Rainmakers: Why bad weather means good productivity.

Lee, Jooa Julia; Gino, Francesca; Staats, Bradley R.

doi:10.1037/a0035559

Cited by 78 publications

(37 citation statements)

References 70 publications

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“…We recruited 400 fulltime employees (51% women, 49% men; mean age 35.5 years; current organizational tenure 5.88 years) who had worked for their current organizations for at least 6 months from Amazon Mechanical Turk (MTurk). Results from employees recruited through MTurk are similar to those from employees recruited using traditional methods that are commonly used in organizational behavior research (Adam & Shirako, 2013;Kouchaki & Desai, 2015;Lee, Gino, & Staats, 2014).…”

Section: Participants and Proceduresmentioning

confidence: 59%

Doing good, feeling good? The roles of helping motivation and citizenship pressure.

Lin

Savani

Ilies

2019

Journal of Applied Psychology

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Drawing on self-determination theory, this research investigates whether the motivation behind employees' helping behaviors is associated with their positive affect and their subsequent help provision, and whether citizenship pressure moderates these relationships. A recall-based experiment and an experience-sampling study capturing helping episodes among fulltime employees found that when employees helped coworkers because of higher autonomous (controlled) motivation in a helping episode, they experienced higher (lower) positive affect, and they had stronger (weaker) helping intentions and helped coworkers more (less) subsequently. We further found that citizenship pressure enhanced the positive relationship between episodic autonomous motivation and positive affect. Overall, the results challenge the universality of the "doing good-feeling good" effect, and explicate the joint roles of citizenship pressure and helpers' episodic motivation in influencing employees' positive affect and their subsequent helping behaviors.

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Section: Participants and Proceduresmentioning

confidence: 59%

Doing good, feeling good? The roles of helping motivation and citizenship pressure.

Lin

Savani

Ilies

2019

Journal of Applied Psychology

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“…Recent studies have demonstrated operational policies such as scheduling and staffing (Chan et al 2014;Dai et al 2015;Huckman and Staats 2011), monitoring and transparency (Bernstein 2012;Buell et al 2016;Staats et al 2016;Tan and Netessine 2015), performance recognition (Gubler et al 2016;Song et al 2016), and workflow (Kuntz et al 2014;Staats and Gino 2012;Tan and Netessine 2014) can all profoundly impact worker performance. Even environmental factors outside managerial control, such as weather (Lee et al 2014), are being revealed as determinants of individual and group productivity. Our study uniquely contributes to this literature not only by showing the link between health and productivity, but also by supporting the growing argument that firm policy can broadly improve operations through worker health and well-being (Ton 2014).…”

Section: Introductionmentioning

confidence: 99%

Doing Well by Making Well: The Impact of Corporate Wellness Programs on Employee Productivity

2018

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This paper provides the first evidence linking a panel of individual medical data from a corporate wellness program with objective productivity improvements in industrial workers. Almost 90% of companies use corporate wellness programs designed to improve employee health. Existing research has focused on measuring cost savings from reduced insurance rates and absenteeism. In contrast, our paper explains and empirically tests how wellness programs can improve employee productivity, and thereby firm performance. We argue that productivity improvement can arise from two sources. First, wellness programs can increase job motivation through improved satisfaction for all workers and gratitude or reciprocity from those who discover a previously-undiagnosed illness. Second, wellness programs increase employee capability by spurring them to take actions that improve health, well-being and ultimately productivity. We test these predictions using a wellness program implemented at multiple plants of an industrial laundry company. Using a three-year panel of individual productivity and medical data, we find program participation increased productivity by 5%, compared to non-participants, regardless of pre-existing health levels or post-program health changes, suggesting increased job satisfaction for participants. Moreover, many sick and healthy individuals improved their health, increasing productivity by 11%. Surveys indicate that many employees, regardless of pre-existing health levels, improved their diet and exercise from the program. Overall this study suggests that firms can increase operational productivity through socially responsible firm health policies that improve both workers' wellness and economic value.

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“…Task performance was measured using two indices, namely, the number of spelling mistakes detected and a time measure calculated by a log transformation of the average time spent on the task divided by the number of spelling mistakes correctly identified (Lee et al, 2014).…”

Section: Study 1: Academic Task Performancementioning

confidence: 99%

The freedom to excel: Belief in free will predicts better academic performance

Feldman

Chandrashekar

Wong

2016

Personality and Individual Differences

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Increasing evidence supports the importance of beliefs in predicting positive outcomes in life. This study examines the performance implications of the belief in free will as an abstract, philosophical belief that views the self as free from internal and external constraints and capable of choosing and directing one's own path. In Study 1 (N = 116, undergraduates), belief in free will was associated with higher performance on an academic proofreading task. In Study 2 (N = 614, undergraduates), we examined performance in real academic settings, and the belief in free will measured at the beginning of the semester predicted better course and semester grades at the end of the semester. Importantly, we found support for the distinctive contribution of the belief in free will in comparison to well-established predictors of academic performance -trait selfcontrol and implicit theories. We conclude that individual differences in the endorsement of the belief in free will are a significant and unique predictor of academic achievement.Keywords: academic performance; belief in free will; beliefs; task performance The last two decades have witnessed the emergence of research that recognized the importance of beliefs as predictors of academic achievement (Hong, Chiu, Dweck, Lin, & Wan, 1999;Yeager & Dweck, 2012). Beliefs have been identified as essential components of selfconcept as they affect sense-making and shape the meaning given to all aspects of life, and therefore play a crucial role in guiding behavior (Dweck, 2008). People differ in their beliefs, and these differences hold the potential for predicting differences in behavior and outcomes (Dweck, 2014). This is especially true for undergraduates attending college because students often face difficult challenges and important choices under intense pressure to perform.Academic performance is dependent on the ability to change, adapt, make difficult decisions, and learn from mistakes, yet these are rooted in associated beliefs that change is controlled and choice is free.A promising direction in social psychology and experimental philosophy explores agency-related philosophical beliefs and focuses on views regarding free will and determinism.People differ in their beliefs regarding the human capacity for choice; some view their behaviors and lives as a consequence of their own agentic free choice, whereas others believe that they are deterministically guided by internal factors that are beyond their control, such as their upbringing, personality, or genetics, or by externals factors such as God, nature, science, or fate (Baumeister, 2008). This abstract philosophical belief in free will encompasses a broad view of the person as an active agent who is capable of choosing one's own path, planning for long-term

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Rainmakers: Why bad weather means good productivity.

Cited by 78 publications

References 70 publications

Doing good, feeling good? The roles of helping motivation and citizenship pressure.

Doing good, feeling good? The roles of helping motivation and citizenship pressure.

Doing Well by Making Well: The Impact of Corporate Wellness Programs on Employee Productivity

The freedom to excel: Belief in free will predicts better academic performance

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