Achieving success at work: development and validation of the Motivational Climate at Work Questionnaire (MCWQ)
By Christina G. L. Nerstad, G. C. Roberts, A. Richardsen. 2013
126 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/579c1da8f110623109e42764932c5c7d4ebd23df
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In Organizational Behavior and Human Resource Management
- Matej Cerne
- Miha Škerlavaj
- Anders Dysvik
- Christina G. L. Nerstad
- Tomislav Hernaus
- Ronny Scherer
- Rosalind Searle
- B. Kuvaas
In Social Psychology
- Christina G. L. Nerstad
- Matej Cerne
- Miha Škerlavaj
- Anders Dysvik
- Ronny Scherer
- Rosalind Searle
- B. Kuvaas
- Robert Buch
Citations in the corpus
- Perceived mastery climate, felt trust, and knowledge sharing (2018, methodology): “…including job engagement, burnout, turnover intention, work performance, incivility, innovative work behavior, and knowledge hiding (e.g., Birkeland & Nerstad, 2016; Černe, Hernaus, Dysvik, & Škerlavaj, 2017; Černe et al., 2014; Nerstad et al., 2013a; Nerstad, Roberts, & Richardsen, 2013b).”
- The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior (2017, methodology): “Achievement perceptions can thus importantly interact with job characteristics by determining their significance, manifestation, and outcomes (Nerstad et al., 2013).”
- Knowledge Hiding Behaviors and Team Creativity: The Contingent Role of Perceived Mastery Motivational Climate (2019, methodology): “Nerstad, Roberts, and Richardsen (2013) categorized workplace motivational climate into performance climate and mastery climate.”