Service Motivation Research Articles

운전자의 위험운전 행동 분석을 통한 시내버스 안전운전 지원 서비스 기회 도출

The purpose of this research is to identify new service opportunities for enhancing driving safety of intra-city buses based on driving behavior analysis. Service opportunity identification involves finding target customers of service (to whom), motivations for service (why), service contents (what), and service delivery process (when, where). This paper presents an analysis of driving behaviors using the operational data of intra-city buses in conjunction with traffic accident data and drivers’ driving history data. This paper also presents four identified service opportunities based on the data analysis results. This research would contribute to enhancing driving safety of intra-city buses in Korea and serve as a basis for developing new services for driving safety enhancement.

Evaluating the 'Vanishing Virtue' Argument in Medical Education: Motivation to Attend Medical School and Expected Work Areas Over the Course of the Medical School Experience.

A consequence of the 1910 Flexner Report on medical education is emphasis on objectivity at the expense of empathy (vanishing virtue). Previous studies of the vanishing virtue hypothesis used measures of empathy that produced inconsistent results. We use two indicators of empathy, reported motivation to attend medical school and anticipated career. Motive was defined as interest in academic medicine, service or economic success. Career interests were in scholarship, public health or private practice. Predictor variables include number of years in medical school, race, gender, type school (historically black or traditionally white), undergraduate GPA and debt. The sample is 375 medical students from a population of approximately 600 students in 8 medical schools, 5 traditionally white and 3 historically black. Using general linear models, we find that race, years in medical school and type school are the main predictors of academic and service motives.

Consumer Protection in South Africa: Challenges and Opportunities for Furniture Retailers in Cape Town, South Africa

Five years ago, the government of South Africa enacted the Consumer Protection Act which is a piece of legislation that seeks to protect consumers in their day-to-day dealings with retailers and other businesses. Heralded as the best consumer legislation in the world, the new Consumer Protection Act was received with mixed reactions by many businesses in general and furniture retailers in particular. This study therefore endeavoured to unearth the challenges and opportunities that this new consumer protection legislation provides to furniture retailers in Cape Town, South Africa. Using triangulation as the research methodology, semi-structured questionnaires were administered on 150 respondents from the population of study. 20 in-depth interviews were also carried out with customer service and branch managers from selected furniture retailers in Cape Town. The study found out that corporate chain (national) retailers are more aware of the Consumer Protection Act than small independent furniture retailers and that most retailers have already started implementing the new act. The study also found out that the new Consumer Protection Act poses major challenges for furniture retailers. These challenges include financial report instability, increased transaction costs and also the need for continuous staff development and training. On the other hand, this study also found that, if properly implemented, the new legislation may lead to an improvement in reputation, product quality, customer service and staff motivation. Many furniture retailers have thus taken a leading role in pushing the frontiers of their businesses in order to comply with the act. This study will add to the body of knowledge of customer service and consumer protection by uncovering some specific strategies which furniture retailers can adopt to counter the challenges and take advantage of the opportunities presented by the new Consumer Protection Act. DOI: 10.5901/mjss.2015.v6n1p224

Motivation and de-motivation in a government translation service: a diary-based approach

The article discusses events that motivated or de-motivated one translator working in a government setting over a period of two weeks, based on a diary. The disadvantages of diary-keeping are discussed, as are its possible advantages over questionnaires, interviews and focus groups. The diary entries are compared to lists of motivators and de-motivators prepared by two translators four months before the diary was started.

Obscuring Gender Bias with “Choice”—Response

I believe that Conner et al. misrepresent my article and misconstrue my intentions in writing it. Along with them and Science Careers, I strongly deplore and oppose bias and discrimination of any kind in science. My colleagues and I work assiduously to help female (and male) scientists and aspiring scientists advance in the careers of their choosing. In line with that goal, I report on research that helps scientists of both genders understand the career opportunities that currently exist so that they can make choices that maximize their chances of finding and prospering in positions that fit their values, goals, aspirations, and definitions of success. Research ([ 1 ][1]) reveals that scientists value and aspire to a wide range of career goals, with some of both genders desiring traditional academic careers leading to top institutional leadership positions and others desiring to pursue different career objectives both in and out of academe. Evidence both formal ([ 2 ][2]) and anecdotal also shows that many young scientists report feeling strong pressure from their professors and advisers to pursue traditional academic careers in preference to other types of work that they may prefer. The letter writers' use of the term “downshift” to describe a physician's choice to pursue a career of teaching and clinical practice rather than of academic research may in itself exemplify this type of bias. Contrary to the Letter, I did not conclude—in the sense of arriving at a judgment—that “women's service motivations” keep them from traditional tenure-track careers. As Conner et al. acknowledge, I, like the study's ([ 3 ][3]) authors, do not know why women chose as they did. I suggested a possible explanation also mentioned by the authors and ended the article with the authors' own statement that the question “deserves further analysis.” I do not believe that this misrepresents their work. 1. [↵][4] 1. M. Roach, 2. H. Sauermann , Res. Pol. 39, 422 (2010). [OpenUrl][5][CrossRef][6] 2. [↵][7] 1. H. Sauermann, 2. M. Roach , PLOS ONE 7, e36307 (2012). [OpenUrl][8][CrossRef][9][PubMed][10] 3. [↵][11] 1. A. P. Mayer 2. et al ., Acad. Med. 89, 312 (2014). [OpenUrl][12][CrossRef][13][PubMed][14][Web of Science][15] [1]: #ref-1 [2]: #ref-2 [3]: #ref-3 [4]: #xref-ref-1-1 View reference 1 in text [5]: {openurl}?query=rft.jtitle%253DRes.%2BPol.%26rft.volume%253D39%26rft.spage%253D422%26rft_id%253Dinfo%253Adoi%252F10.1016%252Fj.respol.2010.01.004%26rft.genre%253Darticle%26rft_val_fmt%253Dinfo%253Aofi%252Ffmt%253Akev%253Amtx%253Ajournal%26ctx_ver%253DZ39.88-2004%26url_ver%253DZ39.88-2004%26url_ctx_fmt%253Dinfo%253Aofi%252Ffmt%253Akev%253Amtx%253Actx [6]: /lookup/external-ref?access_num=10.1016/j.respol.2010.01.004&link_type=DOI [7]: #xref-ref-2-1 View reference 2 in text [8]: {openurl}?query=rft.stitle%253DPLoS%2BONE%26rft.aulast%253DSauermann%26rft.auinit1%253DH.%26rft.volume%253D7%26rft.issue%253D5%26rft.spage%253De36307%26rft.epage%253De36307%26rft.atitle%253DScience%2BPhD%2Bcareer%2Bpreferences%253A%2Blevels%252C%2Bchanges%252C%2Band%2Badvisor%2Bencouragement.%26rft_id%253Dinfo%253Adoi%252F10.1371%252Fjournal.pone.0036307%26rft_id%253Dinfo%253Apmid%252F22567149%26rft.genre%253Darticle%26rft_val_fmt%253Dinfo%253Aofi%252Ffmt%253Akev%253Amtx%253Ajournal%26ctx_ver%253DZ39.88-2004%26url_ver%253DZ39.88-2004%26url_ctx_fmt%253Dinfo%253Aofi%252Ffmt%253Akev%253Amtx%253Actx [9]: /lookup/external-ref?access_num=10.1371/journal.pone.0036307&link_type=DOI [10]: /lookup/external-ref?access_num=22567149&link_type=MED&atom=%2Fsci%2F343%2F6176%2F1200.2.atom [11]: #xref-ref-3-1 View reference 3 in text [12]: {openurl}?query=rft.jtitle%253DAcad.%2BMed.%26rft.volume%253D89%26rft.spage%253D312%26rft_id%253Dinfo%253Adoi%252F10.1097%252FACM.0000000000000089%26rft_id%253Dinfo%253Apmid%252F24362384%26rft.genre%253Darticle%26rft_val_fmt%253Dinfo%253Aofi%252Ffmt%253Akev%253Amtx%253Ajournal%26ctx_ver%253DZ39.88-2004%26url_ver%253DZ39.88-2004%26url_ctx_fmt%253Dinfo%253Aofi%252Ffmt%253Akev%253Amtx%253Actx [13]: /lookup/external-ref?access_num=10.1097/ACM.0000000000000089&link_type=DOI [14]: /lookup/external-ref?access_num=24362384&link_type=MED&atom=%2Fsci%2F343%2F6176%2F1200.2.atom [15]: /lookup/external-ref?access_num=000330305900031&link_type=ISI

An Exploratory Study about the Motivation of Closed-Type Social Network Service: Focusing on User of ‘Naver Band’

An Exploratory Study about the Motivation of Closed-Type Social Network Service: Focusing on User of ‘Naver Band’

Exemplars’ Moral Behavior Is Self-Regarding

What fundamentally motivates moral behavior? What is the nature and source of moral motivation? The argument developed in this chapter is that moral action is not merely other-regarding; it also can, and should be, self-regarding. When there is something significant for the self in the moral enterprise, it can legitimately be self-enhancing and, thus, powerfully motivating. The empirical warrant for this argument is found in the study of the psychological functioning of moral exemplars. The research reviewed here indicates that moral exemplars do synergistically integrate their self-promoting agentic motivation in service to their other-promoting communal values. Therein is the powerful motivational impetus for doing good and living rightly.

Indian medical students in public and private sector medical schools: are motivations and career aspirations different? – studies from Madhya Pradesh, India

BackgroundIn recent years, there has been a massive growth in the private medical education sector in South Asia. India’s large private medical education sector reflects the market driven growth in private medical education. Admission criteria to public medical schools are based on qualifying examination scores, while admission into private institutions is often dependent on relative academic merit, but also very much on the ability of the student to afford the education. This paper from Madhya Pradesh province in India aims to study and compare between first year medical students in public and private sector medical schools (i) motives for choosing a medical education (ii) career aspirations on completion of a medical degree (iii) willingness to work in a rural area in the short and long terms.MethodsCross sectional survey of 792 first year medical students in 5 public and 4 private medical schools in the province.ResultsThere were no significant differences in the background characteristics of students in public and private medical schools. Reasons for entering medical education included personal ambition (23%), parental desire (23%), prestigious/secure profession (25%) or a service motive (20%). Most students wished to pursue a specialization (91%) and work in urban areas (64%) of the country. A small proportion (7%) wished to work abroad. There were no differences in motives or career aspirations between students of public or private schools. 40% were willing to work in a rural area for 2 years after graduating; public school students were more willing to do so.ConclusionThere was little difference in background characteristics, motives for entering medicine or career aspirations between medical students in from public and private sector institutions.

PREVALENCE OF RISK FACTORS FOR CORONARY HEART DISEASE IN LOW MIDDLE CLASS URBAN COMMUNITIES IN PAKISTAN

We sought to evaluate the urban communities for prevalence of CHD risk factors and the feasibility of implementation of prevention programme. National Health Survey data of Pakistan Medical Association has shown that the risk factors for CHD are significantly prevalent in the urban communities of Pakistan. There are no national programmes of prevention of CHD, therefore implementation of prevention at the community level may be achievable. Therefore risk factors profile, socioeconomic status, social service infrastructure & motivation of the community must be known if such intervention is to be successfully implemented. Three communities, Korangi 4, Akhtar Colony and Metroville which are located around Karachi were visited by holding day camps. The demographic data collected included age sex household composition, rooms per house & members per house, monthly income and profession of the head of the household. History of CHD, diabetes, hypertension & smoking was recorded. in a questionnaire, height, weight, ECG, Blood pressure and serum cholesterol were determined. No formal social services were present in any of the three communities. The average income of subjects was 2281 Rupees per month and average age was 40.9 years. There were 6. 1 persons per house in 2.3 rooms per house. Sixty seven percent were employed and 33% had no job. Risk factors were prevalent so that 24% were current smokers, 34% had hypercholestrolamia 5.5%, had diabetes and hypertension was noted in 20% males and 30% of females. Our data showed that the CHD risk factors were significantly prevalent in our low middle class urban communities. There are no structured community based social organizations and motivation of the communities for prevention of CHD was weak. This data has helped us plan the type of intervention strategy and the steps required for implementation.

Servant leadership across cultures

Servant leadership is anchored in the human drive to bond with others and contribute to the betterment of the society. An emphasis on service motivation, as demonstrated by empowering and developing people with empathy and humility, differentiates servant leadership from other leadership frameworks. In this study, we analyzed the degree to which five aspects of servant leadership, Egalitarianism, Moral Integrity, Empowering, Empathy and Humility were endorsed as important for effective leadership across cultures. While each of these dimensions was found to be associated with effective leadership, there was considerable variation in degree of endorsement of components of servant leadership across different GLOBE culture clusters. The dimensions of Egalitarianism and Empowering were endorsed more strongly in Nordic/European cultures but less so in Asian and similar cultures. On the other hand, servant leadership dimensions of Empathy and Humility were more strongly endorsed in Asian cultures than European cultures. Further, significant relationships were found between several societal cultural values and aspects of servant leadership which help us understand why nations differ in endorsing this leadership construct.

The Russian Military Elite in the Era of Putin

In Fall 2010, the last group of students enrolled in the Russian Military Academy of the General Staff (MAGS). This important military educational institution, which has existed in some form or another for almost two centuries, will cease to exist as an academy in 2012. This research note provides a description of graduates of the MAGS, utilizing survey data collected between 2000 and 2008. This data revealed key sociodemographic characteristics of MAGS students as well as service motivations and value sets.

Tracing the ‘chemyn de Portyngale’: English service and servicemen in fourteenth-century Portugal

Three Anglo-Portuguese campaigns took English servicemen into Portugal in the 1380s. Two were largely guided by Plantagenet interests, in 1381–2 and 1386–7, respectively under the earl of Cambridge and the duke of Lancaster. The other, which began in 1384 under the regent João of Avis (later João I), involved entirely volunteer English forces. While the Lancastrian-led expeditions were largely political and military failures, servicemen recruited by the Portuguese in England achieved greater success, including victory at the Battle of Aljubarrota. This article compares these expeditions for the first time. It looks at their political, diplomatic, military, social and economic contexts, exploring motivations for English service in Portugal in particular, from that of the common soldier to that of the governments. By looking at the itineraries in Portugal of English soldiers, their presence is mapped and their continuance debated. The Anglo-Portuguese examples demonstrate how foreign military intervention and mercenary activity might be a driving force in social and economic relations between regions of Europe during the Hundred Years War.

‘Glorified Gofers, Policy Experts or Good Generalists’: A Classification of the Roles of the Irish Ministerial Adviser

Since 1973 ministerial advisers have become a permanent feature in the political–administrative nexus of Irish government and other countries derived from the Westminster model. This article puts forward a classification of the adviser’s role in the policy‐making process which may consist of singular or overlapping profiles of an expert, partisan, coordinator and minder. In conjunction, results from a survey and interviews conducted with a group of advisers serving in the Fianna Fáil–Progressive Democrat government of 2002–2007 are presented in order to understand the adviser’s own assessments of the value and effects of what they do in government. Their profiles, motivations for service and the concrete tasks they carried out within (vertically) and outside (horizontal) government departments are examined. It is argued that the role of the Irish ministerial adviser best fits with the ‘minder’ category but that as a collective there is potential for advisers to contribute more effectively to the political coordination of policy‐making.

The Volunteer Recognition Program Model: Providing Volunteer Recognition Throughout the Year

The Volunteer Recognition Model was developed as a tool for Extension agents and volunteer administrators to use in designing their own comprehensive volunteer recognition program. The model uses both extrinsic and intrinsic recognition throughout the entire program year. Recognition is vital to sustaining volunteers in the roles in which they serve, and it encourages volunteers to expand responsibilities into other areas. This model provides diverse methods of recognizing volunteers on all levels, regardless of their motivation for service.

The Motivation to Serve Others: Exploring Relations to Career Development

The current study explored the relation between service motivation, or the desire to serve others through one’s future career, and vocational outcomes across two studies. In the first study, using a sample of 225 undergraduate students, an instrument was developed to measure service motivation that demonstrated convergent and discriminant validity, strong internal consistency reliability, and strong test—retest reliability. In the second study, with a sample of 265 undergraduate students, service motivation was found to correlate positively with career decision self-efficacy, career adaptability, and career optimism and to correlate negatively with career indecision. Post hoc analyses found career optimism to fully mediate the relationship between service motivation and career indecision. These findings suggest that students who feel a stronger desire to use their future career to serve others will be more optimistic regarding their career future. Implications for research and practice are considered.

Landlords of Self-Governed Recovery Homes: An Initial Exploration of Attitudes, Opinions, and Motivation to Serve Others

Landlords of community-based recovery homes are an under-researched group. The few existing studies available suggest that landlords might be more open to renting to vulnerable populations if certain conditions are met or communication is more open between all parties involved. The present exploratory study surveyed landlords (n = 30) of self-governed recovery homes across the United States regarding their attitudes and opinions about renting to these homes, and motivations for community service. Results indicated that landlords generally had positive perceptions of renting to self-governed recovery environments, and even perceived benefits of renting to these homes compared to more traditional tenants. Implications of these findings for future research are discussed in the context of existing research and limitations of the present study.

Cost-Effectiveness Analysis for an Arsenic Water Supply Project in Bangladesh

Cost-effectiveness analysis (CEA) is widely used to assess the investment criteria where cost-benefit analysis (CBA) is not economically feasible to apply. CBA is generally used where there is a commercial motive whereas CEA is used where service motive is prioritized. Thus, it is mainly applicable to evaluate social projects where the beneficiaries are scattered in any area or the society at large. The paper works as a background paper highlighting those issues with greater detail so that a stranger can use the tool confidently. The steps required for such application and the potential areas where CEA will produce significant results are also highlighted here to limit the scope of the paper. The methodology used here is basically descriptive to keep it simple and easy to comprehend, with the practical insights of using such tool in a real life social project. The use of CEA is outlined here in a World Bank funded Arsenic Water Supply Project in Bangladesh.

Eldercare Volunteers and Employees: Predicting Caregiver Experiences from Service Motives and Sense of Community

Volunteers (n = 52) and eldercare employees (n = 160) completed measures of personal motives, sense of community, and satisfaction and stress from assisting the elderly. Caregiver satisfaction was best predicted for volunteers by feelings of reciprocal responsibility to peers. For employees, satisfaction was predicted by strong motives reflecting one's personal values, heightening self-esteem, gaining an understanding of the elderly, and a need to socialize with others. Caregiver stress for volunteers was predicted by motives of low self-esteem, high needs for protection from similar illness, and a desire toward enhancing one's personal career goals. For employees, stress was predicted by low levels of reciprocal responsibility and a desire for protection. Results suggest that eldercare satisfaction and stress are predicted by different variables for volunteer and employees requiring different program development for recruitment and retention. EDITORS' STRATEGIC IMPLICATIONS: The findings have implications for the way elder care administrators prevent worker and volunteer turnover and thus promote client welfare. Measures of personal motivation and community connection may be relevant to other prevention settings as well.

Psychological Profiles of Catholic Deacon Aspirants

Using an assessment battery of psychological tests and clinical interview, 139 aspirants to the Permanent Diaconate in the Roman Catholic Church were evaluated as part of a screening process to determine who would be selected for a training program leading to ordination. This retrospective study was conducted to develop a systematic psychological description of those candidates deemed acceptable for training. Review of archival records identified differences between those aspirants accepted for training versus those not accepted on 13 key dimensions: MMPI-2 Factor 1—Anxious Distress; MMPI-2 Factor 2—Addiction/Acting Out; three scales of the Millon Index of Personality Styles (MIPS), Pain-Avoiding, Self-Indulging and Clinical Adjustment Index; marital satisfaction; education level; occupational stability; occupational satisfaction; service motivation; handling a hypothetical parish dilemma; DSM-IV-TR Axis I diagnosis and Axis II disorder/traits. Implications of how such a descriptive profile could be applied in future screening and selection of clergy candidates are discussed.

Evaluation of service selection techniques in service oriented computing networks

On-demand acquisition of computational power from remote providers is the basic motivation of Grid Computing and Service Oriented Computing in general. Both concepts propose to eliminate inefficiencies in enterprises' IT infrastructure, reduce costs and increase flexibility. However, participants waive control and risk non-availability at runtime. An important phase in the procurement process is the selection of a provider out of a candidate list. This article compares two approaches for service selection. In a centralized service selection concept, a resource broker selects and assigns partners, while a coordinator-free approach uses bilateral negotiations to build pairs. A network simulation analyzes allocation results using technical and economic metrics, and shows the decentralized approach's higher adaptiveness to changing network dynamics and service instance density.