Carol T. Kulik

Old Friends, New Faces: Motivation Research in the 1990s

This article reports the principal findings of over 200 studies of work motivation published between January 1990 and December 1997. We examined research relevant to seven traditional motivational theories (Motives and Needs, Expectancy Theory, Equity Theory, Goal-Setting, Cognitive Evaluation Theory, Work Design, and Reinforcement Theory) and three emerging topic areas (Creativity, Groups, and Culture). For each area, we summarize the research, identify trends and discuss issues that deserve further research attention. We conclude by examining trends in research in the field overall and considering the implications of these trends for the future role of motivation in organizational behavior research.

Work Design as an Approach to Person-Environment Fit.

Abstract Job characteristics theory may be conceptualized as a model of person-environment fit which focuses on matching the characteristics of jobs to the abilities and needs of jobholders. In this paper, we explore the potential costs and benefits of person-job congruence, and use recent developments in the person-environment fit literature to suggest ways in which characteristics of jobs and characteristics of individuals may influence one another. Implications for future research in the work design area are discussed.

Moderating effects of personal and contextual factors in age discrimination.

The researchers explored personal and contextual factors that inhibit or facilitate the use of older worker stereotypes in a selection context. The authors suggest that older worker stereotypes are more likely to be used and influence applicant evaluations when raters are biased against older workers, when raters do not have the cognitive resources to inhibit the use of age-associated stereotypes, or when applicants apply for age-incongruent jobs. The researchers explored the extent to which raters differing in older worker bias make discriminatory decisions about young or old individuals applying for age-typed jobs under conditions of high- and low-cognitive demands. A laboratory study was conducted with 131 undergraduate students who evaluated applicants in a simulated employment context. Results indicated that older worker bias, cognitive busyness, and job age-type interact to affect the extent to which applicant age plays a role in selection decisions.

Stereotype Threat at Work

Managing diversity in organizations requires creating an environment where all employees can succeed. This paper explains how understanding “stereotype threat”—the fear of being judged according to a negative stereotype— can help managers create positive environments for diverse employees. While stereotype threat has received a great deal of academic research attention, the issue is usually framed in the organizational literature as a problem affecting performance on tests used for admission and selection decisions. Further, articles discussing stereotype threat usually report the results of experimental studies and are targeted to an academic audience. We summarize 12 years of research findings on stereotype threat, address its commonplace occurrence in the workplace, and consider how interventions effective in laboratory settings for reducing stereotype threat might be implemented by managers in organizational contexts. We end the paper with a discussion of how attention to stereotype threat can improve...

Using Needs Assessment to Resolve Controversies in Diversity Training Design

Needs assessment is an important element in training design, and organizational diversity training programs are frequently criticized for their lack of attention to the needs assessment process. This paper explores the link between needs assessment and diversity training design. First, a review of the needs assessment literature reveals that an emphasis on organizational analysis has led to the neglect of other kinds of assessment data. Second, a review of the diversity training literature identifies five areas of controversy. We describe the needs assessment questions that organizations can ask to resolve each controversy and better tailor diversity training to their own needs. Finally, based on the design controversies and needs assessment questions, we provide an agenda for future research on the effectiveness of various kinds of diversity training interventions

Environmental Quality in Offices

Environmental quality in offices , Environmental quality in offices , کتابخانه دیجیتالی دانشگاه علوم پزشکی و خدمات درمانی شهید بهشتی

Physical Environments and Employee Reactions: Effects of Stimulus-Screening Skills and Job Complexity

This study examined the moderating effects of stimulus-screening skills and job complexity on relations between environmental characteristics and employee reactions. Employees exhibited the lowest ...

The gender diversity–performance relationship in services and manufacturing organizations

Empirical findings on the link between gender diversity and performance have been inconsistent. This paper presents three competing predictions of the organizational gender diversity–performance relationship: a positive linear prediction derived from the resource-based view of the firm, a negative linear prediction derived from self-categorization and social identity theories, and an inverted U-shaped curvilinear prediction derived from the integration of the resource-based view of the firm with self-categorization and social identity theories. This paper also proposes a moderating effect of industry type (services vs. manufacturing) on the gender diversity–performance relationship. The predictions were tested in publicly listed Australian organizations using archival quantitative data with a longitudinal research design. The results show partial support for the positive linear and inverted U-shaped curvilinear predictions as well as for the proposed moderating effect of industry type. The curvilinear relationship indicates that different proportions of organizational gender diversity have different effects on organizational performance, which may be attributed to different dynamics as suggested by the resource-based view and self-categorization and social identity theories. The results help reconcile the inconsistent findings of past research that focused on the linear gender diversity–performance relationship. The findings also show that industry context can strengthen or weaken the effects of organizational gender diversity on performance.

HR and the line: The distribution of HR activities in Australian organisations

Results from a national survey of Australian Human Resource Institute members and CCH subscribers document a trend within Australian organisations to devolve people management activities to the lin...

The effect of multiple roles on caregiver stress outcomes

Some caregivers focus exclusively on the caregiving role; others try to balance caregiving responsibilities with a simultaneous work role outside the home. This study examined competing hypotheses about the impact that greater immersion in a work role would have on the stress outcomes of individuals who provide care for a person with a disability. The authors used national survey data to examine whether hours of work were associated with caregiver stress outcomes. The authors also investigated whether type of disability moderated the relationship between hours worked and stress outcomes. Results suggest that spending more time in a work role generally has no effect on caregiver stress outcomes. However, caregivers who were caring for a person with a mental disability experienced significantly fewer stress outcomes as they spent more hours engaged in outside work.