The Experts below are selected from a list of 47247 Experts worldwide ranked by ideXlab platform
Alex Bryson - One of the best experts on this subject based on the ideXlab platform.
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hrm and small firm Employee Motivation before and after the recession
Industrial and Labor Relations Review, 2019Co-Authors: Alex Bryson, M WhiteAbstract:A long-running debate in the small firms' literature questions the value of formal 'human resource management' (HRM) practices which have been linked to high performance in larger firms. We contribute to this literature by exploiting linked employer-Employee surveys for 2004 and 2011. Using Employees' intrinsic job satisfaction and organizational commitment as measures of Motivation we find the returns to small firm investments in HRM are u-shaped. Small firms benefit from intrinsically motivating work situations in the absence of HRM practices, find this advantage disturbed when formal HRM practices are initially introduced, but can restore positive Motivation when they invest intensively in HRM practices in a way that characterizes 'high performance work systems' (HWPS) and 'strategic human resource management' (SHRM). Although the HPWS effect on Employee Motivation is modified somewhat by the recessionary transition, it remains rather robust and continues to have positive promise for small firms.
James C. Ryan - One of the best experts on this subject based on the ideXlab platform.
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Reflections on the conceptualization and operationalization of a set-theoretic approach to Employee Motivation and performance research
Journal of Innovation & Knowledge, 2017Co-Authors: James C. RyanAbstract:Abstract The current commentary offers a reflection on the conceptualizations of Lee and Raschke's (2016) proposal for a set-theoretic approach to Employee Motivation and organizational performance. The commentary is informed by the current author's operationalization of set-theoretic research on Employee Motivation which occurred contemporaneously to the work of Lee and Raschke. Observations on the state of current research on Employee Motivation, development of Motivation theory and future directions of set-theoretic approaches to Employee Motivation and performance are offered.
Robyn L Raschke - One of the best experts on this subject based on the ideXlab platform.
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understanding Employee Motivation and organizational performance arguments for a set theoretic approach
Journal of Innovation & Knowledge, 2016Co-Authors: Robyn L RaschkeAbstract:Abstract Empirical evidence demonstrates that motivated Employees mean better organizational performance. The objective of this conceptual paper is to articulate the progress that has been made in understanding Employee Motivation and organizational performance, and to suggest how the theory concerning Employee Motivation and organizational performance may be advanced. We acknowledge the existing limitations of theory development and suggest an alternative research approach. Current Motivation theory development is based on conventional quantitative analysis (e.g., multiple regression analysis, structural equation modeling). Since researchers are interested in context and understanding of this social phenomena holistically, they think in terms of combinations and configurations of a set of pertinent variables. We suggest that researchers take a set-theoretic approach to complement existing conventional quantitative analysis. To advance current thinking, we propose a set-theoretic approach to leverage Employee Motivation for organizational performance.
M White - One of the best experts on this subject based on the ideXlab platform.
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hrm and small firm Employee Motivation before and after the recession
Industrial and Labor Relations Review, 2019Co-Authors: Alex Bryson, M WhiteAbstract:A long-running debate in the small firms' literature questions the value of formal 'human resource management' (HRM) practices which have been linked to high performance in larger firms. We contribute to this literature by exploiting linked employer-Employee surveys for 2004 and 2011. Using Employees' intrinsic job satisfaction and organizational commitment as measures of Motivation we find the returns to small firm investments in HRM are u-shaped. Small firms benefit from intrinsically motivating work situations in the absence of HRM practices, find this advantage disturbed when formal HRM practices are initially introduced, but can restore positive Motivation when they invest intensively in HRM practices in a way that characterizes 'high performance work systems' (HWPS) and 'strategic human resource management' (SHRM). Although the HPWS effect on Employee Motivation is modified somewhat by the recessionary transition, it remains rather robust and continues to have positive promise for small firms.
Nandini Srivastava - One of the best experts on this subject based on the ideXlab platform.
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EXPANSION STRATEGIES AS A DIRECTING PATH TO Employee Motivation – A THEORETICAL FRAMEWORK
TIJ's Research Journal of Social Science & Management - RJSSM, 2016Co-Authors: Preeti Deswal, Nandini SrivastavaAbstract:In today’s world of globalization, organizational are competing globally. Resource utilization has increased and their supply is limited. All this along with other universal factors is contributing towards the increase in the cost of production. To remain competitive organizations are trying to control their cost. Means include stoppage of new hiring this ultimately means shifting this increased work burden on their current Employees by broadening their jobs. This elaboration of the job includes job enlargement, enrichment, and rotation which together forms expansion strategy of an organisation. Expansion strategies are the steps used to make the Employees feel that they are actually owning the organization. This thing ultimately increases the level of performance of the Employees on the job and boost their Motivation. This has a direct impact on their satisfaction level in the organization while performing their duties. In this study, we analyze the impact of expansion strategies on Employee Motivation.
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The modern performance appraisal outlook – An approach to Employee Motivation
TIJ's Research Journal of Social Science & Management - RJSSM, 2016Co-Authors: Neha Raghav, Nandini SrivastavaAbstract:It is rightly said that, “Encouraged people achieve the best; Dominated people achieve second best; neglected people achieve the least.” as recognition and reward at the right time is the best encouragement. Organizations have employed different methods to appraise the performance starting from the traditional comparison method to the modern 720 degree appraisal method. 720 degree appraisal method focuses at monitoring, measuring, giving feedback and encouraging the Employees to achieve the goal. Discussing the challenges of performance appraisal on Employee Motivation, it has been established that some managers tend to be liberal or strict in their rating of staff which may affect the Employees’ Motivation. The manager’s ability to identify and resolve the skills gaps can have a significant impact on the Employee’s Motivation. Regular ratings and appraisals may affect the performance and Motivation of the Employees. Appropriate assessment of the Employee’s performance may enhance their Motivation. Employers should also note that performance evaluation is an ongoing process and not one that happens only once a year. The reasonable expectations of the ratings can lead to honest feedback for Employee Motivation.