Randomly selected employees from a Veterans Administration Medical Center (n=200) were asked to complete measures on distributive justice and procedural justice 4 weeks before their performance appraisal; and on job satisfaction, commitment, involvement, and self-reported performance feedback 4 weeks after their performance appraisals.…

Since the Hawthorne Studies gave birth to the human relations approach to management, employee motivation, defined as an intervening variable(s) that accounts for factors within an individual that arouse, maintain, and channel behavior toward a goal, has been of much interest. An attempt was made to replicate the factor structure of the Wherry and…

The purpose of this monograph is to discuss employee incentive plans with a potential for cost containment in order to assist hospitals in providing efficient and effective delivery of health care. Based on an examination of employee incentive systems both in and outside the health care field, the information is intended to aid the administrative…

Members of the chronically unemployed population generally reflect low motivation and lack of goal orientation because of their inability to interact in society and meet its demands. (JB)

Lists 36 tangible ways that child care directors can motivate staff through showing them respect and appreciation. Included are suggestions related to publicly acknowledging staff expertise and training, organizing events for team bonding, recognizing and using staff members' talents, and providing space for organization and planning. (KB)

Presents a way to diagnose and solve motivation problems at work. Describes a model based on recent cognitive performance motivation research. Explains the CANE (Commitment And Necessary Effort) model and illustrates with a case study. Discusses the CANE model's applicability in any performance setting. (AEF)

This paper summarizes the results of a field study conducted by the Center for Research in Scientific Communication at the University of Minnesota, Saint Paul, which concerned the effects of a technology-monitoring program on communication activities, behaviors, and attitudes of employees at a multinational, Minneapolis-based company. It was…

To examine older workers' general values toward work and their specific motivations when seeking a new job, a sample of 198 people aged 50 or older who had recently begun a new job were interviewed by telephone. A follow-up interview was conducted 4 months later (n=182). Regarding general work values, respondents ranked "feeling a sense of…

This paper examines a vareity of individual, group, and organizational communication skills for dealing with job burnout. Primary emphasis is placed on techniques for: (1) gaining perspective; (2) resolving substantive and affective conflict; (3) developing social support systems; and (4) increasing constructive feedback and employee control.…

A systematic approach to the motivation of employees involves two-way communication, involvement, commitment, training, participation, and job enrichment. Demotivation is a pitfall which may occur when motivation is lacking. (BP)

Psychological theories about human motivation and accommodation to environment can be used to achieve a better understanding of the human factors that function in the work environment. Maslow's theory of human motivational behavior provided a theoretical framework for an empirically-derived method to predict job satisfaction and explore the…

The Edwards Personal Preference Schedule (a personality test) was given to a group of essentially anti-company employees and a group of pro-company employees. Results, comparing the differing needs of both groups are presented with recommendations for implementing a program of activities rewarding to each. (Editor/TA)

Although management has built remuneration policies on the belief that money does not motivate personnel, the author states that the best way to encourage high performance is still money if administered correctly. He discusses behavior theories, incentive/contingency principles, the weaknesses of many merit pay schemes, and factors in employee…

Reviews studies of the relationship of job design and redesign (including skill required, variety afforded, autonomy allowed, identity of the task required, significance of the task required, feedback given, and friendship opportunities offered) to employee satisfaction and performance. (JM)

Assesses the level of job satisfaction among public relations practitioners. Finds that autonomy, variety of tasks, and upward mobility results in satisfaction. Identifies as causes of dissatisfaction small budgets, dead-end jobs, dull work, low prestige, unsupportive bosses, low pay, lack of input into the decision process, and sexism. (KEH)