Task Autonomy and Motivation

Author(s):  
Jonas Radbruch
Keyword(s):  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kuen-Hung Tsai ◽  
Li-li Zheng

PurposeThis study develops a framework to examine how, why and when different traits of employee curiosity affect service creativity by considering the roles of knowledge sharing and task autonomy.Design/methodology/approachTo reduce common method bias, this work separated the variables investigated into three parts, each of which was randomly used to collect data at three different periods. A total of 822 matched questionnaires obtained from frontline employees of service firms provided useable data for hypothesis tests. A moderated mediation approach was employed to analyse the data.FindingsResults are as follows: (1) Deprivation sensitivity, joyous exploration and social curiosity have positive effects on knowledge collecting (KC) and knowledge donating (KD). (2) KD mediates the relationships between the three curiosity traits and service creativity. (3) Task autonomy enhances and suppresses the mediating effects of KC and KD, respectively, on the curiosity–service creativity relationship.Research limitations/implicationsThis study has two main research implications: First, as different types (traits) of employee curiosity have different effects on service creativity, a single-dimensional view of employee curiosity may mask the differences of individual dimension and lead to a oversimplified conclusion. Second, lifting the vein from employee curiosity to service creativity has to consider the roles of knowledge sharing and task autonomy.Originality/valueThis research is the first to contribute to the service innovation literature by revealing the underlying mechanisms through which different types of employee curiosity affect service creativity and uncovering the moderating roles of task autonomy in the process mechanisms.


Author(s):  
Kensuke Harada ◽  
Hitoshi Hasunuma ◽  
Katsumi Nakashima ◽  
Yoshihiro Kawai ◽  
Hirohisa Hirukawa
Keyword(s):  

Author(s):  
D. Sandy Staples ◽  
Ann Frances Cameron

Patterns of what is required to enhance a virtual team member’s satisfaction with their work and with being part of the team, their commitment to the team, and their motivation with the project were identified via case studies of six employee virtual teams. Positive patterns were found between two or more of these outcome attitudes and the following input variables: significance of the task, task autonomy, interpersonal skills, team potency, and team spirit. Managing these input variables well would be important for organizations with virtual teams, because doing so could positively affect the team members’ attitudes toward the work, leading to enhanced productivity and effective behavior. Implications for practitioners and researchers are offered.


2020 ◽  
Vol 11 ◽  
Author(s):  
Fanxing Meng ◽  
Yi Wang ◽  
Wenying Xu ◽  
Junhui Ye ◽  
Lin Peng ◽  
...  

The topic of employee work engagement in the public sector has attracted broad attention because it is critical to the efficiency and effectiveness of public services. Based on the Job Characteristics Model (JCM) and the Integrative Theory of Employee Engagement (ITEE), the present research adopts a multilevel design to examine a moderated mediation model in which task characteristics (i.e., task autonomy and task significance as level-1 predictors) and social context (i.e., transformational leadership as a level-2 moderator) jointly impact employee work engagement via individual perception of meaningfulness in work. A total of 349 grassroots police officers from 35 police substations were invited to anonymously complete a survey via mobile app. After performing the cross-sectional analysis, the results indicated that in contrast to task significance, the conditional effect of task autonomy on work engagement via perceived meaningfulness was more positive at a lower level of transformational leadership. Implications, limitations, and future research directions are discussed.


2020 ◽  
Vol 2020 (1) ◽  
pp. 12179
Author(s):  
Gerard Beenen ◽  
Jenny Zhang ◽  
Shaun Michael Pichler

Author(s):  
Ahmad Sahro Wardi

The aims of this study to analyze the effect of job characteristics (X1), compensation (X2) and religiosity (X3) on employee loyalty (Y) Tabassam Farm Mojokerto. Job characteristics have five indicators, namely job skills, task identity, task significance, task autonomy, and task feedback. Compensation has six indicators, namely salary, incentives, bonuses, allowances, insurance, and non- financial rewards. Religiosity has five indicators, namely ideology, practice, experience, knowledge and application. Employee loyalty has four indicators, namely obedience, responsibility, dedication, and integrity. The population of this research is Tabassam Farm employees who have worked for more than two years.This research sample of 73 people. The hypothesis used in this study uses multiple linear regression analysis. The results of this study are job characteristics (X1) and religiosity (X3) have a simultaneous and partial effect on employee loyalty, while the compensation variable (X2) has a simultaneous but not partial effect on employee loyalty. The value of the coefficient of determination in this study is 64.4% which indicates that employee loyalty is influenced by job characteristics, compensation, and religiosity, while the remaining 35.6% is influenced by other variables not examined in this study.


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