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Organizations strive to motivate employees to thrive at work. However, employees’ motivation is likely to vary over a short period (e.g., a few months) to cope with the routine dynamics of organizations’ activities. These motivation dynamics covary with employees’ affective, cognitive, and behavioral outcomes in the workplace. Moreover, employees’ psychological health, a multidimensional concept focused on the individual’s well/ill-being simultaneously, changes over time. Using the integrated theoretical frameworks of self-determination theory (SDT) and the hierarchical model of self-determined motivation (H-SDT), this research sought to examine the motivational changes following the dual-path model. In particular, this work sought to unpack the temporal dynamics in employees’ subjective well/ill-beings predicted by the changes in basic needs satisfaction/frustration through autonomous/controlled motivation, while considering the characteristics of people’s general causality orientations (trait-level motivation). Over four months, longitudinal field data were collected from the employees in several private small businesses in the consumer product retail industry. Latent growth modeling (LGM) results supported the positive dual relations between the changes in employees’ psychological health and basic psychological needs satisfaction/frustration, but neither the changes of autonomous/controlled work motivation nor the indirect change paths via autonomous/controlled work motivation were significant. Finally, we discussed the theoretical and practical implications of the findings. Limitations and possible future research directions to further this line of research on the dynamic of work motivation were also summarized.

Employees often demonstrate various regulatory intentions toward multiple responsibilities they must fulfill on the job. Therefore, it is possible that employees’ motivation changes during the workday because of the various situations they have experienced and that these motivational fluctuations affect their subjective well-being across different activities. Following the integrated frameworks of the self-determination theory (SDT) and the hierarchical model of motivation (H-SDT), the present research studied the variations of employees’ daily motivation for work across different activities using the survey of day reconstruction method (DRM). Multi-level structural equation modeling (MSEM) was used to analyze the variations in the perceived three basic psychological (i.e., autonomy-, relatedness-, and competence-) needs-supportive features (NSFs), situational motivation, and variables capturing the employees’ subjective well-being (including vitality and positive/negative affect) laid out according to a list of work episodes in DRM. Results of this study confirmed that employees’ subjective well-being (mainly vitality and positive affect) were positively promoted by NSFs pertained to specific work activities via the indirect path of situational autonomous motivation at work. Furthermore, vitality and positive affect were also directly predicted by situational autonomous motivation. These empirical findings expanded the research evidence supporting employees’ subjective well-being as a multi-level and multi-dimensional dynamic motivational consequence promoted by configurable specific NSFs at work. We also discussed the limitations and future directions for this line of research.

The U.S. coal industry is in the midst of a transition. Changes in regulation and technological innovation from other fossils and renewables have affected its competitiveness. These could have significant impacts on the labor market where jobs could be lost. In this study, we investigate how changes in employment in the coal industry affect wages in 20 industries in 10 U.S. coal producing states. We assess how these transitions impact welfare programs, since coal producing regions are associated with higher poverty levels. Results show that in the long run, migration of coal workers decreased wages in the construction, manufacturing sectors. Point estimates reveal that an increase in separations of coal workers increase Supplemental Nutrition Assistance Program (SNAP) caseloads. In states where coal mining has a smaller contribution to GDP, an increase in coal employment increases SNAP caseloads.

Drawing on samples from Canada, Pakistan, China, the US, and Brazil comprising over 800 employees, we examined whether servant leaders (SL) - characterized as putting the needs of others above their own - promote employees’ well-being via autonomous motivation, accounting for employees’ power distance and collectivism values as moderating variables. Autonomous motivation, a type of self-regulation, sustains one’s well-being. Personal values facilitate one’s work behaviors cross-culturally. Multigroup confirmatory factor analysis (CFA) results confirmed matrix invariance of all the measures. The path and moderation analyses result using multilevel structural equation modeling (SEM) supported the positive direct and indirect paths among SL, autonomous motivation, and psychological well-being across the five cultures; Collectivistic value negatively moderated the relationship between servant leadership and autonomous motivation across the Chinese and US samples. In addition, with only a limited number of items, measurements of SL and vitality achieved scalar invariance. ANOVA test results also confirmed the significant comparative differences in these two variables among the cultural groups. Findings in this research provided robust and empirical support for the motivational effects of the servant leadership theory across the globe. Theoretical and practical implications for evidence-based cross-cultural management practices and future directions for leadership training in diverse cultural contexts are discussed.

This study demonstrates the application of affinity propagation as a data-driven approach to identifying and mapping typologies of place along the urban-rural continuum. The authors characterize Zip Code Tabulation Areas using demographic, economic, land cover, and accessibility to transportation infrastructure, which results in 22 clusters, 15 of which have a major rural component. The spatial pattern of these clusters varies, reflecting the heterogeneity in U.S. rurality. Rural is not a single concept that can be simply defined by population density. By comparing three economic indicators before and after the global financial crisis of 2007 to 2012, the authors find that the degree of economic recovery is captured by rural typologies. They compare both the methodological results and analysis of socioeconomic resilience to two of the most used threshold-based regional typologies, one developed by the U.S. Department of Agriculture Economic Research Service and one used by the American Communities Project.

This article analyses the economic size and resilience of five established definitions of the Blue Economy across two geographical locations: Scotland (UK) and Michigan (USA). The article analyses sector-level employment, labor productivity and Gross Value Added (GVA) data, and uses graphical representations to highlight the differences in conceptualizing the Blue Economy in ways that affect its weight and contribution to regional economies. Further, it analyses how each definition has fared in the post-2007/2011 crisis, assessing their resilience. This novel work tackles the emerging discourse around the Blue Economy by highlighting its regional character, and by problematizing the divergent definitions of the concept. © 2022 Elsevier B.V.

This exploratory investigation relates traditional theories on resistance to change to privatization of the Romanian economy. The authors identified several “inhibitors” which have served to stall Romania’s attempts to achieve a free-market economy. While a lack of practical training in western-style management practices may be a limiting factor, Romanian managers are generally open to change. However, they are still deeply rooted in the thought processes instilled during Romania’s command economy and a belief that the size and economic importance of their firms will serve as buffers against the “agents of change”. To the extent that change is viewed as a threat to their personal interests, resistance can be expected. The question, “what is in it for me?”, must be satisfactorily addressed if Romanian managers are expected to become active partners in implementing necessary changes. © 1999, Nomos Verlagsgesellschaft mbH und Co. All rights reserved.

Amid all enthusiasm regarding the rise of the Digital Age, industrial espionage remains the dark side of the post-industrial revolution. The Federal Industrial Espionage Act of 1996 aimed at leveling the field regarding widespread cheating and stealing of intellectual properties by competitors in the marketplace. In this paper we aim at defining various forms of industrial espionage in the light of the ongoing information technology revolution. © Emerald Backfiles 2007.

This paper examines the impact of higher education on youth unemployment. Following the 2008 financial crisis, youth unemployment returned to the fore as a serious concern among policy makers in Europe. A crucial difference from previous recessions is that this time around supply of higher education opportunities was much higher than in the 1980s, and indeed higher education participation rates grew rapidly in many regions during this period. Drawing on previous work on youth unemployment and the economic impacts of education we identify a variety of channels through which higher education is likely to influence youth unemployment. We examine this issue using a macro-panel of European regions for the period 2002-2012. This decade was characterized by variation in economic activity and higher education rates. Our results suggest that expansion of higher education during this period had a mitigating effect on youth unemployment and not recognizing this external benefit of education risks underestimating the effects of macroeconomic shocks on young people. © 2020, University of Illinois Press. All rights reserved.

For decades, participant carelessness has been considered a problem in collecting data using surveys. Although participant carelessness cannot be disputed to exist, the impact it has on data quality or the level of influence or bias it produces in results is questionable. The main purpose of this paper is to determine whether participant carelessness is a substantial problem that significantly influences or biases the results of statistical analyses. This is accomplished by analyzing established management relationships through a comparison of the full, careful, and careless samples to determine the impact participant carelessness has on data results regarding correlations, t-tests, and simple linear regressions. Four detection approaches were used to identify careless participants individually, in pairs, and in three method combinations. The second purpose of this paper is to use the resampled individual reliability (RIR) approach to detect careless participants and compare it to the individual reliability approach to determine whether the two approaches are fundamentally similar. Data were collected using Mechanical Turk (N = 678). Based on the findings, participant carelessness does not appear to be a substantial problem or demonstrate levels of bias in the results in this study. There are two significant differences between the full and careful samples with the t-tests and the regression comparisons of fit statistics demonstrate the careful samples to have a weak improvement over the full sample however, none indicate bias. The findings also suggest that the individual reliability and the RIR approaches are not entirely fundamentally similar. © ACPIL.