Extrinsic motivation as a determinant of knowledge exchange in sales teams: A social network approach

This paper investigates extrinsic motivation as a determinant of knowledge exchange among employees in sales teams. Applying a social network approach, we study different forms of knowledge-exchange behaviors from the perspective of a focal employee and from the perspective of the dyad. From the focal employees' perspective, we disentangle knowledge seeking from knowledge providing, and argue that these two behaviors are affected differently by employees' extrinsic motivation. From the dyad perspective, we take similarity in motivation of tied-to employees and reciprocity of exchange ties into account. To test our hypotheses, we apply exponential random graph models to data gathered from 138 employees in five different sales teams distributed across three companies in Central Europe. The results of our analysis from the focal employees' perspective show that extrinsically motivated employees generally engage in less knowledge exchange. The dyad perspective further highlights that sales employees proceed purposefully when they exchange knowledge with coworkers. For instance, two employees' relative levels of extrinsic motivation determine their willingness to engage in reciprocal knowledge exchange. We discuss the implications of our findings for research on the microfoundations of organizational knowledge management and draw conclusions concerning HRM practices used to foster extrinsic motivation, thereby affecting knowledge exchange.     

The nature and influence of motivation within the MOA framework: implications for social marketing

• Social marketers acknowledge that to achieve optimum programme outcomes, identification and targeting of the non-conforming cohort is paramount. This article discusses the application of the social marketing framework, motivation, opportunity and ability (MOA) with a particular focus on the motivation aspect of the model. Motivation is considered from the perspectives of intrinsic and extrinsic motivation.
• Previously, the degree or level of motivation has been used in the operationalisation of the motivation construct, while in this paper the type of motivation is used as the basis for the construct. The construct is then applied to an environmental land management study, namely a rabbit control programme.
• Specifically, the aims of this paper were to further develop the MOA constructs, with a particular focus on motivation, including intrinsic and extrinsic motivation, to develop an understanding of the factors that are associated with ineffective behaviour and to develop a model to predict effective/ineffective control behaviour.
• Scales were developed to enable a study of the relationship between the MOA constructs, including intrinsic and extrinsic motivation, and the respondents control behaviour. Data were collected from a random sample of 566 respondents who were involved in the control programme. Using ANOVA and MANOVA techniques, significant differences were found between those landholders that exhibited effective control and ineffective control with regard to all MOA constructs.
• A multinomial logit (MNL) regression model was then developed to predict behaviour. This model showed that ability and intrinsic motivation were significant predictors of behaviour. The estimated model was able to predict recalcitrant landholders with 98% accuracy. The results of this study therefore provide a significant contribution to social marketing as it is the recalcitrant cohort that social marketers wish to understand and whose behaviour they frequently attempt to rectify in order to achieve stated social and/or environmental objectives. The implications for related social market theory, policy development and environmental management programmes are discussed.

Copyright © 2006 John Wiley & Sons, Ltd.     

Assessing social identity and collective efficacy as theories of group motivation at work

The increasing reliance globally on teams raises the question whether existing theories of work motivation remain applicable as bases for inspiring people to perform. There is some support for the view that well-known theories of work motivation were conceived with individuals as the unit of analysis, and that they may not apply for groups at work. Some authors have added a cultural dimension to this argument, contending that existing theories have ignored cultural practice in eastern countries, where collectivism at work is the normal mode. In light of arguments of this nature, this article critically examines the merits of two theories, social identity, and collective efficacy, as bases of group work motivation, and provides a model that can serve to organize studies on teamwork processes and outcomes, and for designing studies that compare the two types of groups, or that look individually at the workings of a particular type. The model includes four types of variables, namely contextual, independent, moderator, and dependent.     

Pay fairness and intrinsic motivation: the role of pay transparency

The fairness of managerial pay can be judged in terms of its distributive justice properties (‘is my pay fair when compared to others’) and its procedural justice properties (‘is my pay fairly determined’). While both types of justice have been studied extensively in the organizational literature, their relative importance in predicting work-related outcomes is still open to debate. In this paper, we provide field evidence that the relationship between pay justice and managers' intrinsic motivation is moderated by pay transparency, which is the extent to which managers know each other's pay levels. In a homogeneous sample of 139 Slovenian bank managers, we find that procedural justice is a better predictor of intrinsic motivation when pay transparency is low, and that distributive justice is a better predictor of intrinsic motivation when pay transparency is high. These findings that are congruent with fairness heuristic theory (Van den Bos, Lind, Vermunt and Wilke 1997a) suggest the importance of considering pay transparency for understanding and designing fair managerial pay systems.     

Values motivation and concern for appearances: the effect of personality traits on responses to corporate social responsibility

• The present research seeks to examine differences in support for corporate social responsibility based on certain personality traits. Secondary data from a nationally representative sample of 6065 respondents were examined. The results demonstrate that individuals motivated by a concern for appearances, an egoistic enhancement motivation, as well as individuals motivated by their values, make purchases in support of corporate philanthropy. However those concerned for appearances do not view CSR as a normative requirement, unlike those motivated by their values.

Copyright © 2006 John Wiley & Sons, Ltd.     

基于多层面的企业社会责任行动实施动因的研究

企业是一个多层面系统，不同的因素会对其行为产生不同的影响，认识这些因素对于理解企业行动原因有一定帮助。基于此，文章从宏观环境、企业组织和管理者三个层面上分析了影响企业社会责任行动的因素。认为在这些影响因素共同作用下，企业开展社会责任行动存在不同的动因，并表现出不同的行动类型，这将有助于更好地理解该行动的实际意义。     

Expatriates social networks: the role of company size

This study is an extension as well as a test of Caligiuri and Lazarova's model (2002) for the influence of support provided by different network partners (supervisors, co-workers, friends, spouses) on received socio-emotional and instrumental support. We extended this model by examining this relationship in connection with company size. Ninety expatriates were questioned during their foreign assignment: 45 from small and medium-sized enterprises and 45 from large companies. Consistent with our hypothesis expatriates who received support from their co-workers during their foreign sojourn also received more instrumental support. In addition, the type of company moderated the relationship between the network partner friends and socio-emotional and instrumental support. Implications for expatriate adjustment research and practice are discussed.     

Causality as validity: some implications for the social sciences

We analyse the concept of causality in the social sciences, whose development is insufficient and lesser than the methodology developed for its study. The nature of the causal process as the production of effects remains unclear and the relationships considered to be manifestations of that process cannot be taken for proof of its existence. Given these difficulties, we suggest that, aside from the inherited interpretations, the practice of the concept of causality makes reference to correctly specified relationships not confounded by others; characteristics identical to those which define validity. In that way, causality is equivalent to the validity of a relationship. Beyond merely re-understanding causality, this proposal permits the deduction that the temporal precedence of the cause is a necessary condition only for one type of causality, making it possible to consider other types, not admitted by the traditional notion, in which the cause is consequent or simultaneous to the variable to be explained. Examples and characteristics of these types of causality are presented and considered to be useful for the social sciences.     

The symbiosis of entities in the social engagement network: The role of social ventures

Social entrepreneurship is increasingly recognized as a mechanism for creating social and economic value. By applying population ecology, resource dependency and resource-based view perspectives, this paper develops a conceptual model to provide greater insight into how social entrepreneurship ventures collaborate with other organizations in a network to fulfill resource requirements. Through this process social ventures address unmet social needs to create value which leads to the development and growth of individuals, communities, and regions. Using a large city's economic development actors involved in small business promotion as test cases, this exploratory study illustrates that social ventures effectively acquire resources from the primary social engagement network actors: corporations, governments, and other social ventures. The framework introduced in the paper provides a means by which to better understand the context in which relevant social engagement players in a network exist and the synergies that they can develop.     

Public service motivation and customer service behaviour: testing the mediating role of emotional labour and the moderating role of gender

ABSTRACT

Prior research indicates that public service motivation (PSM) provides a motivational base for effective emotion regulation. This study extends this body of research by investigating how service workers in different gender groups regulate their emotions during service transactions. Analysis of survey data from public service workers in Thailand showed that ‘deep acting’ is the primary emotional labour strategy-linking PSM and customer service behaviour (CSB), whereas ‘surface acting’ does not play a mediating role. The results further revealed that PSM has a stronger association with male workers’ CSB only via deep acting. Theoretical and practical contributions are discussed.     

A reexamination of additivity of power in randomized social preference

We show that Barberá and Sonnenscheins (1978) power function becomes additive if we replace the Paretian condition by nonimposition and monotonicity. Since these conditions are very much in the spirit of Arrow (1951), our result sharpens the analogy to Arrows theorem.Received: 29 November 2001, Accepted: 4 May 2003, JEL Classification: D71Shasikanta Nandeibam: I would like to thank Professor Prasanta Pattanaik for very helpful discussions. I have also benefitted from the comments and suggestions of an associate editor. The usual disclaimer applies.     

政府购买社会组织服务的动因、困境和策略

随着我国社会经济的发展和改革力度的加大,政府购买社会组织服务越来越成为政府提供公共服务的重要途径之一。目前,我国政府在购买社会组织服务上存在购买范围不明确、缺乏法律和制度规范、缺乏有效的监督和评估、社会组织力量薄弱等诸多问题。因此,需要建立科学的购买社会组织服务决策机制,规范相应的法律法规,加强对社会组织的培育和监督。     

Engagement in European social dialogue: an investigation into the role of social partner structural capacity

Despite the importance of social dialogue for the European social model, there has been little attention to the factors that account for social partner engagement with European social dialogue. On the basis of data from 28 European sectoral social dialogue committees, this article investigates structural factors that account for the conclusion of European sectoral social dialogue agreements. It is found that actors' organisational density is a necessary but not sufficient factor for successful European social dialogue and four different categories of sectoral social partner engagement with European social dialogue are identified.     

Coordination in the El Farol Bar problem: The role of social preferences and social networks

In this paper, we continue the pursuit of the self-coordination mechanism as studied in the El Farol Bar problem. However, in addition to efficiency (the optimal use of the public facility), we are also interested in the distribution of the public resources among all agents. Hence, we consider variants of the El Farol Bar problem, to be distinguished from many early studies in which efficiency is the only concern. We ask whether self-coordinating solutions can exist in some variants of the El Farol Bar problem so that public resources can be optimally used with neither idle capacity nor congestion being incurred and, in the meantime, the resources can be well distributed among all agents. We consider this ideal situation an El Farol version of a “good society”. This paper shows the existence of a positive answer to this inquiry, but the variants involve two elements, which were largely left out in the conventional literature on the El Farol Bar problem. They are social networks and social preferences. We first show, through cellular automata, that social networks can contribute to the emergence of a “good society”. We then show that the addition of some inequity-averse agents can even guarantee the emergence of the “good society”.     

Press stories as a medium for social marketing: the publisher's perspective

Features editors in 50 UK newspapers and magazines completed a mail questionnaire concerning their use of charity infotorials, ie human interest press stories based on materials developedandsubmittedbycharityemployees. The research focused on publishers' reasons for carrying this type of article, editorial policy regarding materials submitted by charities, perceptions of the quality of the copy received, and the determinants of publishers' levels of satisfaction with outcomes. A clear dichotomy emerged between publishing firms that viewed infotorials mainly as a means for gaining a competitive advantage over titles produced by other businesses, and those that adopted a more altruistic approach to the publication of stories with a charity‐related theme. Copyright © 2000 Henry Stewart Publications     

Incentives and penalties as means of influencing attendance: a study in the UK public sector

Despite being the largest single source of lost productivity in business and industry, absence from work has not featured as prominently as might have been expected in studies in human resource management. But if, as a new discipline, human resource management is to stimulate fresh insights into perennial problems this matter should be addressed. Drawing upon data from the UK public sector, this article examines various aspects of absence from work with a view to placing the research in this broader context. It is concluded that the indiscriminate application of methods to reduce absence are often ineffective and some measures may actually change employees' work attitudes and perceived equity. This may, in turn, hinder effective human resource management.     

小城镇:"第三元社会"的偏好

从考察社会结构变化入手,认为小城镇是三元社会的新载体,能最好地满足"第三元社会"的偏好,因而对第三元社会构成巨大的吸引力.提出小城镇的发展是我国城市化在资源困境前的让步,是城市化的一种折中、过渡形态,其蓬勃发展有着较深的社会学根源.     

The school as a social system: Indicators for change

In systems analysis, the school may be viewed as a functionally differentiated subsystem of the broader social system in which it is embedded. To maintain a viable relationship with that social system, the school is subject to continual changes to meet the shifting social, economic, political, and technological forces in its environment. However, the more successful the school organization is in assessing accurately changing environmental forces, and in making appropriate adjustments to those forces, the more successful will it be in resisting temporary pressures and transitory movements and in controlling its own directions.

A major research problem is to identify those organizational properties that enable the school to assess accurately new demands and to adjust appropriately to those demands. Theoretically, those properties might be expected to include: (1) operationalized statements of instrumental goals; (2) a work structure that involves interdependence in task performance; (3) participation in decision making; (4) an incentive system that utilizes performance criteria rather than expressive relationships; (5) personnel practices that encourage a cosmopolitan orientation; and (6) institutionalized provisions for change advocacy.

The specification of the relationships among these properties, or variables, and the determination of means for assessing them quantitatively, are tasks that remain to be accomplished.