Multidimensional Work Research Articles

Generation Z Work Motivation in Indonesia

This study aims to identify the most important work motivation factors for Generation Z that can serve as a solid basis for practical decision-making to determine strategies for employers in attracting and retaining Generation Z employees who will dominate the workforce in Indonesia in the future. A mixed methods approach was used in this study. Quantitative instruments are used for MWMS (Multidimensional Work Motivation Scale) while interviews are used for qualitative instruments. This study involved 293 employees as questionnaire respondents and 5 employees as resource persons. At the quantitative stage, introjection rules are prominent in controlled motivation, and in autonomous motivation, there is an emphasis on identified rules. At the qualitative stage, of the six MWMS factors, four appear more often in the analysis Content of the interview: The need for autonomy, competence, relationships, and compensation. Relationships are the most prevalent, four of the six factors. In addition, it was found that flexibility is another motivational factor that is also important for Generation Z employees who have access to able to work remotely. Research limitations/implications – It's important to offer motivators that are valued by Generation Z in order to attract the best candidates. Organizations must not only create an inclusive and understanding work environment but also be able to communicate strong branding in order to attract the best talent of Generation Z. This is the first study of its kind to examine work motivation specifically in Generation Z through a mixed method approach with Multidimensional Work Motivation Scale (MWMS) measurements in the Asian context of Indonesia.

The Impact of Leadership Styles of Nurse Managers on Nurses’ Motivation and Turnover Intention Among Jordanian Nurses

The purpose of this study is to examine the relationship between leadership styles of nurse managers, nurses' motivation, and turnover intentions among Jordanian nurses. A descriptive correlational cross-sectional study using a self-administered questionnaire was conducted. A convenience sampling technique was utilized to select the required .sample A sample of 170 registered nurses working at private hospitals in Jordan was surveyed. Moreover, a questionnaire of Path-Goal Leadership, Multidimensional Work Motivation Scale, and Turnover Intention Scale was used to assess leadership styles of nurse managers, nurses' motivation and turnover intention among the participants. Descriptive and inferential tests were used to ask the research questions. The participants perceived the supportive leadership style as the highest (M = 24.4, SD = 4.66). The mean work motivation among participants was 87.12, and the mean turnover intention was 22.01. Nurses' motivation has a positive correlation with all leadership styles. Years of experience predict the nurses' work motivation. Among the leadership styles; two of them significantly predict nurses' work motivation (supportive style) p < 0.001, and (achievement-oriented style) p < 0.001. Finally, the highest correlation coefficient was noticed between work motivation and achievement-oriented style (r = 0.46, p < 0.001) by moderate positive correlation, and the lowest correlation coefficient was between work motivation and directive style (r = 0.29, p < 0.001), whereas the results revealed that turnover intention was not significantly correlated with any of the leadership styles. The results present a unique theoretical underpinning that highlights the factors that affect nurses' turnover intention. So, these findings could be used as guide for policy makers to establish organizational policies toward satisfying nurses' motivation and quality of life to enhance their retention. Besides, enriching the factors that may enhance nurses' motivation and reduce their turnover intention.

A Multi-Dimensional Inventory for Measuring Future Graduates’ Work Readiness

The present brief paper offers a multi-dimensional work readiness inventory for measuring future graduates’ work readiness. It also highlights the importance of career success and employability by identifying the 21 dimensions of work readiness. This paper provides a summary of how the study developed and validated the work readiness assessment inventory (WRAI) using a total of 1,076 university students in Singapore. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were conducted to validate the WRAI. Using factorial analyses, this study examined the reliability and convergent validity of this inventory, suggesting that the WRAI could be used in universities and organisations to bridge the expectations of employees and employers. As there are limited numbers of studies which have developed and validated an inventory relating to work-ready attributes of graduates, the findings in this study can contribute significantly to research and practice areas regarding workforce development. Only by equipping our graduates with work-ready attributes, can they be competent and be confident in finding career success. This brief paper also contributes to labour policy by informing the key stakeholders that relevant work-ready attributes are important for career success and workplace transition which in turn relates to lifelong employability.

Individual and organisational factors in the psychosocial work environment are associated with home care staffs’ job strain: a Swedish cross-sectional study

BackgroundHome care staff (HCS) provide essential service to enable older adults to age in place. However, unreasonable demands in the work environment to deliver a safe, effective service with high quality has a negative impact on the individual employee’s well-being and the care provided to the older adults. The psychosocial work environment is associated with employees´ well-being, although, knowledge regarding which individual and organisational factors that contribute to job strain for HCS is limited. These factors need to be identified to develop targeted interventions and create sustainable work situations for HCS. This study aimed to explore how HCS´s perceived job strain is associated with, and to what extent can be explained by, individual and organisational factors of the psychosocial work environment and psychosomatic health.MethodAn explorative cross-sectional questionnaire survey design was used in a large Swedish county. Five home care agencies with a total of 481 HCS were asked to respond to a questionnaire regarding their perceived level of job strain (Strain in Dementia Care Scale), psychosocial work environment (QPSNordic34+), and psychosomatic health (Satisfaction with Work Questionnaire). Multiple linear regression (MLR) analyses were conducted to explore the association between job strain and individual and organisational factors.ResultsIn total, 226 (46%) HCS responded to the questionnaire. Both individual and organisational factors were significant predictors of job strain and explained a variance ranging between 39 to 51% (p = 0.001). The organisational factor job demand and the individual factor feeling worried and restless was most frequently represented in these MRL models. A higher job strain was also associated with adverse outcomes regarding leadership, organisational culture and climate, and control at work.ConclusionThis study indicates that there is an intertwined complexity of individual and organisational factors that are associated with the HCS´s perception of job strain. Implementation of new multidimensional work strategies, such as a reablement approach, could support the development of efficient strategies for HCS and reduce the level of job strain. Policy changes for the provision of home care are also needed to support the development of a sustainable and healthy psychosocial work environment.

Dispositif thérapeutique et de recherche en psychodrame

ObjectivesThis article is part of a general reflection on psychoanalytical psychodrama, and of a dynamic evaluation of its effects and psychotherapeutic processes, and builds upon what has already been written on the subject. The angle of approach adopted here concerns the contents and the articulation between, on the one hand, the sessions themselves and, on the other hand, the team's reflection on the clinical material outside of the sessions themselves. MethodThe methodology adopted is based on a contemporary and global description of the major stakes of the technique, differentiating its analytical framework from its different variations in terms of setting (according to the institution or the patients received), in order to facilitate the understanding and the grasp of its effects for the reader. Based on an updated literature review and taking into account current research on evaluation and practices, we rely on several key concepts, such as the work of co-construction, group elaboration of transferential issues, the deployment of symbolization processes, and transitional play itself. ResultsIt appears that the work of co-construction during the session, between the therapists and the patient(s), and the work undertaken in intervision and supervision outside of the sessions, are part of an interactive dialectic, functioning in a loop, reciprocally interlocking, and producing effects of potentially therapeutic changes for our patients. These effects are visible and observable both in the content of the psychodrama and the exchanges with the patients, and in the exchanges with the patients and their families, both in and out of the sessions. DiscussionThe investment of the setting by the therapists solicits them during and outside the session, individually and as a group, leading them to engage in a complex, multidimensional work, taking various but complementary forms. Analyzing what is played out, consciously and unconsciously, during these different times and spaces, allows us to promote the understanding of their links, and, moreover, to support these processes of co-construction of psychic life and symbolization processes. Thus, by putting the co-therapists to work – psychoanalytically speaking – regarding their positioning, experiences and elaborations, the practice of psychodrama also has a didactic and formative aim. ConclusionsThe proposals put forward in the article allow for a better understanding of the therapeutic processes that psychoanalytic psychodrama supports, by showing how the group work engaged in by the therapists is indeed carried out on several levels and in several spaces, making the usual understanding of these issues more complex. They invite us to pursue research concerning this type of therapy, highlighting both the group issues and the place afforded to play. We promote the use of psychodrama in our psychiatric and medico-social institutions that serve complex patients, for whom the more classic treatments are not always indicated nor efficient in treating difficult symptomatology, and who often refuse elaboration, or even exchange.

Teaching and Student Evaluation Tasks: Cross-Cultural Adaptation, Psychometric Properties and Measurement Invariance of Work Tasks Motivation Scale for Teachers

&lt;p style="text-align:justify"&gt;The present research aimed to test an Amharic version of the multi-dimensional Work Task Motivation Scale for Teachers (WTMST), which measures the five pillars of university instructors’ motivation toward teaching and student evaluation tasks based on self-determination theory (SDT). Therefore, the WTMST offers the first instrument to measure all five motivational elements, and today it is one of the most applicable instruments to assess teachers’ motivation. An Amharic version of the WTMST for teaching and student evaluation tasks was adopted and assessed in large-scale data (N=1,117). Our findings demonstrate excellent reliability and construct validity (convergent, discriminant, divergent and factorial). Besides, the results of the model comparisons provided that out of the four theoretically competing models (single-order factor, correlated factor, higher-order factor and bi-factor models), the bi-factor model was the most-fitted one used for measurement invariance across various groups. Results also suggest that the factor structure of the WTMST for both teaching and student evaluation tasks demonstrate consistency across gender (men, women), university types (research, applied, and general university), age and experience in teaching. Therefore, the WTMST for teaching and student evaluation tasks may be valid in Ethiopian higher education settings.&lt;/p&gt;

Revisiting the Multidimensional Work Motivation Scale (MWMS)

ABSTRACT This multi-sample study (5 samples) revisited the content and factor structure of the Multidimensional Work Motivation Scale (MWMS) through exploratory structural equation modelling. Specifically, the operational representation of, and the relations between, the types of behavioural regulation were investigated as was their relation to theoretical outcomes. Results suggest the removal of three problematic items and show that work motivation, as measured by the MWMS, is best represented by a factor structure reflecting autonomous motivation, introjected and external regulation as well as amotivation. Furthermore, introjected regulation is more strongly represented by its avoidance subscale, whereas the two types of external regulation (material and social) are not distinguishable. Lastly, autonomous motivation is linked to optimal employee functioning (e.g., vigor/vitality, satisfaction, lower turnover intention). The two controlled types of regulation have differentiated relations with performance, but are both linked to poor employee health and turnover intention, with (avoidance) introjected regulation being a particularly important predictor. By revisiting the content of the MWMS and cross-validating its structure in five samples, this study provides an empirically adequate representation of the types of regulation and their outcomes. Suggestions for future research aimed at improving the content of the MWMS are also offered.

Motivation of Female Engineers in the Construction Industry in Bosnia and Herzegovina

Abstract-Female engineers go through different stages during their professional careers due to natural life processes and factors. In developing countries, it is not rare for managers to avoid hiring female engineers, due to these factors and the conservative belief that construction is a male-dominated industry. In Bosnia and Herzegovina (B&amp;H) there are a few studies that refer to the motivation in the construction industry, but none that refer to the position of women in the construction industry and their motivation based on the selected demographic factors. This study aims to fill this research gap, utilizing quantitative research methods. The sample included female engineers of different profiles, working in the construction industry, who were required to fulfill the Multidimensional Work Motivation Scale (MWMS). The five considered demographic factors are age, family status, number of children, education level, and professional experience. The results of this research showed that family status does not affect any motivation dimension, whereas professional experience affects all motivation dimensions except the identified regulations. External–material regulations consist the most influential motivation dimension for female engineers in the construction industry in B&amp;H, whereas amotivation, and introjected regulations were the least. It is recommended for managers and human resources to use the findings of this research in order to keep the female construction engineers motivated and satisfied in their workplace or to know what motivation dimensions to use during the hiring process.

A Study on Occupational Stress among Arts and Science College Faculties in Kanyakumari District, Tamil Nadu

Purpose:The goal of this research is to explore the occupational stress level of faculties working in Arts and Science College in Kanyakumari District, Tamil Nadu, India. Teachers of any country are respectable and they are valuables to their country. Tomorrow’s nation is in the hands of the teachers who sculpt the students. Among all the profession in the world, there is a significant place for teaching profession. Recent days, teacher’s job is also like a managerial job as they play a multi-dimensional work commitment. In that case, the stress of the teacher’s can’t be avoided, but it can be nullified when they know how to control it. Theoretical framework:The theoretical framework highlights the directions in carrying out the research. It shows the factors of occupational stress are independent variables and the facilities of Arts and Science colleges are dependent variables. The relationships between the variables are studied in this research. Design/Methodology/Approach:The primary sources of the data are collected through personal interview and structured questionnaire and the statistical analysis is carried out through Percentage analysis, T-test and correlation. Findings:From the study it is found that occupational stress of female faculties is high when compared with male teachers. The study shows the significant difference was observed among male and female faculties on occupational stress. The factors that cause occupational stress is also discussed in the study. A significant and positive correction is observed among the varieties of occupational stress. Research, practical &amp; social implications: The college management should look for some aid from psychologists to direct faculties freeing from their frustration and anger. College management can provide training and workshops which helps to enhance the skills of faculties and develop a rapport among co-workers. Originality/value:The variables of the studies are analysed and it shows the meaningful effect on the occupational stress of faculties. Then the research is concluded with the certainty that occupational stress of the facilities is nullified and the performance will be increased.

The Baby Boomer – Gen Z Work Ethic Divide

This study examines the work ethic differences between baby boomers and Gen Z (Centennials). The Multidimensional Work Ethic Profile (MWEP) is used to operationalize seven dimensions of work ethic. Findings indicate that the level of work ethic varies by generation. Specifically, the work ethic of baby boomer respondents is greater than the work ethic for Gen Z respondents across nearly all MWEP dimensions. This may have important implications for corporate managers, who are typically baby boomers, as they hire and manage new employees, who are typically centennials.

New Advances in Self-Determination Theory Applied to Work

Self-determination theory (SDT; Deci & Ryan, 1985) has contributed to the advancement of knowledge on the topics of leadership and knowledge sharing. SDT proposes a multidimensional conceptualization of work motivation that comprises intrinsic motivation (i.e., doing something out of enjoyment), identified extrinsic motivation (i.e., doing something out of values), introjected extrinsic motivation (i.e., doing something to maintain self-esteem), and external extrinsic motivation (i.e., doing something to obtain a reward). A recent meta-analysis has shown that autonomous types of motivation (i.e., intrinsic and identified) account for more positive variance in work outcomes than controlled forms of motivation (i.e., introjected and external; Van den Broeck et al., 2021). SDT also proposes that the satisfaction of three basic psychological needs for competence, autonomy, and relatedness promote autonomous over controlled types of motivation, and are also associated with a host of positive work outcomes (see Van den Broeck et al., 2016 for a meta-analysis). The four presentations that are part of this symposium aim to deepen knowledge of work motivation. Two of the presentations present research dealing with the effects of monetary rewards on performance and knowledge sharing, while the third links research on work motivation with research on coping when shocks happen. The fourth presentation re-examines the factorial structure of a work motivation measure based on self-determination theory. Together, these four presentations push researchers to “think again” about some well-accepted findings. The first presentation revisits the effects of rewards on motivation and performance. Luxton and colleagues tested competing hypotheses based on SDT and expectancy theory to see if instrumentality or autonomy is more important to performance, and how rewards affect them. They found that pay-for-performance does increase instrumentality perceptions and decrease feelings of autonomy. However, pay system had no direct or indirect effect on performance. Based on past research showing that monetary rewards discourage knowledge sharing (Bock et al., 2005; Cockrell & Stone, 2010; Zhao et al., 2016), the second presentation focuses on the relative importance of verbal versus monetary rewards on promoting knowledge sharing. Moser present the results of three experiments showing that while praise increases knowledge sharing, monetary rewards decreases it. These results concur with previous research showing that verbal rewards increase feelings of competence and do not decrease feelings of autonomy, while monetary rewards decrease feelings of autonomy (Deci et al., 1999; Kuvaas et al., 2020). The third presentation examines how motivational resources help employees cope with shocks (such as a pandemic). Hewett and Emery show, in a sample of scuba divers, that initial work motivation influenced the coping mechanisms they used to cope with job loss during the pandemic. They found that having more autonomous forms of motivation was related to better coping styles than having more controlled forms of motivation, resulting in better well-being outcomes. The fourth presentation revisits the factor structure of the Multidimensional Work Motivation Scale (Gagné et al., 2015). Trépanier and colleagues tested and refined the factor structure of this popular work motivation measure, eliminating three items. They give future researchers avenues to further ameliorate the measure in a way that is consistent with the theory. Well done vs. well paid: The influence of verbal and financial rewards on knowledge sharing Presenter: Karin S. Moser; LSBU Business School, London / UK Comparing the Motivational Effects of Different Pay Systems on Job Performance: A Simulation Study Presenter: Ethan Luxton; Curtin U. Presenter: Marylene Gagne; Curtin Uni Presenter: Stacey L. Parker; U. of Queensland The differential implications of motivational coping resources in the face of external shocks Presenter: Rebecca Hewett; Rotterdam School of Management, Erasmus U. Presenter: Cecile Emery; U. of Exeter Business School Revisiting the Multidimensional Work Motivation Scale (MWMS) Presenter: Sarah-Genevieve Trepanier; U. Du Quebec a Trois-Rivieres Presenter: Clayton Peterson; U. Du Quebec a Trois-Rivieres Presenter: Marylene Gagne; Curtin Uni Presenter: Claude Fernet; U. du Québec à Trois-Rivières Presenter: Julie Levesque-Cote; U. du Québec à Trois-Rivières Presenter: Josh Howard; Monash U., Australia

A Conceptual Model of Nurses' Turnover Intention.

The World Health Organisation predicts a lack of 15 million health professionals by 2030. The lack of licenced professionals is a problem that keeps emerging and is carefully studied on a global level. Strategic objectives aimed at stimulating employment, improving working conditions, and keeping the nurses on board greatly depends on identifying factors that contribute to their turnover. The aim of this study was to present a conceptual model based on predictors of nurses’ turnover intention. Methods: A quantitative, non-experimental research design was used. A total of 308 registered nurses (RNs) took part in the study. The Multidimensional Work Motivation Scale (MWMS) and Practice Environment Scale of the Nursing Work Index (PES-NWI) were used. Results: The conceptual model, based on the binary regression models, relies on two direct significant predictors and four indirect significant predictors of turnover intention. The direct predictors are job satisfaction (OR = 0.23) and absenteeism (OR = 2.5). Indirect predictors that affect turnover intention via job satisfaction are: amotivation (OR = 0.59), identified regulation (OR = 0.54), intrinsic motivation (OR = 1.67), and nurse manager ability, leadership and support of nurses (OR = 1.51). Conclusions: The results of the study indicate strategic issues that need to be addressed to retain the nursing workforce. There is a need to ensure positive perceptions and support from managers, maintain intrinsic motivation, and promote even higher levels of motivation to achieve satisfactory levels of job satisfaction.

Self-efficacy and Work Motivation among Inclusive Education Teachers in China

ABSTRACT This study was a pioneering attempt to determine the statistical effect of inclusive education teachers’ self-efficacy on their work motivation. Five hundred and thirty-four inclusive education teachers in Beijing, China, participated in the study through responding to two inventories: the Teacher Efficacy for Inclusive Practices Scale and the Multidimensional Work Motivation Scale. Results suggested that age, experience in teaching students with special educational needs, training, and subject taught had statistical influence on teacher self-efficacy but not on work motivation. Teacher self-efficacy made a unique positive contribution to three of the four types of work motivation examined, with efficacy in using inclusive instructions, efficacy in collaboration, and efficacy in managing behaviour demonstrating the strongest predictive effect on introjected regulation, identified regulation, and intrinsic motivation, respectively. The findings enrich the literature on self-efficacy and on work motivation in an inclusive education context, and have practical implications concerning teacher preparation for inclusive education.

Toxic Leadership and Empowering Leadership: Relations with Work Motivation.

PurposeThe present study aims to verify the association between two opposing models of leadership, toxic and empowering, and the different dimensions of work motivation.Participants and MethodsThree questionnaires (Toxic Leadership Scale, Empowering Leadership Questionnaire, and Multidimensional Work Motivation Scale) were applied to 408 workers. Cluster analysis was performed.ResultsCluster analysis produced eight clusters based on the different configurations of leadership dimensions, namely coercive, centralizer, false paternalistic, toxic role model, coach, narcissistic-empowering, toxic, and empowering. Those clusters relate differently to work motivation dimensions.ConclusionThe profiles with higher scores in empowering leadership dimensions are more generally related to autonomous regulation (identified and intrinsic work motivation). The profiles with higher toxic leadership dimensions are more related to amotivation and controlled regulation (extrinsic work motivation). One profile stood out: the narcissistic-empowering profile that combines high scores in narcissistic leadership and empowering leadership dimensions. This profile unexpectedly relates significantly to autonomous regulation. This study contributed to the knowledge of the work motivation dimensions concerning empowerment and toxic leadership. Therefore, it contributes to deepening the nomological network of the concepts and providing inputs to human resource processes suitable to improving the organizational results and the workers’ quality of life.

Relationship between Burnout and Job Psychological Motivation among Correctional Officers in Kisumu Maximum Prison, Kenya

The current study aims to investigate the relationship between burnout and job psychological motivation among correctional officers. Some officers engage deeply in drug and substance abuse, murder, homicide, suicide, absenteeism and desert duties. Job psychological motivation is needed to improve positive drive and performance of officers. A few studies have considered investigating the correlates of burnout and psychological work motivation among this population in Kenya. The objectives of the study were to establish the prevalence of burnout and find out the relationship between burnout and job psychological motivation among correctional officers of Kisumu Maximum Prison. A descriptive and correlational research design was used in this study. Quantitative method was used. The target population was 522 officers. Stratified random sampling technique was used for the four ranks sampled through proportionate sampling for representativeness; Yamane’s formula was used to reach a sample size of 156. Reliability of the instrument was measured through test retest and reliability index recorded as .90. Instruments, which were used for measurement in this study, were the Maslach Burnout Inventory and the Multidimensional Work Motivation Scale. Data analysis on prevalence of burnout was carried out using descriptive statistics, while data on burnout and psychological job motivation was correlated using Pearson’s correlation technique. The study established prevalence of burnout revealed by high level in emotional exhaustion with a mean of 39.61, whereas personal accomplishment (average = 35.81) and depersonalization (mean = 9.03) revealed that they experience moderate levels of burnout. The study found a fairly negative relationship between burnout and job psychological motivation among the officers. (r = -0.768; Sig. = .025). The study recommends that prison management should find ways to reduce burnout and increase job psychological motivation among correctional officers.

Service amid crisis: the role of supervisor humor and discretionary organizational support

PurposeThis paper aims to study the effects of widespread stress and uncertainty that is characteristic of organizational crises on service employees and to explore the extent to which organizations may proactively use supervisors’ positive humor and discretionary organizational support that goes above and beyond service employee expectations to mitigate the pandemic’s negative impact on work engagement.Design/methodology/approachCross-sequential survey-based data was collected from 172 service employees during the height of the pandemic to assess service employees’ perceptions of both their supervisors’ use of positive humor and their employers’ discretionary organizational support in response to the emotion-laden stress and uncertainty surrounding COVID-19. PROCESS analysis was used to test the hypotheses and to conduct supplementary analyses.FindingsResults suggest employee perceptions of supervisors’ use of positive humor positively impact dimensions of work engagement at Time 1. This engagement then positively impacts extra-role behavior, innovativeness and pride at Time 2. The impact from supervisor humor to the outcomes is fully mediated through work engagement. From a moderation perspective, discretionary organizational support was shown as a substitute for creating work engagement at low levels of supervisor humor suggesting that the two “resource builders” can act as substitutes in creating engagement.Originality/valueThis paper provides unique insights into both the valuable role of positive workplace humor for service workers’ work engagement during times of widespread crisis and the moderating role discretionary organizational support plays when perceptions of humor are relatively low. Moreover, the supplemental examination of the multidimensional work engagement construct as a mediator between humor and the service outcomes of extra-role behavior, innovativeness and organizational pride provides unique insights into how a crisis context may deferentially affect the experience and implications of engagement for other service worker outcomes. Understanding the proactive, ameliorative role in service effectiveness played by supervisor humor and discretionary organizational support during crises is an emerging question for service research.

Mediating processes in the relationships of abusive supervision with instigated incivility, CWBs, OCBs, and multidimensional work motivation

Mediating processes in the relationships of abusive supervision with instigated incivility, CWBs, OCBs, and multidimensional work motivation

A review: Developing an ecological model approach to co-worker incivility experiences of new graduate nurses.

To explore how an ecological approach be used to explore relationships among workplace empowerment, authentic leadership, trust in management, areas of work life and co-worker incivility experiences of new graduate nurses. Key concepts related to new graduate nurses' incivility experience informed the research question building on the findings of our first author's integrative review. Second, relevant theories and concepts were identified by conducting a literature review. Third, the themes build on prior theories and factors to propose a hypothetical model. (2016-2019) CINAHL, OVID, PSYCINFO, PUBMED, EBSCO, ERIC, SCOPUS, Cochrane Library; PROQUEST and Google Scholar. (a) Constructs identified in an IR (Blackstock et al., 2018) guided a literature review on predictive variables linked to new graduate nurse's co-worker incivility experiences; (b) an ecological approach was explored; and (c) we demonstrate how multidimensional organizational factors related to incivility experiences of new graduate nurses can be situated in an ecological model. Structural and organizational factors, and nurse leaders influencing new graduate nurses' experiences are situated in an ecological model. Placing new graduate nurses' co-worker incivility experiences in the microsystem and close to the mesosystem (nurse supervisor) and exosystem (workplace empowerment) of our ecological model provides new insights into their incivility experiences and informs future research. The ecological approach and operational definition of incivility help to clarify incivility behaviours as not merely individual behaviours observed by others needing corrective cognitive behaviours, nor support in a graduate transition program, but rather a symptom of work environment factors contributing to multidimensional work environments of new graduate nurses' and influence incivility behaviours. New graduate nurse co-worker incivility research could measure change across time and across system domains informed by this ecological approach and can shape new ways of thinking about how to prevent and mitigate incivility.

The multidimensional work motivation scale: psychometric studies in Portugal and Brazil

PropósitoEl objetivo de este estudio es presentar evidencia de validación de una versión portuguesa de la Escala Multidimensional de Motivación Laboral, un instrumento en el marco de la Teoría de la Autodeterminación, adecuado tanto para Portugal como para Brasil.Diseño/Metodología/EnfoqueEl presente estudio demuestra la adecuación de esta versión de la escala tanto en Portugal (N = 999) como en Brasil (N = 720). Realizamos un análisis factorial confirmatoria y probamos la invariancia de medición entre muestras.HallazgosLos resultados del análisis factorial confirmatorio muestran la misma estructura factorial encontrada previamente en el estudio original, así como la invariancia entre las medidas. La validez convergente y discriminante se mostró mediante correlaciones con las escalas de compromiso organizacional afectivo y de agotamiento emocional.Originalidad/valorEn general, los datos mostraron una fuerte evidencia de confiabilidad y validez de la versión en portugues de la escala y refuerza la validez intercultural de la medida de motivación laboral.Palabras clavemotivación laboral, Escala multidimensional de motivación labora, Teoría de la autodeterminaciónTipo de artículoArtículo de investigación

Exploring missing links between ethical leadership and multidimensional work behavior: the mediating role of multidimensional psychological ownership

ABSTRACT We investigated how employees’ perceptions of ethical leadership affects different facets of work behavior. We also explored the effects of psychological ownership on this relationship. Data were collected from 456 workers from various industries in Taiwan over three time periods. Ethical leadership positively related to both psychological ownership of the job and organization. Specifically, we found that psychological ownership of the job positively predicted contextual performance and was negatively associated with counterproductive work behavior. Additionally we found psychological ownership for the organization to be negatively associated with counterproductive work behavior for the organization.