Inspiration at work: is it an oxymoron?

Avramenko, Alex

doi:10.1108/bjm-07-2013-0110

Cited by 13 publications

(7 citation statements)

References 24 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Zapata-Phelan et al (2009) also argue that intrinsic motivation exerts strong effect persistence, which becomes a key predictor of an employee's performance on complex tasks. In particular, an individual who is intrinsically motivated tends to be driven by an inherent interest in, and contentment with, the work itself, and thus is naturally drawn toward carrying out their work (Joo et al, 2010;Avramenko, 2014). Job satisfaction is widely defined as a pleasurable or emotional state derived from the contemplation of the appraisal of job experiences (Wilkin, 2013).…”

Section: Subsequent Mediating Effects Of Intrinsic Motivation and Job Satisfactionmentioning

confidence: 99%

When supportive workplaces positively help work performance

Tran

Hien

Baker

2020

BJM

View full text Add to dashboard Cite

PurposeAlthough a supportive workplace is increasingly considered important for employees' performance, much of the evidence remains speculative, for example, it lacks offsetting mechanisms. This study addresses circumstances when perceived support helps and when it hurts work performance, depending on the mediating effects of job autonomy, intrinsic motivation and job satisfaction under the boundary conditions of perceived helpfulness of social media platforms and felt stress.Design/methodology/approachThis study collected data using a questionnaire protocol that was adapted and refined from the original scales in existing studies. The sample consists of 900 employees from the public healthcare industry in Vietnam. To test the hypotheses, the partial least squares (PLS) technique was used.FindingsThis study finds that job autonomy, intrinsic motivation and job satisfaction are important for the perceived support and work performance relationship in which perceived helpfulness of social media platforms plays a critical confounding role. The findings also confirm that felt stress negatively moderates the relationship between job satisfaction and work performance, weakening the effect job satisfaction has on employee work performance.Originality/valueThis study specifies the boundary conditions under which work performance is mostly affected while enhancing the understanding of how to reinforce intrinsic motivation and job satisfaction. The findings offer organizational and human resource management (HRM) scholars and practitioners a closer look at perceived helpfulness of social media platforms and support the suggestions that autonomy-supportive workplaces are superior.

show abstract

Section: Subsequent Mediating Effects Of Intrinsic Motivation and Job Satisfactionmentioning

confidence: 99%

When supportive workplaces positively help work performance

Tran

Hien

Baker

2020

BJM

View full text Add to dashboard Cite

show abstract

“…There are however considerable differences between these two approaches to leadership which are summarised in Table 1. While transformational leadership is concerned with transforming followers into high performers, inspirational leadership aims to inspire followers to higher achievements (Adair, 2009;Avramenko, 2014). Transformation usually entails a complete makeover and a concomitant resistance to change.…”

Section: Transformational Leadership Vs Inspirational Leadershipmentioning

confidence: 99%

Transformational leadership: is it time for a recall?

Lee¹

2014

IJMAR

View full text Add to dashboard Cite

Abstract:The purpose of this paper is to re-examine the two most prominent approaches to leadership: transformational leadership and inspirational leadership. Based on a review of the relevant literature, it is evident that the very concept of transformational leadership is ambiguous. The literature review also suggests that the idea of transformational leadership is being overshadowed by the model of inspirational leadership which despite its imperfections is more potent in practice. The paper draws on a comparison between these two approaches and argues that inspirational leadership is more practical and suitable in dynamic or non-business environments.Paper Type: Viewpoint

show abstract

“…Despite the growing body of research on inspirational leaders, the knowledge about inspiration as a discrete phenomenon remains largely abstract (Avramenko, 2013;Frese et al, 2003). In most studies (Han et al, 2016), it was found that there is a positive relationship between transformational leadership and knowledge sharing.…”

Section: Leadership Inspiration As Part Of Transformational Leadershipmentioning

confidence: 99%

Examining the role of leadership inspiration, rewards and its relationship with contribution to knowledge sharing

Dari

Jabeen

Papastathopoulos

2018

JWL

View full text Add to dashboard Cite

Purpose The purpose of this paper is to examine the impact of leadership and rewards on the contribution to knowledge sharing in public organizations of the United Arab Emirates (UAE). Design/methodology/approach Data were collected from 154 employees from various organizational units of a law enforcement organization in the UAE, and structural equation modeling was used to test the proposed hypotheses. Findings Leadership inspiration was found to be positively effective in enhancing the contribution of knowledge sharing in terms of solving problems, increasing opportunity and improving the productivity of the workforce. Furthermore, it was found that the reward system had no impact on the contribution to knowledge sharing. Research limitations The method of data collection focused on the employees who were attending a training workshop in the department. This survey raises concerns related to non-response bias and common method bias, which describes the measurement error that is compounded by the sociability of the respondents who wanted to provide positive answers. Practical implications This research focuses on the implementation of certain practices related to knowledge sharing in public organizations. The model was constructed to assess the impact of leadership and rewards on the contribution to knowledge sharing through knowledge sharing practices as a mediation. The study is a modest attempt to assist the organizational leaders to embark on the right steps to foster knowledge sharing behavior among employees. Originality/value The study contributes to the literature on knowledge sharing, particularly on the relationship between leadership inspiration, rewards and contribution to knowledge sharing in the law enforcement organizations in the UAE.

show abstract

Inspiration at work: is it an oxymoron?

Cited by 13 publications

References 24 publications

When supportive workplaces positively help work performance

When supportive workplaces positively help work performance

Transformational leadership: is it time for a recall?

Examining the role of leadership inspiration, rewards and its relationship with contribution to knowledge sharing

Contact Info

Product

Resources

About