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Article
Publication date: 1 March 2017

Daniel J. Seigler

Based on the importance of citizen participation and the collaborative potential of online social media tools, this study tests four proposed influences on administrators who are…

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Abstract

Based on the importance of citizen participation and the collaborative potential of online social media tools, this study tests four proposed influences on administrators who are deciding whether or not to adopt these tools to engage citizens. A survey of 157 department managers from large U.S. cities shows that 82% report using some form of social media to engage citizens and that perceived organizational influences and administrator preconceptions have the strongest impact on the respondentsʼ decision to adopt social media. Possible explanations for the results are that the use of online social media in the public sector may be following a similar path of adoption as earlier forms of e-government or managers may be operating in a rational environment when deciding whether or not to adopt online social media tools.

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International Journal of Organization Theory & Behavior, vol. 20 no. 1
Type: Research Article
ISSN: 1093-4537

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Publication date: 1 April 2016

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International Journal of Organization Theory and Behavior, vol. 19 no. 4
Type: Research Article
ISSN: 1093-4537

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Book part
Publication date: 28 August 2007

Thomas A. Wright and Russell Cropanzano

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource…

Abstract

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource professionals alike. According to this “Holy Grail” of management research, workers who are happy on the job will have higher job performance, and possibly higher job retention, than those who are less happy. But what is happiness? Most typically, happiness has been measured in the management sciences as jobsatisfaction. This viewpoint is unnecessarily limiting. Building upon alittle remembered body of research from the 1920s, we suggest a twofold, expanded view of this thesis. First, we suggest the consideration of worker happiness as psychological well-being (PWB). Second, incorporating Fredrickson's (1998, 2001) broaden-and-build model ofpositive emotions as the theoretical base, we suggest that the job satisfaction to job performance and job satisfaction to employee retentionrelationships may be better explained by controlling for the moderating effect of PWB. Future research directions for human resource professionals are introduced.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-7623-1432-4

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