Employee perceptions of their work environment, work passion, and work intentions: A replication study using three samples
By Taylor Peyton Abstract This study contributes to the emerging literature on the employee work passion appraisal (EWPA) model, by replicating structural equation modeling across three samples (total n = 4,613). We examine passion for work as a mediator of employees’ work environment characteristics and work intentions. Our data fit the structure of the EWPA model in […]
Studying the effects of future-oriented factors and turnover when threatened. International Journal of Contemporary Hospitality Management
By Taylor Peyton Abstract Purpose This study aims to examine the nascent stream of literature connecting grit and protean career orientation to job attitudes, turnover intentions and job embeddedness and how job insecurity moderates the aforementioned associations. Design/methodology/approach Based on the threat-rigidity hypothesis and self-determination theory, a series of hypotheses were developed and tested among […]
A model for the formation of employee work passion: A summary of findings and future directions.
By Taylor Peyton Abstract There are four primary purposes of this chapter. First, the chapter presents a social cognitive model for the formulation of work passion, an operational definition, and its key components. Second, the chapter places the employee work passion appraisal (EWPA) model into perspective using the literature on work passion. Third, the chapter […]
Examining the Relationship Between Leaders’ Power Use, Followers’ Motivational Outlooks, and Followers’ Work Intentions
By Taylor Peyton Abstract From the foundation of self-determination theory and existing literature on forms of power, we empirically explored relationships between followers’ perceptions of their leader’s use of various forms of power, followers’ self-reported motivational outlooks, and followers’ favorable work intentions. Using survey data collected from two studies of working professionals, we apply path […]
Motivation and Internal Frames of Reference: Do We Have the Wisdom to Help Employees Flourish at Work?
By Taylor Peyton Abstract Motivation lies at the heart of many of the problems that both leaders and human resource development (HRD) practitioners face within the daily events of their work. They may ask themselves such questions as how can they become motivated and stay motivated or, perhaps more importantly, how can they more effectively […]
Employee perceptions of the work environment, motivational outlook, and work intentions: An HR practitioner’s dream or nightmare?
By Taylor Peyton Abstract The Problem Reinforcement theory has inspired many types of human resource development (HRD) initiatives. Despite their widespread use, reinforcement-focused programs, designed to control the outcome of behavior through external rewards, have proven expensive and cumbersome to manage and have an alarmingly low rate of return on investment. There is a critical […]
Work Locus of Control, Motivational Regulation, Employee Work Passion, and Work Intentions: An Empirical Investigation of an Appraisal Model
By Taylor Peyton Abstract In accordance with appraisal theory, relationships among four psychological constructs within an individual are examined: work-specific locus of control, motivational regulation, work passion, and work intentions. A survey was administered electronically to a database of working professionals, and 2654 responses were analyzed using structural equation modeling. Locus of control variables were […]
A Test of Three Basic Assumptions of Situational Leadership® II Model and Their Implications for HRD Practitioners
By Taylor Peyton Abstract This study aims to test the following three assertions underlying the Situational Leadership® II (SLII) Model: all four leadership styles are received by followers; all four leadership styles are needed by followers; and if there is a fit between the leadership style a follower receives and needs, that follower will demonstrate […]
Employees’ Perceived Use of Leader Power and Implications for Affect and Work Intentions
By Taylor Peyton Abstract The concept of power in organizations has been studied at both the macro level (analyses of structural systems or policies) and at the micro level (individual perceptions). In this study, we examine employee perceptions of their leader’s use of power at the individual/psychological level. Applying social cognitive theory, employee perceptions of […]
The impact of dispositional cynicism on job-specific affect and work intentions.
By Taylor Peyton Abstract Working from the Employee Work Passion Appraisal (EWPA) model, this article examines the relationship between employee dispositional cynicism, job-specific affect (i.e. positive and negative) and work intentions including intent to use discretionary effort, intent to perform, intent to endorse, intent to stay and intent to be an organizational citizen. An online […]