Assignment 2: Literature Matrix, Continued
Reminder: This Assignment will be submitted in three parts: You must add 10 articles for each submission in Weeks 2, 3, and 4, for a total of 30 articles at the end of Week 4.
Continue your review of the literature as needed to complete the literature matrix for all three of your projects by Week 4.
Notes
The column Ethical and Social Change Impact of the Research may not be applicable in every case. However, you should aim to find articles that either implicitly or explicitly include this perspective.
Continue your review of the literature during the next couple of weeks as needed to complete the literature matrix for all three of your projects.
Include proper APA citations and peer-reviewed references.
Buildingon the first version, submit the revised literature matrix containing at least an additional 10 articles for a total of at least 20 articles.
Submission and Grading Information
To submit your completed Assignment for review and grading, do the following:
Please save your Assignment using the naming convention WK3Assgn2+last name+first initial.(extension) as the name.
Click theWeek 3 Assignment 2 Rubricto review the Grading Criteria for the Assignment.
Click theWeek 3 Assignment 2link. You will also be able to View Rubric for grading criteria from this area.
Next, from the Attach File area, click on theBrowse My Computerbutton. Find the document you saved as WK3Assgn2+last name+first initial.(extension) and clickOpen.
If applicable: From the Plagiarism Tools area, click the checkbox forI agree to submit my paper(s) to the Global Reference Database.
Click on theSubmitbutton to complete your submission.
Buildingon the first version, submit the revised literature matrix containing at least an additional 10 articles for a total of at least 20 articles.
Submission and Grading Information
To submit your completed Assignment for review and grading, do the following:
Please save your Assignment using the naming convention WK3Assgn2+last name+first initial.(extension) as the name.
Click theWeek 3 Assignment 2 Rubricto review the Grading Criteria for the Assignment.
Click theWeek 3 Assignment 2link. You will also be able to View Rubric for grading criteria from this area.
Next, from the Attach File area, click on theBrowse My Computerbutton. Find the document you saved as WK3Assgn2+last name+first initial.(extension) and clickOpen.
If applicable: From the Plagiarism Tools area, click the checkbox forI agree to submit my paper(s) to the Global Reference Database.
Click on theSubmitbutton to complete your submission.
MGMT 8705M: Organizational Behavior Performance and Evaluation
Hints
Week 3: Research Questions
Hints for Week 3 Discussion
Development of your research questions is critical. Once you have reviewed some of
the literature on each of the topics, you will want to ask questions about what you would
like to learn about the topics. There are general questions that might interest you, but
when you begin a research project, remember to tie your research question to the
problem or opportunity you identified. The research question helps to further focus your
scope.
Example
Theme: Organizational Culture and Structure
Topic: Leadership Influences on Culture
Issue: Role of leader in developing, communicating, and sustaining
organizational culture; How learning is transmitted through culture
Research questions in Shah (2015):
What is the relationship between organizational culture and job satisfaction?
Does organizational culture play a significant role on job satisfaction of
employees?
Analysis:
Shah (2015) stated the question under investigation as follows:
This paper represents research results of analyzing the
culture of the organization, examining the relationship
between organizational culture and job satisfaction and
testing whether organizational culture is playing significant
role on job satisfaction of the employees. (p. 29)
The author of this study used previously published questionnaires to examine the
organizational culture and job satisfaction in the case being analyzed for this
article. If these previously validated questionnaires had not been used, I would
have been concerned with the lack of precision in the first research question, as
the term organizational culture is very broad, and not well defined in the
question.
The second question uses the term significant to describe the role of culture on
job satisfaction. I would consider rewording the question as To what extent does
organizational culture play a role in job satisfaction of employees, since the term
significant is not specific and could be misinterpreted.
Usefulness
This study contributes to the above-stated theme, topic, and issues in that it
explores the impact of organizational culture on job satisfaction, which is a part of
the selected research focus.
Reference
Shah, S. (2015). Impact of organizational culture on job satisfaction: A study of
steel plant. Pranjana: The Journal of Management Awareness, 18(1), 2940.
doi:10.5958/0974-0945.2015.00004.7
Permalink to article in Walden Library:
https://ezp.waldenulibrary.org/login?url=https://search.ebscohost.com/login.aspx
?direct=true&db=bth&AN=122611258&site=eds-live&scope=site
Note:
Clicking on the link above will not work. Please copy the entire link and paste it
into the location bar of your browser to access the resource in the Walden
Library.
Criteria for superior initial post:
Student accurately includes the complete reference and link from a peer-
reviewed article, includes information from the relevant columns, and provides a
thorough and detailed evaluation of the research questions and the usefulness of
the study to one of the projects.
Student consistently follows APA writing style and basic rules of formal English
grammar and written essay style. Student communicates in a cohesive, logical
style. There are no spelling or grammar errors.
Student demonstrates full adherence to APA style with respect to source
attribution, references, heading and subheading logic, table of contents and lists
of charts, etc. There are no APA errors. Citations and references support
position.
Hints for Week 3 Assignment 1
Be sure to include your selection of theme, topic, and at least two issues along with the
research question.
Example (extract)
Theme: Organizational Behavior
Topic: Individual Employee Motivation and Behavior
Issue: Impact of leader/member relationship; Impact of social and cultural
differences
Rationale
Studying the relationship between a leader and organizational members and how
that relationship impacts employee behavior is an especially relevant topic in
todays organizations, which are becoming increasingly diverse and distributed
across geographic boundaries. There is a significant gap in the literature,
especially regarding the relationship between a leader and member(s) from
different cultural backgrounds that is worthy of further research.
Steps
I began by looking for studies that example the relationship between the leader
and organizational members, referred to as LMX (leader/member relationship) in
the literature. I then added the search terms employee motivation to find
research on how that relationship impacts motivation of employees. I wanted a
recent research study, so limited my search to the range of 2016 to 2018 and
found three articles, one of which (Selvarajan, Singh, & Solansky, 2018) dealt
with issues across U.S. and Mexican cultures, which I found to be especially
relevant to my concern.
Gap
The relationship between leaders/members and its impact on employee
motivation in organizations that cross cultures.
Research Question
What effect does the leader-member relationship have on individual employee
job motivation in organizations that cross cultures?
Reference
Selvarajan, T. T., Singh, B., & Solansky, S. (2018). Performance appraisal
fairness, leader member exchange and motivation to improve performance: A
study of US and Mexican employees. Journal of Business Research, 85, 142
154. doi:10.1016/j.jbusres.2017.11.043
Note: Remember, your research question should at this point be open ended, at least
for your first project. Study how to structure the proper types of questions. There are
many kinds of questions that are associated with different types of research. Carefully
consider the type of question or questions you are asking.
Criteria for superior Assignment:
Student identifies a total of three appropriate overarching research questions,
one for each project. Each question addresses a different theme as specified in
the Topic List.
Student consistently follows APA writing style and basic rules of formal English
grammar and written essay style. Student communicates in a cohesive, logical
style. There are no spelling or grammar errors.
Hints for Week 3 Assignment 2
Continue adding to your literature review for your other projects.
Criteria for superior Assignment:
Student provides a total of 11 or more additional relevant peer-reviewed journal
entries with some related to the ethical and social change impact of the research.
Student presents a detailed and thorough explanation for every entry provided.
Student has no spelling or grammar errors. Matrix is organized, clear, and easy
to understand. Correct APA format and style is applied. Example and Instructions
Titles/ APA Reference My Comments Abstract Purpose and Research Questions Method and Design (Qualitative, Quantiative, Mixed Case Study, Experimental, etc.) Sample and Population Characteristics Frameworks, models (if applicable) and/or concepts Major finding Ethical and Social Change impact of the research Main ideas and themes Similarities and differences to other studies reviewed Information not found in study
Phipps-Taylor, M., & Shortell, S. M. (2016). More than money: motivating physician behavior change in accountable care organizations. Milbank Quarterly, 94(4), 832-861. I chose this article because it provides good coverage of the major theories of motivation, and then maps them to six domains in an aggregated framework appropriate for the study of the research problem. For accountable care organizaitons (ACOs) to be successful they need to change the behavior of their physicians. To stimulate this change, a broad range of motivators are being used, including ways to see a greater impact on patients (social purpose) and opportunities to be a more effective physician (mastery), in addition to personal financial incentives.
From our analysis of case studies, it does not appear that the full range of motivators is being deployed by ACOs, which suggests an opportunity to develop more sophisticated and wider-ranging portfolios of motivators for greater impact. The purpose of this study is to examine opportunities to change how physicians within ACOs deliver care. Research question: What are the motivational drivers that are being used to effect change amount participating physicians? A mixed approach was used for this study.
The authors conducted a meta analysis by synthesizing 9 theories of motivation into an overarching framework.
Four case study ACOs were then reviewed, exploring the organizational characteristics, strategies, and motivators for changing physicians’ behaviors through in-depth interviews and document review. Nine conceptual theories were aggregated into a framework with six domains for analysis.
Kathy Milhauser: Kathy Milhauser:
Note that in this case, the sample is not drawn from a population of people, but from a body of literature, as is the norm with a meta analysis. Nine motivational theories were used to build the framework, which included mastery, autonomy and power, relatedness, social purpose, potential demotivators or “hygiene” factors, and financial motivators. The case study ACOs demonstrated an emphasis on the non-financial motivators for changing physician behavior. One of the six domains included in the framework used for analysis was “social purpose.” This was one of the non-financial motivators that was found to be more prominent in influencing the behavior of physician’s in this study. The impact of this finding should lead to increased focus on the social purpose of the work that physicians in settings like this one are involved in, thus encouraging physicians to find deeper meaning in the social impact of their work. Some of the main ideas in this study are 1) there are motivational theories that have been established over time and are credible enough to be considered seminal in the study of motivation of employees; 2) motivational theory breaks these factors down into financial and non-financial motivators; 3) financial motivators tend to be extrinsic, while non-financial motivators tend to be intrinsic; 4) the factors that are most likely to motivate sustained change in physician behavior are the non-financial, intrinsic factors. There are many similarities in the findings of this study, primarily around the notion of intrinsic vs. extrinsic motivational factors and their power to influence employee satisfaction and behavior change. The strongest similarity is with Herzbergs work on motivation-hygiene profiles and Pink’s work on the factors of mastery, relatedness, and purpose. The study was very thorough, and included a number of tables that illustrated how the theories were mapped to the domains, and how the data from the cases was categorized.
: Shah, S. (2015). Impact of organizational culture on job satisfaction: A study of steel plant.Pranjana: The JournalOfManagement Awareness,18(1), 29-40. This study uses two questionnaires to examine organizational culture and job satisfaction within a stee plant (single case study) and look for any impact that culture has on job satisfaction. In the present scenario, awareness regarding the culture of organizaiton has become a field of prime importance as it helps one succeed in or manage the environment. The culture expresses itself ini values, norms, and behavior of the employees and their groups, organizational structures, technology, objectives, history and philosophy of the organization. The level of congruence between an organization’s culture and employee’s value preferences can predict employee job satisfaction. The purpose of this study is to examine the impact of culture on job satisfaction in a single case study. Quantitative study using two previously validated instruments to measure organizational culture and job satisfaction. One hundred and forty eight executives randomly selected from different deparrments of the organization studied. 15 top level managers, 85 middle managers, and 44 junior managers. 35% post graduates, 56% graduates, and 8.1% intermediates. Ages ranged from 23 to 65, with a mean of 37.62, with employment ranging from 1 to 21 years. Organizational culture and job satisfaction were the two concepts studied. There was a positive impact between specific organizational cultural elements and job satisfaction. Cultural elements most strongly correlated with job satisfaction were defining the values and control systems in the organization and helping employees to become technically proficient and socially supported for greater job satisfaction. The study has the potential to improve the working climate of individuals in similar organizations by influencing leaders to improve the cultural elements that were linked to job satisfaction. 1) There are elements of organizational culture that can be linked to job satisfaction; 2) defining values and control systems is linked to job satisfaction; 3) Supporting employees technically and socially is related to job satisfaction. One difference between this study and the Phipps-Taylor study previously reviewed was the emphasis on culture in this study. The previous study focused on individual motivational factors, while this one focused on the cultural factors that are experienced through interactions in groups. The study did not have a clear findings section or a section where limitations or areas for further research were suggested.
&”Helvetica,Regular”&12&K000000 &P
Instructions: For each of the topics you will fill out a literature matrix.
Include should be at least 10 articles for each of the topics you have chosen.
Fill out all the section of the matrix do not skip an of the sections.
If you can not identify (for example the sample characteristics) then
you will need to state that this information was not available and if the fact
that you are not able to know this is present is a weakness in the study.
Note: As you build your literature matrix for your specialization, you are
building your expertise. Keep this matrix and add additional collums so that you are able to leverage the literature that is appropriate to the topic you
choose to study during the development of your dissertation. Example and Instructions
Titles/ APA Reference My Comments Abstract Purpose and Research Questions Method and Design (Qualitative, Quantiative, Mixed Case Study, Experimental, etc.) Sample and Population Characteristics Frameworks, models (if applicable) and/or concepts Major finding Ethical and Social Change impact of the research Main ideas and themes Similarities and differences to other studies reviewed Information not found in study
Phipps-Taylor, M., & Shortell, S. M. (2016). More than money: motivating physician behavior change in accountable care organizations. Milbank Quarterly, 94(4), 832-861. I chose this article because it provides good coverage of the major theories of motivation, and then maps them to six domains in an aggregated framework appropriate for the study of the research problem. For accountable care organizaitons (ACOs) to be successful they need to change the behavior of their physicians. To stimulate this change, a broad range of motivators are being used, including ways to see a greater impact on patients (social purpose) and opportunities to be a more effective physician (mastery), in addition to personal financial incentives.
From our analysis of case studies, it does not appear that the full range of motivators is being deployed by ACOs, which suggests an opportunity to develop more sophisticated and wider-ranging portfolios of motivators for greater impact. The purpose of this study is to examine opportunities to change how physicians within ACOs deliver care. Research question: What are the motivational drivers that are being used to effect change amount participating physicians? A mixed approach was used for this study.
The authors conducted a meta analysis by synthesizing 9 theories of motivation into an overarching framework.
Four case study ACOs were then reviewed, exploring the organizational characteristics, strategies, and motivators for changing physicians’ behaviors through in-depth interviews and document review. Nine conceptual theories were aggregated into a framework with six domains for analysis.
Kathy Milhauser: Kathy Milhauser:
Note that in this case, the sample is not drawn from a population of people, but from a body of literature, as is the norm with a meta analysis. Nine motivational theories were used to build the framework, which included mastery, autonomy and power, relatedness, social purpose, potential demotivators or “hygiene” factors, and financial motivators. The case study ACOs demonstrated an emphasis on the non-financial motivators for changing physician behavior. One of the six domains included in the framework used for analysis was “social purpose.” This was one of the non-financial motivators that was found to be more prominent in influencing the behavior of physician’s in this study. The impact of this finding should lead to increased focus on the social purpose of the work that physicians in settings like this one are involved in, thus encouraging physicians to find deeper meaning in the social impact of their work. Some of the main ideas in this study are 1) there are motivational theories that have been established over time and are credible enough to be considered seminal in the study of motivation of employees; 2) motivational theory breaks these factors down into financial and non-financial motivators; 3) financial motivators tend to be extrinsic, while non-financial motivators tend to be intrinsic; 4) the factors that are most likely to motivate sustained change in physician behavior are the non-financial, intrinsic factors. There are many similarities in the findings of this study, primarily around the notion of intrinsic vs. extrinsic motivational factors and their power to influence employee satisfaction and behavior change. The strongest similarity is with Herzbergs work on motivation-hygiene profiles and Pink’s work on the factors of mastery, relatedness, and purpose. The study was very thorough, and included a number of tables that illustrated how the theories were mapped to the domains, and how the data from the cases was categorized.
: Shah, S. (2015). Impact of organizational culture on job satisfaction: A study of steel plant.Pranjana: The JournalOfManagement Awareness,18(1), 29-40. This study uses two questionnaires to examine organizational culture and job satisfaction within a stee plant (single case study) and look for any impact that culture has on job satisfaction. In the present scenario, awareness regarding the culture of organizaiton has become a field of prime importance as it helps one succeed in or manage the environment. The culture expresses itself ini values, norms, and behavior of the employees and their groups, organizational structures, technology, objectives, history and philosophy of the organization. The level of congruence between an organization’s culture and employee’s value preferences can predict employee job satisfaction. The purpose of this study is to examine the impact of culture on job satisfaction in a single case study. Quantitative study using two previously validated instruments to measure organizational culture and job satisfaction. One hundred and forty eight executives randomly selected from different deparrments of the organization studied. 15 top level managers, 85 middle managers, and 44 junior managers. 35% post graduates, 56% graduates, and 8.1% intermediates. Ages ranged from 23 to 65, with a mean of 37.62, with employment ranging from 1 to 21 years. Organizational culture and job satisfaction were the two concepts studied. There was a positive impact between specific organizational cultural elements and job satisfaction. Cultural elements most strongly correlated with job satisfaction were defining the values and control systems in the organization and helping employees to become technically proficient and socially supported for greater job satisfaction. The study has the potential to improve the working climate of individuals in similar organizations by influencing leaders to improve the cultural elements that were linked to job satisfaction. 1) There are elements of organizational culture that can be linked to job satisfaction; 2) defining values and control systems is linked to job satisfaction; 3) Supporting employees technically and socially is related to job satisfaction. One difference between this study and the Phipps-Taylor study previously reviewed was the emphasis on culture in this study. The previous study focused on individual motivational factors, while this one focused on the cultural factors that are experienced through interactions in groups. The study did not have a clear findings section or a section where limitations or areas for further research were suggested.
&”Helvetica,Regular”&12&K000000 &P
Instructions: For each of the topics you will fill out a literature matrix.
Include should be at least 10 articles for each of the topics you have chosen.
Fill out all the section of the matrix do not skip an of the sections.
If you can not identify (for example the sample characteristics) then
you will need to state that this information was not available and if the fact
that you are not able to know this is present is a weakness in the study.
Note: As you build your literature matrix for your specialization, you are
building your expertise. Keep this matrix and add additional collums so that you are able to leverage the literature that is appropriate to the topic you
choose to study during the development of your dissertation.
