Michael T Ford
Datos Biográficos
| ID | 1662627 |
|---|---|
| NOMBRE | Michael T Ford |
| NOMBRES | Michael T |
| APELLIDO | Ford |
| FIRMA | FORD M T |
| AFILIACIONES | University at Albany, State University of New York |
| VERIFICADO | No |
| TOTAL DE OBRAS | 12 |
| TOTAL DE CITAS | 50 |
| TOTAL COMO AUTOR | 12 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 2007 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2024 |
| ÍNDICE H | 2 |
A mutually beneficial process
Energy, attentional resources and work–family conflict over the meso‐term
Resource‐based theories specify personal resources as a central cause and outcome of work–family conflict wherein low personal resource levels beget further resource losses, in part through increased work–family conflict. Yet, adaptation and trait theories suggest chronic factors drive stability in personal resources and work–family conflict, potentially making resource loss spirals unlikely for most workers. Despite being fundamental tenets of r…
Unpacking work–family conflict in the marital dyad
Can workers optimize their work and family lives when their involvement across both domains fits with their values, regardless of what their partners value? The current study suggests that it is not so simple; rather, we must take both employees’ and their partners’ perspectives into account in order to optimally understand the work–family interface. Herein we examine the relationships between employee fit (degree to which an employee’s role valu…
Does Leader Humor Influence Employee Voice? The Mediating Role of Psychological Safety and the Moderating Role of Team Humor
Past research indicates that leader humor can bring many positive outcomes; however, its influence on employee voice has been largely neglected. We propose that leader humor can influence employee voice behaviors (i.e., promotive and prohibitive) via the mediating role of psychological safety. Drawing upon the substitutes for leadership theory, we further propose that team humor could moderate the influence of leader humor. Based on the latent mo…
Perceived organizational support (POS) across 54 nations
Financial inadequacy and the disadvantageous changes in time perspective and goal‐striving strategies throughout life
As inequality in wealth and income continues to grow, it is important to consider the implications of financial disparities for worker motivation and behavior. While workers with socioeconomic disadvantages have a decreased chance of career success and upward social mobility, the potential mechanisms linking financial status to work motivation outcomes are not fully known. Drawing on theory on resource scarcity, we address this issue and propose …
Perceived Organizational Support
Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being (perceived organizational support, or POS). Based on hypotheses involving social exchange, attribution, and self-enhancement, we carried out a meta-analytic assessment of OST using results from 558 studies. OST was generally successful in its predictio…
The Lagged Effects of Job Demands and Resources on Organizational Commitment in Federal Government Agencies
Based on the Job Demands-Resources literature and social exchange theory, this study examines the lagged effects of job resources and job demands at the agency level on organizational commitment at the individual level, with these effects mediated by individual-level demands and resources. Using hierarchical linear modeling to analyze data obtained from federal government employees (agency N = 38, employee N = 295,851), this study found that aggr…
Intrinsic motivation and extrinsic incentives jointly predict performance
More than 4 decades of research and 9 meta-analyses have focused on the undermining effect: namely, the debate over whether the provision of extrinsic incentives erodes intrinsic motivation. This review and meta-analysis builds on such previous reviews by focusing on the interrelationship among intrinsic motivation, extrinsic incentives, and performance, with reference to 2 moderators: performance type (quality vs. quantity) and incentive conting…
Perceived unfairness and employee health
A growing body of research has suggested that the experience of injustice, psychological contract breach, or unfairness can adversely impact an employee's health. We conducted a meta-analysis to examine the effects of unfairness perceptions on health, examining types of fairness and methodological characteristics as moderators. Results suggested that perceptions of unfairness were associated with indicators of physical and mental health. Furtherm…
Relationships between psychological, physical, and behavioural health and work performance
The relationships between health and job performance problems have received increased attention in business and scientific communities. This paper attempts to synthesize theoretical and empirical work in this arena. First, the theoretical links between health and work performance are presented. This is followed by a meta-analysis of the relations between psychological, physical, and behavioural health variables and work performance criteria. Meta…
Work and family satisfaction and conflict
Intrinsic motivation and extrinsic incentives jointly predict performance
More than 4 decades of research and 9 meta-analyses have focused on the undermining effect: namely, the debate over whether the provision of extrinsic incentives erodes intrinsic motivation. This review and meta-analysis builds on such previous reviews by focusing on the interrelationship among intrinsic motivation, extrinsic incentives, and performance, with reference to 2 moderators: performance type (quality vs. quantity) and incentive conting…
The Lagged Effects of Job Demands and Resources on Organizational Commitment in Federal Government Agencies
Based on the Job Demands-Resources literature and social exchange theory, this study examines the lagged effects of job resources and job demands at the agency level on organizational commitment at the individual level, with these effects mediated by individual-level demands and resources. Using hierarchical linear modeling to analyze data obtained from federal government employees (agency N = 38, employee N = 295,851), this study found that aggr…
Does Leader Humor Influence Employee Voice? The Mediating Role of Psychological Safety and the Moderating Role of Team Humor
Past research indicates that leader humor can bring many positive outcomes; however, its influence on employee voice has been largely neglected. We propose that leader humor can influence employee voice behaviors (i.e., promotive and prohibitive) via the mediating role of psychological safety. Drawing upon the substitutes for leadership theory, we further propose that team humor could moderate the influence of leader humor. Based on the latent mo…
Energy, attentional resources and work–family conflict over the meso‐term
Resource‐based theories specify personal resources as a central cause and outcome of work–family conflict wherein low personal resource levels beget further resource losses, in part through increased work–family conflict. Yet, adaptation and trait theories suggest chronic factors drive stability in personal resources and work–family conflict, potentially making resource loss spirals unlikely for most workers. Despite being fundamental tenets of r…
Financial inadequacy and the disadvantageous changes in time perspective and goal‐striving strategies throughout life
As inequality in wealth and income continues to grow, it is important to consider the implications of financial disparities for worker motivation and behavior. While workers with socioeconomic disadvantages have a decreased chance of career success and upward social mobility, the potential mechanisms linking financial status to work motivation outcomes are not fully known. Drawing on theory on resource scarcity, we address this issue and propose …
Work and family satisfaction and conflict
Relationships between psychological, physical, and behavioural health and work performance
The relationships between health and job performance problems have received increased attention in business and scientific communities. This paper attempts to synthesize theoretical and empirical work in this arena. First, the theoretical links between health and work performance are presented. This is followed by a meta-analysis of the relations between psychological, physical, and behavioural health variables and work performance criteria. Meta…
Perceived unfairness and employee health
A growing body of research has suggested that the experience of injustice, psychological contract breach, or unfairness can adversely impact an employee's health. We conducted a meta-analysis to examine the effects of unfairness perceptions on health, examining types of fairness and methodological characteristics as moderators. Results suggested that perceptions of unfairness were associated with indicators of physical and mental health. Furtherm…
Intrinsic motivation and extrinsic incentives jointly predict performance
More than 4 decades of research and 9 meta-analyses have focused on the undermining effect: namely, the debate over whether the provision of extrinsic incentives erodes intrinsic motivation. This review and meta-analysis builds on such previous reviews by focusing on the interrelationship among intrinsic motivation, extrinsic incentives, and performance, with reference to 2 moderators: performance type (quality vs. quantity) and incentive conting…
The Lagged Effects of Job Demands and Resources on Organizational Commitment in Federal Government Agencies
Based on the Job Demands-Resources literature and social exchange theory, this study examines the lagged effects of job resources and job demands at the agency level on organizational commitment at the individual level, with these effects mediated by individual-level demands and resources. Using hierarchical linear modeling to analyze data obtained from federal government employees (agency N = 38, employee N = 295,851), this study found that aggr…
Perceived Organizational Support
Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being (perceived organizational support, or POS). Based on hypotheses involving social exchange, attribution, and self-enhancement, we carried out a meta-analytic assessment of OST using results from 558 studies. OST was generally successful in its predictio…
Perceived organizational support (POS) across 54 nations
Financial inadequacy and the disadvantageous changes in time perspective and goal‐striving strategies throughout life
As inequality in wealth and income continues to grow, it is important to consider the implications of financial disparities for worker motivation and behavior. While workers with socioeconomic disadvantages have a decreased chance of career success and upward social mobility, the potential mechanisms linking financial status to work motivation outcomes are not fully known. Drawing on theory on resource scarcity, we address this issue and propose …
Does Leader Humor Influence Employee Voice? The Mediating Role of Psychological Safety and the Moderating Role of Team Humor
Past research indicates that leader humor can bring many positive outcomes; however, its influence on employee voice has been largely neglected. We propose that leader humor can influence employee voice behaviors (i.e., promotive and prohibitive) via the mediating role of psychological safety. Drawing upon the substitutes for leadership theory, we further propose that team humor could moderate the influence of leader humor. Based on the latent mo…
Energy, attentional resources and work–family conflict over the meso‐term
Resource‐based theories specify personal resources as a central cause and outcome of work–family conflict wherein low personal resource levels beget further resource losses, in part through increased work–family conflict. Yet, adaptation and trait theories suggest chronic factors drive stability in personal resources and work–family conflict, potentially making resource loss spirals unlikely for most workers. Despite being fundamental tenets of r…
Unpacking work–family conflict in the marital dyad
Can workers optimize their work and family lives when their involvement across both domains fits with their values, regardless of what their partners value? The current study suggests that it is not so simple; rather, we must take both employees’ and their partners’ perspectives into account in order to optimally understand the work–family interface. Herein we examine the relationships between employee fit (degree to which an employee’s role valu…
A mutually beneficial process
Psychology (11 obras) · Job Satisfaction and Organizational Behavior (9 obras) · Social Psychology (9 obras) · Economics (4 obras) · Social Psychology (4 obras) · Work-Family Balance Challenges (4 obras) · Applied Psychology (3 obras) · Computer Science (3 obras) · Medicine (3 obras) · Meta-analysis (3 obras)