介效果；（三）心理意義和工作投入感之間關聯的強度取決於下屬心理資本的水平；下屬的心理資本正向調節了整個中介過程，強化了積極的心理過程 (positive psychological process)，激發更高水平的工作投入感。這項研究關注了下屬在領導過程的角色；此外它擴大了目前領導領域的研究，涵蓋了底層的激發積極性機制(motivational process)，和有效的下屬特性，以帶出領導者對下屬工作投入感的影響。最後，本文亦討論了這研究對理論發展的貢獻，以及對應用層面於員工培訓方面的實際啟示。 / With the emerging interest in positive organizational behaviour, this study adopted a positive psychological perspective in examining the impact of transformational leadership on employee work engagement. The study proposed a moderated-mediation model with supervisor transformational leadership as an antecedent in predicting follower work engagement, psychological meaningfulness as a mediator that explains the underlying leadership process, and psychological capital (PsyCap) as a boundary condition that moderates the association between psychological meaningfulness and work engagement. Two hundred and seventy-one Chinese employees, from a diverse range of industries, completed the online questionnaire. The study found that (a) transformational leaders enhanced followers’ level of work engagement; (b) psychological meaningfulness played a partial mediating role in translating the positive impact of transformational leaders to increased follower work engagement; and (c) the strength of the link between psychological meaningfulness and work engagement depended on the level of PsyCap. PsyCap moderated the mediated leadership process such that it enhanced the positive psychological process to lead to higher levels of work engagement. The study investigated the understudied impact of followership in leadership processes. Moreover, it suggested a broader leadership framework that encompasses the underlying motivational mechanism and the effective followership characteristic in bringing out leaders’ impact on follower engagement. Theoretical implications and applied implications on employee training are discussed. / Detailed summary in vernacular field only. / Leung, Lok Chi. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 30-40). / Abstracts also in Chinese. / Abstract --- p.i / 摘要 --- p.ii / List of Tables --- p.vi / List of Figures --- p.vii / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Work Engagement --- p.2 / Transformational Leadership --- p.3 / Association between Transformational Leadership and Follower Engagement --- p.4 / Psychological Meaningfulness as Mediator --- p.5 / Moderation by Follower Positivity --- p.7 / Psychological Capital (PsyCap) --- p.8 / Psychological Capital as Moderator --- p.9 / Chapter CHAPTER 2. --- METHOD --- p.12 / Participants and Procedure --- p.12 / Measures --- p.14 / Chapter CHAPTER 3. --- RESULTS --- p.16 / Measurement Model --- p.16 / Descriptive Statistics and Factor Correlations --- p.18 / Direct and Indirect Effect --- p.18 / Moderated Mediation Effect --- p.19 / Chapter CHAPTER 4. --- DISCUSSION --- p.22 / The Transformational Leadership Process --- p.22 / Effective Follower Attribute --- p.23 / Development of POB Literature --- p.25 / Positivity and Meaning in Chinese --- p.26 / Limitations and Future Research --- p.27 / Practical Implication --- p.28 / Concluding Remarks --- p.29 / Reference --- p.30 / Appendix --- p.41

Examines the contextual effects of social persuasion (represented by self, client, peer and supervisor's feedback) and mastery experiences (represented by formal level of education and work experience) on specific self-efficacy outcomes and perceived advancement potential in a sample population of nurses at a Southern California hospital. Results of the study suggest that self, client, peer, and supervisor's feedback consistently predict significant self-efficacy outcomes.

Thesis (Ph. D.)--University of Hong Kong, 1999. / Includes bibliographical references.

published_or_final_version / Management Studies / Master / Master of Business Administration

published_or_final_version / Public Administration / Master / Master of Social Sciences

Doctorat en sciences psychologiques / info:eu-repo/semantics/nonPublished

This study seeks to explain performance differences in demographically diverse settings by examing introverted and extraverted individuals and using the Inverted-U-Theory developed by Hans J. Eysenck.

The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?

This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the performance management and development system, job design, employee involvement, organisational culture and commitment and human relations. A literature study was undertaken to provide a framework through which the importance of the study is highlighted. The literature study reviewed motivation theories that explain the effect of motivation on the behaviour of employees. The mixed research method of collecting and analysing the data, including the use of a semi-structured questionnaire, was used during the research process. The findings of the study show that the motivation levels of employees are varied in relation to factors that influence the motivation of employees. There is therefore evidence in the study that employees are motivated by different needs and therefore a more encompassing approach is required. The study also found that managers in the Department of Education did not put concerted efforts towards the motivation of employees, nor did they put effective programmes in place with regard to the same. In order to achieve the primary research objective, the study recommends that an integrated and comprehensive motivation strategy, that will influence the motivation of employees, be developed. The motivation strategy is perceived to address a number of challenges employees experience in the performance of their work. Recommendations for the implementation of the motivation strategy are presented in order to ensure an increase in the motivation of employees for effective and efficient employee performance. The study identifies areas for further research, which, if implemented, will increase the managers‟ knowledge of recognition schemes to enhance the performance levels of employees. / M Development and Management, North-West University, Potchefstroom Campus, 2015