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Title: AN INVESTIGATION OF THE RELATIONSHIPS BETWEEN MOTIVATION, WORKER ROLE CONFLICTS AND WORKER OUTCOMES.
Creator: Kennedy, Robert, Pritchard, Robert, University of Central Florida
Abstract / Description: This study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to...
Show moreThis study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to the amount of energy pool available to workers and the amount of motivation exhibited by workers. WLC also impacts important job and life attitudes directly and through the above mentioned motivation process variables. The basis for a comprehensive work motivation model will be posited and theoretical and practical implications will be discussed.
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Date Issued: 2011
Identifier: CFE0003816, ucf:48728
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003816

Title: CHARACTERISTICS FOR SUCCESS: PREDICTING INTERVENTION EFFECTIVENESS WITH THE JOB CHARACTERISTICS MODEL.
Creator: Weaver, Sallie, Pritchard, Robert, University of Central Florida
Abstract / Description: The current study examines the effects of the five core job characteristics (skill variety, task significance, task identity, autonomy, and feedback) proposed by Hackman-Oldham (1974) at the team level by investigating whether the model variables are related to the effectiveness of a motivationally-based team-level productivity enhancement intervention. Previous literature has almost exclusively focused on the effects of these job characteristics at the individual level and their direct...
Show moreThe current study examines the effects of the five core job characteristics (skill variety, task significance, task identity, autonomy, and feedback) proposed by Hackman-Oldham (1974) at the team level by investigating whether the model variables are related to the effectiveness of a motivationally-based team-level productivity enhancement intervention. Previous literature has almost exclusively focused on the effects of these job characteristics at the individual level and their direct relationships with employee attitudes and subjective measures of performance. This thesis aims to further the job characteristics literature by exploring the effects of the characteristics at the team level, as well as the moderating effect of the team construct of value congruence, while simultaneously exploring boundary conditions of the Productivity Measurement and Enhancement System (ProMES) developed by Pritchard (1990). Hypotheses postulated a negative relationship between the characteristics and intervention effectiveness; such that effectiveness is negatively impacted when the characteristics already exist at high levels. Results, though non-significant, are tenatively suggestive of this counter-intuitive negative relationship between four of the characteristics and intervention effectiveness. Value congruence between team leaders and members was not a significant moderator of the relationship between the characteristics and effectiveness. Results suggest that a more powerful study to further parse out these relationships would be valuable. iii
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Date Issued: 2008
Identifier: CFE0002040, ucf:47574
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002040

Title: THE MEDIATING ROLE OF MOTIVATION AND JOB SATISFACTION IN WORK ENVIRONMENT-OUTCOME RELATIONSHIPS.
Creator: Guzman, Melissa, Pritchard, Robert, University of Central Florida
Abstract / Description: Research that links various aspects of the work environment to important work outcomes can be traced back almost seventy years. Despite the history and proliferation of these studies, firm conclusions have not been reached regarding the ways through which the work environment impacts these outcomes. For example, mediating variables such as motivation and job satisfaction have been proposed as affective and cognitive states that could impact the environment-outcome relationships but have...
Show moreResearch that links various aspects of the work environment to important work outcomes can be traced back almost seventy years. Despite the history and proliferation of these studies, firm conclusions have not been reached regarding the ways through which the work environment impacts these outcomes. For example, mediating variables such as motivation and job satisfaction have been proposed as affective and cognitive states that could impact the environment-outcome relationships but have received little attention. Additionally, organizational and contextual moderators such as group size and demographics that could impact the relationships have been called for but have yet to be studied. Consequently, much remains to be examined in the environment-outcome relationships beyond the basic links. Therefore, the primary objective of the current study was to investigate the effects of motivation and job satisfaction as mediators, and group size, group tenure, and group gender composition as moderators, of work environment-work outcome relationships. Specifically, it was proposed that motivation and job satisfaction mediate the relationships between the feedback environment, learning environment, and reward and recognition environment and job performance and turnover intentions. Finally, it was expected that group size, group tenure, and group gender composition moderate these same environment-outcome relationships. It is suggested that findings gleaned from this study can provide a clearer picture of how certain work environment variables impact specific work outcomes, which can provide researchers and practitioners with information to improve the organizational setting and individual and organizational outcomes of interest. Support was found for several hypotheses and future research directions are noted.
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Date Issued: 2007
Identifier: CFE0001724, ucf:47299
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001724

Title: AN EXAMINATION OF THE RELATIONSHIPS AMONG PERCEIVED GENDER DISCRIMINATION, WORK MOTIVATION, AND PERFORMANCE.
Creator: Cornejo, Jessica, Pritchard, Robert, University of Central Florida
Abstract / Description: Gender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and...
Show moreGender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and performance. Although much theory and research exists regarding motivation and performance, this study uses a new measure of motivation based on the Pritchard and Ashwood (2007) theory of work motivation. It was hypothesized that perceived gender discrimination would be negatively related to motivation, and that motivation would be positively related to performance. It was further hypothesized that motivation would mediate the relationship between perceived discrimination and performance. Consistent with social identity and attribution theory, gender identification was examined as a moderator of the relationship between perceived discrimination and motivation. Additionally, race and locus of control were examined as moderators of this same relationship. Measures of study variables were surveys administered on-line to 170 female undergraduate students. Upon completion of this part of the study, participants were emailed a link for their supervisors to complete on-line measures of participants' overall motivation and performance at work. Results indicated that both overall motivation and action-to-result motivation connections were negatively related to perceived gender discrimination. However, other motivation connections were not related to this discrimination. Furthermore, overall motivation and the motivation connections had strong relationships with performance. Despite the practical significance of these relationships, they did not reach statistical significance because of the small sample size of supervisor performance ratings (n = 37). Neither race, work locus of control, or gender identification significantly moderated hypothesized relationships. Additionally, there was no significant relationship between discrimination and performance, and so work motivation could not mediate this relationship. Reasons for non-significant results are discussed, as are implications for theory and practice. Although moderator hypotheses were not supported, this research represents an important step in discrimination research because it examines the possible influence of perceived discrimination on those who are impacted by it. This study also reaffirms the relationship between motivation and performance using Pritchard and Ashwood's (2007) theory of motivation.
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Date Issued: 2007
Identifier: CFE0001906, ucf:47485
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001906

Title: THE RELATIONSHIPS BETWEEN LEADER BEHAVIOR, FOLLOWER MOTIVATION, AND PERFORMANCE.
Creator: Harrell, Melissa, Pritchard, Robert, University of Central Florida
Abstract / Description: The primary goal of this study was to examine ways in which leaders can influence followers' motivation. Motivation is a key construct in industrial and organizational psychology due to its impact on employee performance. Modern motivation theories adapt a more sophisticated view of motivation in terms of definition, relationships, and operationalization. In particular, one new theory of motivation is the Pritchard and Ashwood Theory (2008). This theory proposes that motivation is...
Show moreThe primary goal of this study was to examine ways in which leaders can influence followers' motivation. Motivation is a key construct in industrial and organizational psychology due to its impact on employee performance. Modern motivation theories adapt a more sophisticated view of motivation in terms of definition, relationships, and operationalization. In particular, one new theory of motivation is the Pritchard and Ashwood Theory (2008). This theory proposes that motivation is comprised of four perceived relationships that, in combination, reflect the extent to which employees believe that their actions on the job will lead to need satisfaction. These four relationships are called connections. The relationship between two leadership behaviors, initiating structure and consideration, and the Pritchard and Ashwood motivational connections was examined. It was hypothesized that the two leader behaviors would have differential relationships with the four motivational connections. These differential relationships should facilitate targeted behavioral feedback to leaders to improve each of the motivational connections. Additionally, motivation was hypothesized to mediate the relationship between the leader behaviors and employee outcomes. The Pritchard and Ashwood Theory is operationalized by the Motivation Assessment Questionnaire (MAQ) (Pritchard, 2006a). A secondary goal of this study was to contribute to the validity evidence of the MAQ. This recently developed questionnaire has shown good psychometric properties and initial validity evidence has demonstrated moderate relationships between the MAQ and job performance. However, this is the first study of the relationship between the MAQ and employee outcomes with a large sample of full-time working adults. Further, this study expanded potential MAQ outcomes beyond employee performance to include organizational citizenship behaviors and turnover intentions. A sample of 208 employees was recruited from two central Florida companies. These employees responded to the MAQ and other study measures via a secure, online survey. Participating employees provided contact information for their supervisors who were then invited to participate in the study by providing criteria ratings. A large number of the invited supervisors participated (n = 195). Results indicated robust support for one of the leadership behaviors: consideration. Consideration was related to performance and this relationship was partially mediated by motivation. On the other hand, initiating structure was not related to employee performance. Consideration and initiating structure were not differentially related as hypothesized to the four motivational connections. This was due in part to the strong correlation between the two leadership behaviors (r = .73). Results provided additional validation evidence for the MAQ. The overall effort scale was not related to performance as it had been in the two previous studies that used a student sample. However, the average of the motivation connections predicted performance. Additionally, the MAQ predicted both organizational citizenship behaviors and turnover intentions. As mentioned previously, the sample was drawn from two central Florida companies. Although many of the study hypotheses were supported for the overall sample, the observed relationships were very different for the two subsamples. Similarly, findings in this study differ from previous studies using the MAQ with working students. Potential reasons for these differences are discussed.
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Date Issued: 2008
Identifier: CFE0002469, ucf:47695
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002469

Title: INVESTIGATION OF THE OUTCOMES OF DELIVERING TRAINING TO SPANISH SPEAKERS IN STANDARD SPANISH VERSUS THEIR NATIVE DIALECT.
Creator: Kosarzycki, Mary, Pritchard, Robert, University of Central Florida
Abstract / Description: The present study explored the outcomes of delivering training to Spanish speakers in either their native dialect or in Standard Spanish in the context of a self-running, narrated PowerPoint presentation on a health topic, "The Importance of Vaccinations." The training outcomes that were examined included learning scores; attitudes toward the training; and attitudes toward employment with organizations that employed the same or different dialect-speaking employees, supervisors, and trainers....
Show moreThe present study explored the outcomes of delivering training to Spanish speakers in either their native dialect or in Standard Spanish in the context of a self-running, narrated PowerPoint presentation on a health topic, "The Importance of Vaccinations." The training outcomes that were examined included learning scores; attitudes toward the training; and attitudes toward employment with organizations that employed the same or different dialect-speaking employees, supervisors, and trainers. In addition to examining the effects of ethnicity upon outcomes, this study also examined the effect of age, education level, time in the U.S., and familiarity with the locally dominant subgroup's dialect. Overall, results showed mixed support for the effect of presenting training to participants in their native dialect, as compared to the non-native dialect. The results of this study are discussed in terms of the theoretical implications for acquiring a better understanding of the cognitive and affective factors underlying the role of training language in the learning process. Practical implications for training design are presented within the context of cognitive load theory and the need for a theory-based approach to delivering training to non-English speakers. Implications for organizational efforts toward employee attraction and retention are discussed.
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Date Issued: 2005
Identifier: CFE0000881, ucf:46636
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000881

Title: USING A CONTINGENCY-BASED METHOD FOR COMBINING INDIVIDUAL ASSESSMENT CENTER DIMENSION RATINGS INTO OVERALL ASSESSMENT RATINGS.
Creator: Wicks, Keisha, Pritchard, Robert, University of Central Florida
Abstract / Description: The current study applies a newly proposed mechanical combination method along with four traditional mechanical combination methods to assessment center scoring. These comparisons were made for two job levels (Fire Lieutenant and Fire Captain). The study further assesses the level of adverse impact for the various methods at three cut-off scores. Results indicated that the new contingency-based scoring method was successfully implemented in the assessment center. Results were mixed regarding...
Show moreThe current study applies a newly proposed mechanical combination method along with four traditional mechanical combination methods to assessment center scoring. These comparisons were made for two job levels (Fire Lieutenant and Fire Captain). The study further assesses the level of adverse impact for the various methods at three cut-off scores. Results indicated that the new contingency-based scoring method was successfully implemented in the assessment center. Results were mixed regarding whether the contingencies developed for the two job levels were different. Further, results indicated that although the various combination methods were highly correlated as expected, there were clear distinctions in the decisions made based on the different combination methods. Specifically, the various combination methods resulted in different candidates comprising the qualifying cut-off ranks. Finally, results showed that the contingency-based method had less adverse impact overall when compared to the other four methods. Future research is proposed in addition to a discussion of the limitations of the study. The main limitation was a lack of criterion data.
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Date Issued: 2008
Identifier: CFE0002315, ucf:47852
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002315

Title: Truly Accomplished: Effectiveness of a Measurement and Feedback Approach to Lifestyle Change.
Creator: Wright, Natalie, Pritchard, Robert, Fritzsche, Barbara, Sims, Valerie, Roth, Colin, University of Central Florida
Abstract / Description: Individuals' personal improvement efforts are pervasive and the benefits associated with successful self-improvement are both tangible (e.g., healthier lifestyles, more intimate relationships) and intangible (e.g., personal accomplishment, enhanced well-being). As evidenced by research on work-family spillover, self-improvement also has important implications for organizations, as there is considerable crossover between work and non-work domains. The current study tested the effectiveness of...
Show moreIndividuals' personal improvement efforts are pervasive and the benefits associated with successful self-improvement are both tangible (e.g., healthier lifestyles, more intimate relationships) and intangible (e.g., personal accomplishment, enhanced well-being). As evidenced by research on work-family spillover, self-improvement also has important implications for organizations, as there is considerable crossover between work and non-work domains. The current study tested the effectiveness of Truly Accomplished, an intervention designed to help individuals develop personalized systems for measuring and improving behavior, and examined the extent to which the outcomes associated with such behavior change exhibit positive spillover effects into the workplace. Participants (N = 44) experienced large gains in effectiveness (d = 2.93). Effectiveness gain was predicted by conscientiousness (r = .40), core self-evaluations (r = .42), and psychological safety (r = .64). Learning goal orientation and performance goal orientation interacted with perceived goal difficulty to predict effectiveness gain. Overall effectiveness gain was negatively related to stress and positively related to future change efficacy, job-related efficacy, and satisfaction with the intervention. Job satisfaction and job efficacy increased following feedback, providing some evidence of spillover.Results have implications for individual behavior and attitude change, and its impact seems to extend into subjective well-being above and beyond actual behavior change. Evidence of spillover has implications for organizations, suggesting that TA may be used as a mechanism through which job-related outcomes can be improved.
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Date Issued: 2012
Identifier: CFE0004231, ucf:48998
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004231

Title: Examining the impact of leader social distance on a multicultural team.
Creator: DiazGranados, Deborah, Salas, Eduardo, Jentsch, Kimberly, Pritchard, Robert, Piccolo, Ronald, Burke, Shawn, University of Central Florida
Abstract / Description: Leading multicultural teams is one of the main challenges faced by today's leaders. The advantages often associated with multicultural teams (e.g., collaboration and integration of different knowledge, ideas, and approaches to a task) are often the major challenges in leading these teams. The literature on effective multicultural teams has identified leadership as an important factor for team effectiveness. Therefore, the goal of this study was to examine the effect of leader social distance...
Show moreLeading multicultural teams is one of the main challenges faced by today's leaders. The advantages often associated with multicultural teams (e.g., collaboration and integration of different knowledge, ideas, and approaches to a task) are often the major challenges in leading these teams. The literature on effective multicultural teams has identified leadership as an important factor for team effectiveness. Therefore, the goal of this study was to examine the effect of leader social distance in multicultural teams. A lab study was designed to test the impact of experimentally-manipulated leader social distance (socially close or socially distant) on the relationship between team member diversity and team affect, processes, and performance. Results varied for female and for male teams. Specifically, the nature of the interactions between leadership and team diversity depended on the specific cultural dimension measured and the gender of the team. In the end, the impact of diversity on culture in female teams was improved by close leaders (the relationships were positive), and worsened by distant leaders (the relationships were negative) for team affect, processes and viability. For male teams, the impact of diversity was always negative in both leader conditions; however, in distant leader conditions the relationship was more negative. Implications for theory and practice are discussed along with suggestions for future research.
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Date Issued: 2011
Identifier: CFE0004100, ucf:49114
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004100

Title: Keeping Quiet: Investigating the Maintenance and Policing of Male-dominated Gaming Space.
Creator: Charles, Christopher, Pritchard, Robert, Preston-Sidler, Leandra, Grauerholz, Liz, Corzine, Harold, University of Central Florida
Abstract / Description: Despite the near parity between the number of female and male gamers (Entertainment Software Association, 2014), studies on gender in videogames illustrate a culture that typically reflects hegemonic masculinity and excludes women on a multitude of levels. Because these interactions occur within real and virtual space (both online and within games), a holistic approach is warranted to analyze these mechanisms of oppression. This paper seeks to uncover the ways by which gaming culture is...
Show moreDespite the near parity between the number of female and male gamers (Entertainment Software Association, 2014), studies on gender in videogames illustrate a culture that typically reflects hegemonic masculinity and excludes women on a multitude of levels. Because these interactions occur within real and virtual space (both online and within games), a holistic approach is warranted to analyze these mechanisms of oppression. This paper seeks to uncover the ways by which gaming culture is maintained and policed as a male-dominated space, through qualitative data collection. By using ethnographic, participant observation at a large, multi-genre convention the experiences of both male and female gamers were collected and analyzed. Their stories shed light on the means by which women are silenced, or (")kept quiet,(") by voice chat profiling, verbal abuse, and hostile Internet communities. They are subject to strict policing of gamer identity, relegation as casual gamers, and their calls for inclusiveness all too often fall on game developers' deaf ears.
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Date Issued: 2016
Identifier: CFE0006281, ucf:51605
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006281

Intervention (2)	+ -
motivation (2)	+ -
Ashwood (1)	+ -
Behavior Change (1)	+ -
Expectancy Theory (1)	+ -

Family to Work Spillover (1)	+ -
Feedback (1)	+ -
Feminist Theory (1)	+ -
Gaming (1)	+ -
Gender (1)	+ -
Hispanic (1)	+ -
Inequality (1)	+ -
Initiating Structure and Consideration (1)	+ -
Job Characterisitics Model (1)	+ -
Job Performance (1)	+ -
Mexican (1)	+ -
Motivation (1)	+ -
Performance Measurement (1)	+ -
Positive Psychology (1)	+ -
Pritchard (1)	+ -
ProMES (1)	+ -
Productivity (1)	+ -
Puerto Rican (1)	+ -
Spanish (1)	+ -
Teams (1)	+ -
Technology (1)	+ -
Training (1)	+ -
Video Games (1)	+ -
Women (1)	+ -
accent (1)	+ -

Pritchard, Robert (10)	+ -
University of Central Florida (10)	+ -
Burke, Shawn (1)	+ -
Charles, Christopher (1)	+ -
Cornejo, Jessica (1)	+ -

Corzine, Harold (1)	+ -
DiazGranados, Deborah (1)	+ -
Fritzsche, Barbara (1)	+ -
Grauerholz, Liz (1)	+ -
Guzman, Melissa (1)	+ -
Harrell, Melissa (1)	+ -
Jentsch, Kimberly (1)	+ -
Kennedy, Robert (1)	+ -
Kosarzycki, Mary (1)	+ -
Piccolo, Ronald (1)	+ -
Preston-Sidler, Leandra (1)	+ -
Roth, Colin (1)	+ -
Salas, Eduardo (1)	+ -
Sims, Valerie (1)	+ -
Weaver, Sallie (1)	+ -
Wicks, Keisha (1)	+ -
Wright, Natalie (1)	+ -

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