Artykuły w czasopismach: „Relationship effort”

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Park, Eun-hwa. "The Level of Motivation and Effort Regulation, and the Relationship between Motivation and Effort Regulation". Convergence English Language & Literature Association 7, nr 3 (31.12.2022): 255–71. http://dx.doi.org/10.55986/cell.2022.7.3.255.

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This study aimed to determine the levels of intrinsic motivation, extrinsic motivation, and effort regulation and to demonstrate whether the two determinations of motivation are related to effort regulation. For the measurement, the Motivated Strategies for Learning Questionnaire created by Pintrich and Garcia (1991) was utilized. 12 questions among a total of 81 questions from the MSLQ were selected: four questions from the intrinsic motivation scales, four questions from the extrinsic motivation scales, and four questions from the effort regulation scales. A total of 98 participants completed a survey for this study. The results showed that the students demonstrated the higher levels in intrinsic motivation (M= 5.77, SD= ,909) than in extrinsic motivation (M= 5.36, SD= 1.115). In addition, the levels of effort regulation of the participants in this study also were high. In the results related to the relationship between the two determinations and effort regulation, intrinsic motivation was found to be less correlated to effort regulation, while extrinsic motivation was determined to likely be correlated to effort regulation. Based on these results, this study suggests that instructors or teachers should facilitate their students in order that they be motivated as well as make use of effort regulation while learning of English.

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Shi, Guicheng, Huimei Bu, Yuan Ping, Matthew Tingchi Liu i Yonggui Wang. "Customer relationship investment and relationship strength: evidence from insurance industry in China". Journal of Services Marketing 30, nr 2 (11.04.2016): 201–11. http://dx.doi.org/10.1108/jsm-03-2014-0088.

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Purpose This study aims to elucidate how different relationship investment efforts by a service firm affect its customers’ perceived relationship investment; to determine how perceived relationship investment influences various dimensions of relationship strength; and to explore the moderating effects of customer innovativeness and complaint propensity on the relationship between the perceived relationship investment and relationship strength. Design/methodology/approach To minimize common method variance, data were collected from pairs of life insurance agents in China and their clients using self-report questionnaires. Hypotheses were tested using structural equation modeling. Findings The results indicate that customers value financial effort most followed by social effort and structural effort. Perceived relationship investment influences the affective strength most strongly, followed by cognitive strength and conative strength. Customer innovativeness and complaint propensity both moderate the effectiveness of perceived relationship investment in influencing two of the three dimensions of relationship strength. Originality/value This study is among the first to specify how service employees can guide consumer perceptions of relationship investment by applying three types of relationship investment effort. The impact of perceived relationship investment on different dimensions of relationship strength was assessed to demonstrate how service providers can benefit from investing in building consumer relationships. The moderating impact of consumer innovativeness and of complaint propensity was quantified. The research findings have important implications for managing different relationship investment as well as recruiting and training service employees.

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Novak, Joshua R., Heather M. Smith, Jeffry H. Larson i D. Russell Crane. "Commitment, Forgiveness, and Relationship Self-Regulation: An Actor Partner Interdependence Model of Relationship Virtues and Relationship Effort in Couple Relationships". Journal of Marital and Family Therapy 44, nr 2 (18.07.2017): 353–65. http://dx.doi.org/10.1111/jmft.12258.

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Garn, Alex C., Nate McCaughtry, Bo Shen, Jeffrey J. Martin i Mariane Fahlman. "Social Goals in Urban Physical Education: Relationships with Effort and Disruptive Behavior". Journal of Teaching in Physical Education 30, nr 4 (październik 2011): 410–23. http://dx.doi.org/10.1123/jtpe.30.4.410.

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This study investigated the relationships among four distinct types of social goals, effort, and disruptive behavior in urban physical education. Social responsibility, affiliation, recognition, status goals, along with effort and disruptive behavior in physical education were reported by high school physical education students (N = 314) from three urban schools. Findings from correlation and structural equation modeling analyses revealed that social responsibility goals had a positive relationship with effort and an inverse relationship with disruptive behavior. Social status goals demonstrated a positive relationship with disruptive behavior and no relationship with effort. Social recognition goal results were mixed, as they had positive relationships to both effort and disruptive behavior while social affiliation goals were unrelated to effort or disruptive behavior. Application of these results suggests that physical educators who are able to identify the diverse social motives that underlie students’ goals can maximize learning opportunities by increasing student effort and minimizing disruptive behavior.

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Buch, Robert, Bård Kuvaas, Anders Dysvik i Birgit Schyns. "If and when social and economic leader-member exchange relationships predict follower work effort". Leadership & Organization Development Journal 35, nr 8 (28.10.2014): 725–39. http://dx.doi.org/10.1108/lodj-09-2012-0121.

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Purpose – The purpose of this paper is to conceptualize social leader-member exchange (SLMX) and economic leader-member exchange (ELMX) as two separate dimensions of leader-member exchange, and examines how intrinsic work motivation moderates their relationship with follower work effort. Design/methodology/approach – Data were obtained from 352 employee-leader dyads from the public health sector in Norway (response rate=61.9 percent). Hierarchical linear modeling was used to test the relationship between subordinate rated SLMX and ELMX relationships and leader ratings of work effort. Findings – This study replicates prior research showing that SLMX is positively related and ELMX negatively related to followers’ work effort. A significant interaction between SLMX and intrinsic motivation is also revealed, suggesting that SLMX relationships are important with respect to work effort for followers who exhibit lower levels of intrinsic work motivation. Research limitations/implications – The data were cross-sectional, thus prohibiting causal inferences. Practical implications – SLMX relationships may be particularly important for the work effort of followers low in intrinsic motivation. Leaders may draw on this finding and seek to aid the development of the relationship by means of relationship-oriented behaviors. Originality/value – Given the importance of maximizing the performance of all the followers, a better understanding of the conditions under which SLMX and ELMX relationships relate to work effort is particularly important. The present study advances knowledge on SLMX and ELMX relationships by demonstrating how intrinsic motivation moderates how SLMX and ELMX relationships relate to follower work effort.

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Maslyn, John M., Birgit Schyns i Steven M. Farmer. "Attachment style and leader-member exchange". Leadership & Organization Development Journal 38, nr 3 (2.05.2017): 450–62. http://dx.doi.org/10.1108/lodj-01-2016-0023.

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Purpose The purpose of this paper is to examine psychological attachment styles (secure, anxious, and avoidant) as antecedents to leader-member exchange (LMX) quality both directly and through their impact on employees’ efforts to build high quality LMX relationships. Employees with secure attachment styles are proposed to be successful at building high quality LMX relationships while employees with anxious and avoidant styles are proposed to display the opposite effect. Design/methodology/approach Data were collected through a survey of 213 employees nested in 37 work groups. Hypotheses were tested using multilevel modeling within MPlus. Findings Results indicated that secure and anxious attachment styles were associated with LMX only by impacting the exertion of effort specifically aimed at relationship development with the manager. Alternatively, the avoidant style was directly and negatively linked to LMX but not associated with effort undertaken to build a high quality relationship. Practical implications The effects of attachment style on effort to develop high quality LMX relationships reveal that subordinate attachment style may impact those subordinates’ ability and interest in developing positive LMX relationships. Therefore, managers may need to purposively deviate from typical LMX development processes in order to create a more conducive environment for developing high quality relationships with subordinates of differing attachment styles. Originality/value This study is one of the first to examine the mediating impact of effort to build high quality LMX relationships given personal propensities (attachment style) to form relationships in the workplace.

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Ben Afia, Neila, i Sana Harbi. "The Relationship between Co2emissions and Military Effort". Journal of Economics Studies and Research 2018 (13.11.2018): 1–10. http://dx.doi.org/10.5171/2018.342225.

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Field, S. K., S. G. Bell, D. F. Cenaiko i W. A. Whitelaw. "Relationship between inspiratory effort and breathlessness in pregnancy". Journal of Applied Physiology 71, nr 5 (1.11.1991): 1897–902. http://dx.doi.org/10.1152/jappl.1991.71.5.1897.

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Using open-magnitude scaling, we compared the relationships between breathlessness, inspiratory esophageal pressure swing (delta Pes), and ventilation in pregnancy and postpartum. Thirteen healthy women performed progressive cycle exercise tests at 33 +/- 2 wk gestation and 12 +/- 3 wk postpartum. Pulmonary function and maximal transdiaphragmatic pressure did not change. Minute ventilation (VE) was greater in the third trimester. This increase was entirely due to the increase in tidal volume (VT; 0.74 +/- 0.18 vs. 0.54 +/- 0.18 liters at rest, P less than 0.01; 1.56 +/- 0.3 vs. 1.24 +/- 0.24 liters at 48 W, P less than 0.001). delta Pes (15.3 +/- 3.0 vs. 11.9 +/- 3.5 cmH2O at 48 W, P less than 0.01) and breathlessness (1.8 +/- 1.4 vs. 1.0 +/- 0.9 at 48 W, P less than 0.05) were greater in the third trimester. However, the relationships between VT and delta Pes and between delta Pes and breathlessness were identical in the two conditions. The VT-tidal abdominal volume (Vab) and Vab-tidal gastric pressure swing (delta Pga) relationships were similar in the two conditions. In conclusion, the relationship between delta Pes and breathlessness is the same in the third trimester and postpartum. The increased VE is responsible for the breathlessness in the third trimester. Despite progressive abdominal distension by the gravid uterus, the VT-Vab and Vab-delta Pga relationships were the same in the two conditions.

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Shafer, Kevin, Todd M. Jensen, Garrett T. Pace i Jeffry H. Larson. "Former Spouse Ties and Postdivorce Relationship Quality: Relationship Effort as a Mediator". Journal of Social Service Research 39, nr 5 (październik 2013): 629–45. http://dx.doi.org/10.1080/01488376.2013.834284.

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Hodge, Brad, Brad Wright i Pauleen Bennett. "Balancing Effort and Rewards at University: Implications for Physical Health, Mental Health, and Academic Outcomes". Psychological Reports 123, nr 4 (6.05.2019): 1240–59. http://dx.doi.org/10.1177/0033294119841845.

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Background The effort–reward imbalance model suggests that, when the efforts required within the workplace are disproportionately large in comparison to the rewards resulting from those efforts, there is an increased risk of stress-related health issues. The model posits that higher levels of “overcommitment,” in addition to a high effort–reward imbalance ratio, magnifies this risk of ill-health. While work has been conducted to assess the validity of this model within the school setting, research in the higher education sector is limited. Objectives This study explored the validity of the effort–reward imbalance model for explaining burnout, poor health, and academic productivity among university students. Design and Methods This study utilized a cross-sectional survey of Australian university students ( n = 395) from a range of universities. Results An imbalance of effort and reward was associated with poorer physical health, increased burnout, and reduced productivity. Effort–reward imbalance mediated a relationship between overcommitment and burnout; those high in overcommitment were more likely to experience an imbalance of effort and reward at university. Conclusion The relationships between effort–reward imbalance, health, burnout, and academic productivity support the generalizability of this model to the university setting. In addition, the personal characteristic of overcommitment also appears to have an important relationship with burnout.

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Tolentino, Laramie R., Hataya Sibunruang i Patrick Raymund James M. Garcia. "The Role of Self-Monitoring and Academic Effort in Students’ Career Adaptability and Job Search Self-Efficacy". Journal of Career Assessment 27, nr 4 (19.12.2018): 726–40. http://dx.doi.org/10.1177/1069072718816715.

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This article examines the relationship between career adaptability, self-monitoring, academic effort, and job search self-efficacy among university students. Guided by the career construction and self-monitoring theories, we propose that self-monitoring mediates the relationship between career adaptability and job search self-efficacy. Furthermore, we hypothesize that the indirect relationship is stronger for those with high academic effort. We test our proposed model using two samples (Sample 1 = 340, Sample 2 = 547) of university students from Thailand. Results confirm our hypothesized relationships and suggest that career adaptability is positively associated with job search self-efficacy above and beyond the effects of gender. Moderated mediation analyses revealed that the conditional indirect effect of career adaptability in predicting job search self-efficacy via self-monitoring is stronger for students with high as opposed to low levels of academic effort. Implications for theory and practice are discussed.

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Aljafary, M., D. M. Gillis i P. Comeau. "Is catch proportional to nominal effort? Conceptual, fleet dynamic, and statistical considerations in catch standardization". Canadian Journal of Fisheries and Aquatic Sciences 76, nr 12 (grudzień 2019): 2332–42. http://dx.doi.org/10.1139/cjfas-2018-0303.

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Often, catch-per-unit-effort (CPUE) standardizations are used to reflect fish abundance. This implies that catch is directly proportional to effort. We examine this using 78 reported catch and effort series in a meta-analysis, correcting for errors-in-variables in the relationship. Though proportionality in the apparent relationship is the average, there is significant variation among fisheries. We then examine the Scotian Shelf haddock (Melanogrammus aeglefinus) fishery in detail. We used a generalized linear mixed model (GLMM) predicting catch-per-set, accounting for annual and within-year variation in fish, fleet activity, aggregation, and vessel locations and differences. In individual trawls, the catch was less than expected from a proportional relationship with effort. The GLMM revealed both interference and facilitation among vessels as well as autocorrelation among sets. The greatest impact on coefficient estimates was seen by allowing the effort coefficient to vary. Temporal aggregation made the catch–effort relationship appear more proportional. We recommend that fisheries researchers standardize catch explicitly, rather than CPUE, and use disaggregated data to more closely match the underlying relationships in the fisheries being examined.

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Kim, Boyoung, Eunjoo Kim i Sang Min Lee. "Examining longitudinal relationship among effort reward imbalance, coping strategies and academic burnout in Korean middle school students". School Psychology International 38, nr 6 (31.08.2017): 628–46. http://dx.doi.org/10.1177/0143034317723685.

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The present study examined the longitudinal relationship between effort-reward imbalance as a stressor and academic burnout as a strain. The study also examined the moderation effect of coping strategies, a problem-focused coping and an emotion-focused coping, in the relationship between effort-reward imbalance as a stressor and middle school students’ academic burnout as a strain using multi-group latent growth modeling (LGM) analysis. The results indicated a significant relationship between the initial status of effort-reward imbalance and the initial status of academic burnout. The results also indicated a significant relationship between the change rate of effort-reward imbalance and that of academic burnout. In addition, problem-focused coping strategies had a moderation effect on the relationship between effort-reward imbalance and academic burnout longitudinally. However, the emotion-focused coping strategy did not have a moderation effect. The authors discuss specific findings and practical implications for teachers and school psychologists.

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Dean, Andy C., Tara L. Victor, Kyle B. Boone i Ginger Arnold. "The Relationship of IQ to Effort Test Performance". Clinical Neuropsychologist 22, nr 4 (czerwiec 2008): 705–22. http://dx.doi.org/10.1080/13854040701440493.

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Hassink, Wolter H. J., i Roberto M. Fernandez. "Worker Morale and Effort: Is the Relationship Causal?" Manchester School 86, nr 6 (30.11.2017): 816–39. http://dx.doi.org/10.1111/manc.12210.

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VANCE, THOMAS W. "Subcertification and Relationship Quality: Effects on Subordinate Effort*". Contemporary Accounting Research 27, nr 3 (wrzesień 2010): 959–81. http://dx.doi.org/10.1111/j.1911-3846.2010.01032.x.

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Walton, Mark E., i Sebastien Bouret. "What Is the Relationship between Dopamine and Effort?" Trends in Neurosciences 42, nr 2 (luty 2019): 79–91. http://dx.doi.org/10.1016/j.tins.2018.10.001.

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Kvaløy, Ola, i Trond E. Olsen. "The tenuous relationship between effort and performance pay". Journal of Public Economics 121 (styczeń 2015): 32–39. http://dx.doi.org/10.1016/j.jpubeco.2014.10.007.

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Ollo-López, Andrea, Alberto Bayo-Moriones i Martin Larraza-Kintana. "Disentangling the relationship between high-involvement-work-systems and job satisfaction". Employee Relations 38, nr 4 (6.06.2016): 620–42. http://dx.doi.org/10.1108/er-04-2015-0071.

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Purpose – The purpose of this paper is to study how high-involvement work systems (HIWS) affect job satisfaction, and tries to disentangle the mechanisms through which the effect occurs. Design/methodology/approach – The authors use data for a representative sample of 10,112 Spanish employees. In order to test the mediation mechanism implied by the hypotheses, the authors follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit models were estimated to study the effect of HIWS on the mediating variables (job interest, effort and wages), and regression models were estimated to analyze the effect of HIWS on the final attitudinal variable (job satisfaction). Findings – Empirical results show that HIWS results in higher levels of effort, higher wages and perceptions of a more interesting job. Moreover, greater involuntary physical effort reduces job satisfaction while higher wages, greater voluntary effort, involuntary mental effort and having an interesting job increase job satisfaction. The net effect of these opposing forces on job satisfaction is positive. Research limitations/implications – The use of secondary data posits some constrains in aspects such as the type of measures or the failure to control for personal traits. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications – Managers should implement HIWS since in general they increase job satisfaction. A significant portion of this positive effect is channeled through perceptions of interesting job, higher wages and increased effort demands. Managers should pay attention to implementation issues. Originality/value – The paper contributes to enrich the understanding of the relationship between the HIWS and job satisfaction, proposing a model that aims to disentangle the mediating mechanisms through which HIPWS affect job satisfaction. Unlike previous attempts, this model integrates opposing views about the positive or negative effects associated with HIWS.

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Lam, Shui-fong, Pui-shan Yim i Yee-lam Ng. "Is effort praise motivational? The role of beliefs in the effort–ability relationship". Contemporary Educational Psychology 33, nr 4 (październik 2008): 694–710. http://dx.doi.org/10.1016/j.cedpsych.2008.01.005.

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Indartono, Setyabudi, Tuatul Mahfud, Sukidjo, Sutirman i Susilawati. "The Influence of Student Stress on Collaborative Efforts of International Publications: The Mediating Role of Student Reward and Psychological Capital". Integration of Education 24, nr 4 (30.12.2020): 561–75. http://dx.doi.org/10.15507/1991-9468.101.024.202004.561-575.

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Introduction. The international publication is now a requirement for graduate students. It is part of the strategy of higher education institutions to improve their quality and compete at the global level. Hence, their intention to develop academic networks and their level of acceptance at the international level. Accordingly, this study seeks to investigate the mediation role of reward and psychological capital on stress relations and student effort for international joint publications. Materials and Methods. There are 421 master and doctoral students employed in this research. The data collected by questionnaire. The Structural Equation Modeling (SEM) is used to analyze the data. Results. The results show that the reward and psychological capital mediate the effect of stress on the student effort for international joint publication. The overall analysis shows that stress does not affect the student effort for international joint publication. Hence the mediation analysis is necessary for explaining the evidence of the stress-effort relationship. The reward is found significantly mediated by the stress-effort relationship and stress-psychological relationship, and the psychological shows a significant effect on the reward-effort relationship. The model of this study represents the joint mediation effect of rewards and psychological capital on the stress-effort relationship in the satisfactorily model of compliance. Discussion and Conclusion. This finding makes researchers develop the integrated behavioral model of stress-effort relationship by using various behavioral mechanisms in order to extend student achievement on international publication.

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Zhou, Lulu, Jin Li, Yan Liu, Feng Tian, Xufan Zhang i Weiping Qin. "Exploring the relationship between leader narcissism and team creativity". Leadership & Organization Development Journal 40, nr 8 (4.11.2019): 916–31. http://dx.doi.org/10.1108/lodj-03-2019-0099.

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Purpose The purpose of this paper is to investigate the mediating effect of information search effort on the relationship between leader narcissism and team creativity in China based on attention theory. The paper also explores participative decision making as a moderator in the relationship between team leader narcissism and information search effort. Design/methodology/approach Through a survey of 667 team members and their team leaders from 96 research and development teams at 23 high-tech enterprises in China with paired samples, cross-time data were collected. Confirmatory factor analysis, hierarchical regression and path analysis were adopted to analyze the data. Findings This paper found that leader narcissism had a positive impact on team information search effort, thereby promoting team creativity, and the effect of leader narcissism on team information search effort is more positive in the context of high participation in decision making. Practical implications Narcissism should be a noteworthy trait in manager selection and promotion especially for the departments and teams which focus on innovation and creation. And companies should pay attention to the team work processes to ensure that team members have the opportunity to participate in decision making for promoting the team leader’s narcissistic “bright” side in the institutional environment and avoiding the “dark” side. Originality/value This paper discusses how and when leader narcissism influences team creativity in Chinese high-technology enterprises based on attention theory. This research expands the application of attention theory at the team level.

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Costa, Flávio Henrique De Oliveira, Andrea Lago Da Silva, Carla Roberta Pereira, Susana Carla Farias Pereira i Fernando José Gómez Paredes. "Achieving organisational resilience through inbound logistics effort". British Food Journal 122, nr 2 (22.11.2019): 432–47. http://dx.doi.org/10.1108/bfj-04-2019-0250.

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Purpose The purpose of this paper is to identify how the relationship between inbound logistics (IL) activities and elements of resilience (EoR) can contribute to organisational resilience. Design/methodology/approach Two in-depth case-based studies were conducted in the dairy industry. After identifying EoR and IL activities through a systematic literature review, relationships among them have been empirically discussed in six groups (emerged content analysis results): supplier and response capability; transportation; security; quick response to disruption; logistics management; trust and knowledge. Findings A framework was developed describing the contribution of these six groups to organisational resilience by highlighting and discussing three aspects: rigidity of the hierarchy, type of relationship and geographical dispersion. These aspects emerged from the process of content analysis and are related to the companies’ characteristics. Practical implications The proposed framework can assist managers to decide which group of EoR and IL activities they should prioritise, depending on the company’s characteristics and needs. Originality/value Although some studies have discussed the IL contribution to generating resilience in companies, none of them have explored in detail the relationship between EoR and IL activities, and their contribution to organisational resilience. The proposed framework shows the contribution of the EoR to three different organisational aspects.

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Hunter, Eric J., Mark L. Berardi i Miriam van Mersbergen. "Relationship Between Tasked Vocal Effort Levels and Measures of Vocal Intensity". Journal of Speech, Language, and Hearing Research 64, nr 6 (4.06.2021): 1829–40. http://dx.doi.org/10.1044/2021_jslhr-20-00465.

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Purpose Patients with voice problems commonly report increased vocal effort, regardless of the underlying pathophysiology. Previous studies investigating vocal effort and voice production have used a range of methods to quantify vocal effort. The goals of the current study were to use the Borg CR100 effort scale to (a) demonstrate the relation between vocal intensity or vocal level (dB) and tasked vocal effort goals and (b) investigate the repeated measure reliability of vocal level at tasked effort level goals. Method Three types of speech (automatic, read, and structured spontaneous) were elicited at four vocal effort level goals on the Borg CR100 scale (2, 13, 25, and 50) from 20 participants (10 females and 10 males). Results Participants' vocal level reliably changed approximately 5 dB between the elicited effort level goals; this difference was statistically significant and repeatable. Biological females produced a voice with consistently less intensity for a vocal effort level goal compared to biological males. Conclusions The results indicate the utility of the Borg CR100 in tracking effort in voice production that is repeatable with respect to vocal level (dB). Future research will investigate other metrics of voice production with the goal of understanding the mechanisms underlying vocal effort and the external environmental influences on the perception of vocal effort.

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Mangum, Michael, Evelyn Hall, David Pargman i Michael Sylva. "Relationship between Perceptual Style and Ability to Reproduce a Standard Work Task". Perceptual and Motor Skills 62, nr 2 (kwiecień 1986): 543–47. http://dx.doi.org/10.2466/pms.1986.62.2.543.

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The present study examined the relationship between perceptual style and perception of physical effort. Perceptual style of 10 men and 10 women was assessed by the rod-and-frame apparatus. Perception of physical effort was defined as the difference in heart-rate responses between a standard work task and the subject's self-selected task. Heart-rate response on the preselected standard work task on a cycle ergometer (600 kpm · min.−1) was extremely variable, ranging from 111 to 188 beats per minute ( M = 153 ± 23.5). However, average error between heart rate during the standard work task and the subjects' self-adjusted workload was extremely low (range 0 to 18 beats per minute; M = 5.4 ± 5.5 beats per minute). Pearson correlation of .78 showed a moderate relationship between heart rate and rating of perceived effort, but was nonsignificant (-.12) between perceptual style and perception of physical effort. The data confirm the absence of a significant relationship between perceptual style (i.e., field dependence-independence) and ability to reproduce a standard work task. In addition, these results suggest that there has been possible bias in studies of relationships between heart rate and rating of perceived effort or workload and rating of perceived effort during incremental testing.

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Ariyoshi, Mie, i Mariko Nishikitani. "Is your effort rewarded by words?: Relationship between Effort-Reward imbalance and mental health". Proceedings of the Annual Convention of the Japanese Psychological Association 84 (8.09.2020): PC—036—PC—036. http://dx.doi.org/10.4992/pacjpa.84.0_pc-036.

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Blau, Gary J. "The relationship of management level to effort level, direction of effort, and managerial performance". Journal of Vocational Behavior 29, nr 2 (październik 1986): 226–39. http://dx.doi.org/10.1016/0001-8791(86)90006-0.

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Ludwiczak, Agata, Magda Osman i Marjan Jahanshahi. "Redefining the relationship between effort and reward: Choice-execution model of effort-based decisions". Behavioural Brain Research 383 (kwiecień 2020): 112474. http://dx.doi.org/10.1016/j.bbr.2020.112474.

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Weiß, Eva-Ellen, i Stefan Süß. "The relationship between transformational leadership and effort-reward imbalance". Leadership & Organization Development Journal 37, nr 4 (6.06.2016): 450–66. http://dx.doi.org/10.1108/lodj-08-2014-0146.

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Purpose – The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and subjective well-being. In particular, the study focuses on the transformational leadership component individualized consideration and its relationship with effort-reward imbalance. Design/methodology/approach – Using linear hierarchical regression analyses, the authors tested four hypotheses on a broad sample of 229 German employees. Findings – The results confirm the expected relationship between transformational leadership and effort-reward imbalance and that the strongest relationship exists with individualized consideration. However, there is no support for the hypothesized moderating effects. Research limitations/implications – First, the recruitment of the sample via fora and periodicals may bias the results. Second, the dependent and the independent variables were assessed with the same method, thus facilitating a common method bias. Third, the study underlies a cross-sectional design which does not allow drawing conclusions on causality. Practical implications – The findings provide implications for leaders by showing that the most effective leadership behaviours are those encompassed by the transformational leadership component individualized consideration when it comes to reducing negative health effects of adverse working conditions. Furthermore, the results suggest that overcommitment plays a major role for employees’ effort-reward imbalance and should thus be addressed by specific training measures. Originality/value – Researchers have devoted little attention to revealing how effort-reward imbalance can be avoided or reduced by leaders. The study attempts to fill this gap by exploring the relationship between effort-reward imbalance and transformational leadership.

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Zeichner, Orit. "The Relationship Between Extrovert/Introvert Attributes and Feedback on Students' Achievements". International Journal of Distance Education Technologies 17, nr 2 (kwiecień 2019): 1–17. http://dx.doi.org/10.4018/ijdet.2019040101.

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Extroversion and introversion are two of the personality variables mentioned in the context of learning and achievements. The present article examines the performance of students in a distance learning environment, focusing on the issue of the distinct effect of specific personality attributes (in this case, extroversion and introversion). The study included 171 respondents divided into three research groups. Each group received a different form of feedback – content feedback, effort feedback and ability feedback. Significant differences were found between the groups that received ability or effort feedback and the group that received only content feedback. Relationships were found between extroversion-introversion and the changes that occurred in motivation and achievements. It seems that extroverts benefited considerably from ability and effort feedback rather than content feedback.

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Magnotta, Sarah, Brian Murtha i Goutam Challagalla. "The Joint and Multilevel Effects of Training and Incentives from Upstream Manufacturers on Downstream Salespeople’s Efforts". Journal of Marketing Research 57, nr 4 (24.06.2020): 695–716. http://dx.doi.org/10.1177/0022243720926176.

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Manufacturers frequently face the challenge of motivating distributor salespeople to focus efforts on their products rather than competitors’ products. The present research explores two mechanisms that manufacturers use to address this challenge: training and incentives (spiffs). The authors find that the impact of these mechanisms on distributor salespeople’s efforts (toward a manufacturer’s products) largely depends on the extent to which manufacturers also provide training and incentives to distributor sales managers. More specifically, providing greater incentives to distributor sales managers undermines the relationship between their salespeople’s training and effort but enhances the relationship between their salespeople’s incentives and effort. Furthermore, greater sales manager training enhances the impact of salespeople’s incentives on effort; however, greater salesperson training undermines the relationship between salesperson incentives and effort. Thus, this research shows that the combination of mechanisms (training and incentives) and the levels at which manufacturers provide them (distributor salespeople and sales managers) can have different implications for distributor salespeople’s efforts.

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O. Pappas, Ilias, Adamantia G. Pateli, Michail N. Giannakos i Vassilios Chrissikopoulos. "Moderating effects of online shopping experience on customer satisfaction and repurchase intentions". International Journal of Retail & Distribution Management 42, nr 3 (4.03.2014): 187–204. http://dx.doi.org/10.1108/ijrdm-03-2012-0034.

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Purpose – Satisfaction and experience are essential ingredients for successful customer retention. This study aims to verify the moderating effect of experience on two types of relationships: the relationship of certain antecedents with satisfaction, and the relationship of satisfaction with intention to repurchase. Design/methodology/approach – This paper applies structural equation modelling (SEM) and multi-group analysis to examine the moderating role of experience in a conceptual model estimating the intention to repurchase. Responses from 393 people were used to examine the differences between high- and low-experienced users of online shopping. Findings – The research shows that experience has moderating effects on the relationships between performance expectancy and satisfaction and satisfaction and intention to repurchase. This study empirically demonstrates that prior customer experience strengthens the relationship between performance expectancy and satisfaction, while it weakens the relationship of satisfaction with intention to repurchase. Practical implications – Practitioners should differentiate the way they treat their customers based on their level of experience. Specifically, the empirical research demonstrates that the expected performance of the online shopping experience (performance expectancy) affects satisfaction only on high-experienced customers. Instead, the effort needed to use online shopping (effort expectancy) and the user's belief in own abilities to use online shopping (self-efficacy) influence satisfaction only on low-experienced customers. The effect of trust and satisfaction is significant on online shopping behaviour on both high- and low-experienced customers. Originality/value – This paper investigates how different levels of experience affect customers' satisfaction and online shopping behaviour. It is proved that experience moderates the effect of performance expectancy on satisfaction and the effect of satisfaction on intention to repurchase. It also demonstrates that certain effects (effort expectancy and performance expectancy) are valid for only one of the two examined groups, while only one effect (trust) is valid for both (high- and low-experienced).

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Ollo-Lopez, Andrea, Alberto Bayo-Moriones i Martin Larraza-Kintana. "The Relationship between New Work Practices and Employee Effort". Journal of Industrial Relations 52, nr 2 (kwiecień 2010): 219–35. http://dx.doi.org/10.1177/0022185609359446.

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Hsieh, An-Tien, i Der-Huang Wu. "The Relationship between Timing of Tipping and Service Effort". Service Industries Journal 27, nr 1 (styczeń 2007): 1–14. http://dx.doi.org/10.1080/02642060601038593.

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Shafer, Kevin, Todd M. Jensen i Jeffry H. Larson. "Relationship Effort, Satisfaction, and Stability: Differences Across Union Type". Journal of Marital and Family Therapy 40, nr 2 (26.11.2012): 212–32. http://dx.doi.org/10.1111/jmft.12007.

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De Doncker, William, Lucie Charles, Sasha Ondobaka i Annapoorna Kuppuswamy. "Exploring the relationship between effort perception and poststroke fatigue". Neurology 95, nr 24 (16.10.2020): e3321-e3330. http://dx.doi.org/10.1212/wnl.0000000000010985.

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ObjectiveTo test the hypothesis that poststroke fatigue, a chronic, pathologic fatigue condition, is driven by altered effort perception.MethodsFifty-eight nondepressed, mildly impaired stroke survivors with varying severity of fatigue completed the study. Self-reported fatigue (trait and state), perceived effort (PE; explicit and implicit), and motor performance were measured in a handgrip task. Trait fatigue was measured with the Fatigue Severity Scale-7 and Neurologic Fatigue Index. State fatigue was measured with a visual analog scale (VAS). Length of hold at target force, overshoot above target force, and force variability in handgrip task were measures of motor performance. PE was measured with a VAS (explicit PE) and line length estimation, a novel implicit measure of PE.ResultsRegression analysis showed that 11.6% of variance in trait fatigue was explained by implicit PE (R = 0.34; p = 0.012). Greater fatigue was related to longer length of hold at target force (R = 0.421, p < 0.001). A backward regression showed that length of hold explained explicit PE in the 20% force condition (R = 0.306, p = 0.021) and length of hold and overshoot above target force explained explicit PE in the 40% (R = 0.399, p = 0.014 and 0.004) force condition. In the 60% force condition, greater explicit PE was explained by higher force variability (R = 0.315, p = 0.017). None of the correlations were significant for state fatigue.ConclusionTrait fatigue, but not state fatigue, correlating with measures of PE and motor performance, may suggest that altered perception may lead to high fatigue mediated by changes in motor performance. This finding furthers our mechanistic understanding of poststroke fatigue.

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Ruel, Brienne, i Susan Thibeault. "Is There a Relationship Between Vocal Effort and VHI?" Journal of Voice 34, nr 5 (wrzesień 2020): 809.e11–809.e18. http://dx.doi.org/10.1016/j.jvoice.2019.03.005.

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Rudolph, David L., i Edward McAuley. "Self-Efficacy and Perceptions of Effort: A Reciprocal Relationship". Journal of Sport and Exercise Psychology 18, nr 2 (czerwiec 1996): 216–23. http://dx.doi.org/10.1123/jsep.18.2.216.

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Densten, Iain L. "Clarifying inspirational motivation and its relationship to extra effort". Leadership & Organization Development Journal 23, nr 1 (luty 2002): 40–44. http://dx.doi.org/10.1108/01437730210414553.

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Karya, Denis Fidita. "CUSTOMER LOYALTY PERSPECTIVE DEVELOPED FROM CUSTOMER COMMITMENT". Journal of Applied Management and Business (JAMB) 1, nr 1 (30.07.2020): 20–26. http://dx.doi.org/10.37802/jamb.v1i1.61.

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This article discusses various aspects of relationship marketing ranging from the benefits of customer retention marketing strategies for the survival of the company to developments that can be done to transform customer retention into customer loyalty. This article also discusses customer recall management as an effort to create and maintain customer loyalty. This is because the effort to create and maintain customer loyalty is an important capital for the company to be able to survive in an increasingly competitive market competition. This is relevant to the view that the main purpose of customer retention efforts is to create and develop relationships with customers based on added value. This article can be used as a basic perspective for further research that examines customer relationship management, especially in the aspect of developing customer loyalty.

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Weinberg, Frankie J., Jay P. Mulki i Melenie J. Lankau. "The impact of effort-oriented epistemological beliefs on mentoring support". Journal of Workplace Learning 27, nr 5 (13.07.2015): 345–65. http://dx.doi.org/10.1108/jwl-12-2013-0111.

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Purpose – The purpose of this paper is to examine the role of mentor beliefs about effort related to the knowledge and learning process on their extent of mentoring at work, and to determine the role that the mentor’s perception of psychological safety plays in tempering this relationship. Design/methodology/approach – This study was conducted at an 820-member organization maintenance and operations organization consisting of a number of professions in which apprenticeship-style learning is prevalent. Data collection resulted in 570 members self-identifying as having mentored a less experienced colleague. Confirmatory factor analysis was used to confirm that the measurement instrument represents one unified factor, and a structural equation modelling approach was used to assess the relationships among the study’s latent variables. Findings – Results reveal that mentors who hold sophisticated effort-oriented beliefs are more likely to offer psychosocial support to their protégés. Further, although the relationship between effort-oriented beliefs and vocational support is not significant, the mentor’s perception of a psychologically safe work environment significantly moderates both sets of relationships. Research limitations/implications – As approximately 88 per cent of respondents work in service, as opposed to administrative groups, caution should be exercised in generalizing this study’s findings to the general workforce population. Further, the present study did not differentiate mentors who identified a current or previous subordinate as their protégé from those whose protégés were not a subordinate, nor did the authors differentiate formal from informal mentoring relationships. Thus, further investigation is needed to determine whether our hypothesized relationships differ in any unique manifestations of mentoring relationships at work. Practical implications – By providing a better understanding of the relationship between effort-oriented beliefs and mentoring at work, this study may help in the design of more effective mentoring relationships and ultimately enhance knowledge management and workplace learning. Originality/value – There is no previous research that investigates how one’s cognitions about the effort associated with the knowledge and learning process, in particular, influence mentoring at work. This study provides a model for understanding and developing enhanced mentoring relationships, which are considered a critical element of organizational learning.

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Pillai, Kishore Gopalakrishna, Ronald E. Goldsmith i Michael Giebelhausen. "Negative Moderating Effect of General Self-Efficacy on the Relationship between Need for Cognition and Cognitive Effort". Psychological Reports 109, nr 1 (sierpień 2011): 127–36. http://dx.doi.org/10.2466/04.07.11.pr0.109.4.127-136.

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This study demonstrates the negative moderating effect of general self-efficacy on the relationship between need for cognition, which refers to stable individual differences in people's tendencies to engage in and enjoy cognitive activity, and cognitive effort. This negative moderating effect of general self-efficacy has been termed “plasticity.” Scholars assume the relationship between need for cognition and cognitive effort is true by definition. The study uses data from 144 U.S. college students and employs moderated regression analysis followed by subgroup analysis to demonstrate plasticity. The results set a boundary condition to the generally presumed relationship between need for cognition and cognitive effort, thereby improving the understanding of how these phenomena are related.

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Devonish, Dwayne. "Gender, effort-reward imbalance at work, and burnout". Gender in Management: An International Journal 32, nr 6 (7.08.2017): 441–52. http://dx.doi.org/10.1108/gm-06-2016-0128.

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Purpose The purpose of this study is to examine gender as a key moderator in the relationship between effort-reward imbalance (ERI) and burnout among employees in Caribbean workplaces. Design/methodology/approach Based on a survey sample of 323 employees in a small developing country in the Caribbean, this study tested the hypothesis that the stressor–strain relationship (captured by ERI and burnout) is stronger for women than for men. Findings The results revealed that the effect of high effort-low rewards (i.e. ERI) on burnout among females was significantly larger than its effect on burnout for males. In contrast, high effort-high rewards were significantly associated with higher burnout levels for males. Research limitations/implications The study used a cross-sectional approach using self-report measures of burnout, effort and rewards. Practical implications Management in organisations should ensure that male and female employees’ efforts and contributions at work are appropriately and fairly rewarded as a means of reducing negative effects of ERIs. Originality/value The study examined how gender moderated the adverse effects of a popular work-stress model on employee health in a developing country context.

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Gärtner, Laura U. A., i Guido Hertel. "Age as Moderator of the Relationship Between Self-efficacy and Effort in Occupational Teams". Work, Aging and Retirement 6, nr 2 (28.01.2020): 118–29. http://dx.doi.org/10.1093/workar/waz024.

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Abstract Demographic changes increase the age range in occupational teams, which has potential consequences for collaboration not only at the team level (age diversity) but also at the individual level regarding how much effort workers expend. By integrating a life span perspective into theories on effort expenditure in teams, we assumed that workers’ chronological age moderates the relationship between task-specific self-efficacy beliefs and effort expenditure in organizational teamwork. More specifically, we assumed that task-specific self-efficacy beliefs are more strongly related with effort for older as compared with younger team members. Hypotheses were tested in 2 online studies (N = 209 and 271 workers, respectively) using the event reconstruction method. Participants were instructed to reexperience specific work events from the last few days (Study 1: 2 teamwork events; Study 2: 1 teamwork event and 1 working-alone event) and to indicate their self-efficacy and effort expenditure in each event. Results of both studies showed the expected age moderation of the self-efficacy–effort link in team settings, whereas no such moderation was observed in working-alone settings in Study 2. Finally, Study 2 also showed a stronger age moderation effect in unfamiliar as compared with familiar tasks.

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Chu, Kequn, i Fengshu Zhu. "Impact of effort–reward imbalance on undergraduates' aggressive behavior: The mediating role of perceived justice and hostile attribution". Social Behavior and Personality: an international journal 50, nr 5 (4.05.2022): 1–10. http://dx.doi.org/10.2224/sbp.11414.

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Effort–reward imbalance can predict aggressive behavior, but the mechanism of its influence is not yet clear to researchers. Thus, in this study we explored the mediating roles of perceived justice and hostile attribution in the relationship between effort–reward imbalance and aggressive behavior in an educational setting. Using the Effort–Reward Imbalance Scale for University Students, the Chinese version of the Perceived Justice Scale for College Students, the hostile attribution subscale of the Social Information Processing Attribution Bias Questionnaire, and the Chinese version of the Buss and Perry Aggression Questionnaire, we conducted a survey with 1,660 Chinese undergraduates. The results show that perceived justice played a mediating role in the relationship between effort–reward imbalance and aggressive behavior, as did hostile attribution. In addition, perceived justice and hostile attribution had a chain mediating effect in the link between effort–reward imbalance and aggressive behavior. Thus, effort–reward imbalance affects aggressive behavior not only directly but also indirectly through perceived justice and hostile attribution. Our findings enrich the literature on aggressive behavior by helping to understand how individuals become aggressive after the frustrating experience of receiving insufficient reward for their efforts.

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Choi, Chul-Jae. "The Effects of Perceived Relationship Effort on Loyalty: Moderating Effect of Spatial Proximity". Korea International Trade Research Institute 15, nr 5 (30.10.2019): 451–71. http://dx.doi.org/10.16980/jitc.15.5.201910.451.

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Pincivero, Danny M., Rachael R. Polen i Brittany N. Byrd. "Nonlinear Relationship Between Upper-Arm Volume and Maximal Effort Force Production". Journal of Applied Biomechanics 35, nr 5 (1.10.2019): 353–57. http://dx.doi.org/10.1123/jab.2018-0481.

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The objective of the present study was to examine the relationship between maximal effort force production and anthropometric measures of upper-arm volume. Thirty healthy young participants (15 women) performed 5 isokinetic concentric and eccentric maximal effort elbow flexor/extensor contractions on separate days. Measures of arm length, circumference, and skinfold/subcutaneous fat thickness were used to obtain a measure of arm volume, modeled as 2 separate right-angle frustra. Single-variable regression analyses demonstrated significant (P < .001) second-order polynomial relationships between maximal effort elbow flexor and extensor force with arm volume (r2 = .63–.86). The major findings demonstrated that strong and positive relations between maximal force production and estimates of limb volume can be observed using nonlinear modeling and a closer geometric representation of the exercising limb.

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Katz, Jennifer, Vanessa Tirone i Melanie Schukrafft. "Breaking Up Is Hard to Do: Psychological Entrapment and Women’s Commitment to Violent Dating Relationships". Violence and Victims 27, nr 4 (2012): 455–69. http://dx.doi.org/10.1891/0886-6708.27.4.455.

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Psychological entrapment occurs when people continue investing in unfavorable situations after already devoting too much to lose. We predicted that women who already invested more time and resources into their relationships would exert effort to improve their relationships following partner violence. In turn, these efforts were expected to increase women’s subjective investment in, and thus, commitment to violent relationships. Undergraduate women (N = 98) in heterosexual relationships reported on partner violence and relationship duration at Time 1 and relationship sacrifices, subjective investment, and commitment at Times 1 and 2. As expected, women with violent partners who were in longer term relationships sacrificed more 6 weeks later. Unexpectedly, in multivariate analyses, Time 2 sacrifices were not significantly associated with Time 2 subjective investment, although subjective investment was positively associated with concurrent commitment. These results provide preliminary evidence for women’s entrapment in violent relationships.

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Cox, Clifford T. "The Relationship Among Rank, Experience, and Accounting Faculty Effort Allocations". Journal of Education for Business 67, nr 2 (grudzień 1991): 120–24. http://dx.doi.org/10.1080/08832323.1991.10117530.

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McFall, Sametria R., Jeremy P. Jamieson i Stephen G. Harkins. "Testing the mere effort account of the evaluation-performance relationship." Journal of Personality and Social Psychology 96, nr 1 (2009): 135–54. http://dx.doi.org/10.1037/a0012878.

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