The Experts below are selected from a list of 285 Experts worldwide ranked by ideXlab platform
Stephen O. Ogunlana - One of the best experts on this subject based on the ideXlab platform.
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testing herzberg s two Factor Theory in the thai construction industry
Engineering Construction and Architectural Management, 2003Co-Authors: Rathavoot Ruthankoon, Stephen O. OgunlanaAbstract:Herzberg’s two‐Factor Theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐Factor Theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s Theory is not entirely applicable in the Thai construction setting. Some Factors should receive attention if construction employees are to be motivated effectively.
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Testing Herzberg’s two‐Factor Theory in the Thai construction industry
Engineering Construction and Architectural Management, 2003Co-Authors: Rathavoot Ruthankoon, Stephen O. OgunlanaAbstract:Herzberg’s two‐Factor Theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐Factor Theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s Theory is not entirely applicable in the Thai construction setting. Some Factors should receive attention if construction employees are to be motivated effectively.
Rathavoot Ruthankoon - One of the best experts on this subject based on the ideXlab platform.
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testing herzberg s two Factor Theory in the thai construction industry
Engineering Construction and Architectural Management, 2003Co-Authors: Rathavoot Ruthankoon, Stephen O. OgunlanaAbstract:Herzberg’s two‐Factor Theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐Factor Theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s Theory is not entirely applicable in the Thai construction setting. Some Factors should receive attention if construction employees are to be motivated effectively.
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Testing Herzberg’s two‐Factor Theory in the Thai construction industry
Engineering Construction and Architectural Management, 2003Co-Authors: Rathavoot Ruthankoon, Stephen O. OgunlanaAbstract:Herzberg’s two‐Factor Theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐Factor Theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s Theory is not entirely applicable in the Thai construction setting. Some Factors should receive attention if construction employees are to be motivated effectively.
Daša Fabjan - One of the best experts on this subject based on the ideXlab platform.
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Herzberg’S Two Factor Theory of Work Motivation: The Case of Tourism Employees
Management Science, 2013Co-Authors: Žana Čivre, Nina Lovec, Daša FabjanAbstract:The article focuses on work motivation of Slovenian front-line employees working in tourism. The motivation is analyzed using a Herzberg’s Two Factor Theory of work motivation, which is based on two Factor groups of work motivation – growth Factors that motivate, and hygiene Factors that do not motivate, yet their absence causes work dissatisfaction. The empirical research results indicated that growth Factors (e.g. recognition and responsibility) have a major impact on work motivation, while hygiene Factors (e.g. salary) did not show statistically significant impact. The findings of the research could be useful for management in tourism industry, who should give more attention to growth Factors or strengthen their meaning by increasing front-line employees’ responsibilities, recognition, enabling additional trainings and giving adequate information as these Factor have a pivotal meaning for employees’ work motivation.
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herzberg s two Factor Theory of work motivation the case of tourism employees
Management Science, 2013Co-Authors: Daša Fabjan, Nina Lovec, žana CivreAbstract:The article focuses on work motivation of Slovenian front-line employees working in tourism. The motivation is analyzed using a Herzberg’s Two Factor Theory of work motivation, which is based on two Factor groups of work motivation – growth Factors that motivate, and hygiene Factors that do not motivate, yet their absence causes work dissatisfaction. The empirical research results indicated that growth Factors (e.g. recognition and responsibility) have a major impact on work motivation, while hygiene Factors (e.g. salary) did not show statistically significant impact. The findings of the research could be useful for management in tourism industry, who should give more attention to growth Factors or strengthen their meaning by increasing front-line employees’ responsibilities, recognition, enabling additional trainings and giving adequate information as these Factor have a pivotal meaning for employees’ work motivation.
Robert R. Mccrae - One of the best experts on this subject based on the ideXlab platform.
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understanding persons from stern s personalistics to five Factor Theory
Personality and Individual Differences, 2021Co-Authors: Robert R. Mccrae, Paul T CostaAbstract:Abstract William Stern, a founder of differential psychology, was also an early exponent of person-centered approaches to personality. Lamiell (2009) and Block (1961) argued that interactive or ipsative approaches to assessment are more suitable for person-centered psychology, but these methods are susceptible to distortions that can be corrected by standardization, the usual method used in variable-centered assessments. We argue that persons can be understood by (1) employing a comprehensive and multi-faceted personality inventory, preferably completed by two sources; (2) supplementing the personality profile by gathering information on the person's characteristic adaptations and life outcomes; and (3) explaining adaptations and outcomes in terms of enduring personality traits, as suggested by Five-Factor Theory (McCrae & Costa, 2008). We conclude with a case study.
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A Five-Factor Theory Perspective on Causal Analysis.
European journal of personality, 2018Co-Authors: Robert R. Mccrae, Angelina R. SutinAbstract:Five–Factor Theory provides a broad but largely blank template for causal personality research. Within Five–Factor Theory, there are three major categories of questions: (1) how do biological struc...
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A Five-Factor Theory Perspective on Causal Analysis.
European Journal of Personality, 2018Co-Authors: Robert R. Mccrae, Angelina R. SutinAbstract:: Five-Factor Theory (FFT) provides a broad but largely blank template for causal personality research. Within FFT, there are three major categories of questions: (1) How do biological structures and functions lead to trait levels? (2) how do traits and the environment give rise to acquired psychological institutions? and (3) how do personality characteristics interact with specific situations to determine behaviors and reactions? Both practical and ethical issues complicate the search for the causes of trait change. Causal explanations of the development of characteristic adaptations are likely to be incomplete, because there are many different ways in which the same adaptation may be acquired. Studies of the determinants of behavior are usually left to social, educational, or clinical psychologists-although personality psychologists may make distinctive contributions by emphasizing the role of the individual in selecting and creating situations. A causal understanding of the functioning of the personality system is possible through the integration of many lines of evidence, but it is likely to take a very long time. In the meanwhile, personality psychologists may fruitfully pursue the identification of practical causes by which individuals with a given set of traits can optimize their adaptation. If we require truth in any strict sense, we must confine ourselves to one entire state of the world. This will be the cause, and the next entire state will be the effect. There is much truth in this conclusion, but it remains indefensible.F. H. Bradley, 1893/1966, p. 48.
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personality in adulthood a five Factor Theory perspective
2005Co-Authors: Robert R. Mccrae, Paul T CostaAbstract:Contents: Facts and Theories of Adult Development. A Trait Approach to Personality. Measuring Personality. The Search for Growth or Decline in Personality. Cross-Cultural Perspectives on Personality and Aging. The Course of Personality Development in the Individual. Stability Reconsidered: Qualifications and Rival Hypotheses. A Different View: Ego Psychologies and Projective Methods. Adult Development as Seen through the Personal Interview. A Five-Factor Theory of Personality. The Influences of Personality on the Life Course.
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A Five-Factor Theory Perspective on the Rorschach
Rorschachiana, 2005Co-Authors: Paul T Costa, Robert R. MccraeAbstract:Many of the constructs the Rorschach is used to assess are related to personality traits included in the Five-Factor Model, but studies to date have not shown convergence between Rorschach and self-report measures of these traits. This poses a problem for the Rorschach, because recent research on the universality, stability, heritability, and consensual validity of traits demonstrate that self-report measures cannot be dismissed. In an effort to understand these issues, we examine the Rorschach from the perspective of Five-Factor Theory (FFT), a systems model of the person. FFT is compatible with the projective hypothesis, but would generally lead to the expectation that Rorschach signs and self-reports should be correlated. Where they are not, the validity of Rorschach measures of personality traits would need to be confirmed by demonstrations of their heritability, stability, and convergence with observer ratings. The Rorschach may be more useful when interpreted in the context of a global psychodynamic...
žana Civre - One of the best experts on this subject based on the ideXlab platform.
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herzberg s two Factor Theory of work motivation the case of tourism employees
Management Science, 2013Co-Authors: Daša Fabjan, Nina Lovec, žana CivreAbstract:The article focuses on work motivation of Slovenian front-line employees working in tourism. The motivation is analyzed using a Herzberg’s Two Factor Theory of work motivation, which is based on two Factor groups of work motivation – growth Factors that motivate, and hygiene Factors that do not motivate, yet their absence causes work dissatisfaction. The empirical research results indicated that growth Factors (e.g. recognition and responsibility) have a major impact on work motivation, while hygiene Factors (e.g. salary) did not show statistically significant impact. The findings of the research could be useful for management in tourism industry, who should give more attention to growth Factors or strengthen their meaning by increasing front-line employees’ responsibilities, recognition, enabling additional trainings and giving adequate information as these Factor have a pivotal meaning for employees’ work motivation.
