Work motivation in organizational behavior, 2nd ed.

By C. Pinder. 2008

189 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/44978e8e95b602ba92886120ad6d88e1f723d0a2

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Citations in the corpus

Core Self-Evaluations (2012, background): “The popularity of CSE is also evidenced by its appearance in introductory organizational behavior textbooks (e.g., Levy, 2010; Pinder, 2008) and its appearance in domains outside the organizational sciences, like gerontology (Baker, Kennedy, Bohle, Campbell, Wiltshire, & Singh, 2011) and nursing (Al”
Untangling the Networking Phenomenon (2015, background): “The basic premise of expectancy theory is that people choose to exert behavioral effort toward a particular course of action over others because they expect that it will result in the most satisfying outcome (Pinder, 2008).”
Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation (2021, unknown): “Employee motivation is defined as the force that drives the direction, intensity, and persistence of employee behavior (Pinder, 2008).”
Building a Sustainable Model of Human Energy in Organizations: Exploring the Critical Role of Resources (2012, background): “Motivation captures people’s decisions about how and in what activities to expend their energy (direction), how much energy to expend (intensity), and for how long (persistence) (Pinder, 2008), which explains, in part, why the study of human energy has been of such interest to organizational scholar”
Callings and Organizational Behavior. (2010, background): “But most extant models and theories of work behavior are limited in accommodating or explaining many elements of work-related behaviors and attitudes (cf. Pinder, 2008).”
A Review of Self-Determination Theory’s Basic Psychological Needs at Work (2016, unknown): “Motivation, or the “energetic forces that initiate work-related behavior and determine its form, direction, intensity and duration” (Pinder, 2008: 11), is a critical issue for organizations and employees.”
Performance, incentives, and needs for autonomy, competence, and relatedness: a meta-analysis (2016, background): “Self-determination theory brings a unique perspective to performance contexts (Pinder 2011).”