Assignment: Literature Matrix
Reviewing the literature on a given topic yields a large amount of information about studies, concepts, findings, and conclusions that can easily be overwhelming. In order to avoid getting lost in a sea of details, it helps to take systematic notes about what you read and how it might support your inquiry.
For this Assignment, you will complete a literature matrix that helps you keep track of your findings as you review publications that inform your study. You will need to refer to your notes in this matrix in order to complete each of the three projects that are due in Weeks 5, 8, and 10, respectively.
Download the template for the matrix from this weeks Resources, and follow the instructions that are included in the document. Your goal should be to add at least 10 articles from peer-reviewed journals for each of your projects by no later than the end of 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 include either implicitly or explicitly this perspective.
This Assignment will be submitted in three parts: You must add at least 10 articles for each submission in Weeks 2, 3, and 4.
Continue your review of the literature over 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.
Hints
MGMT 8705M: Organizational Behavior Performance and Evaluation
Hints
Week 2: Initial Literature Reviews
Hints for Week 2 Discussion
This week, you will be asked to work more in depth with your literature. In the
Discussion this week, you will begin to talk about the literature you have been finding
about your area of interest. One great way to accomplish the analysis of each article is
to utilize the literature matrix consistently throughout the development of all your
projects. When you review articles that are peer reviewed you should be able to see
how the authors base their assumptions. You will be developing your understanding of
the topic and building your argument.
Example
Theme: Organizational Behavior
Topic: Individual Employee Motivation and Behavior
Issue: Impact and influence of reward and recognition on employee performance
and job satisfaction; Impact of leader/member relationship
Palmer, Johnson, & Johnson (2015) conducted a study into the value of accurate
feedback, with the goal of determining how relevant feedback is to performance,
and more specifically, how important was the accuracy of feedback on employee
behavior. Their study found that the accuracy of the feedback did seem to help
improve employee performance. However, they found that even exaggerated
performance feedback is better than no feedback at all. The authors conclude by
pointing out that [m]anagers who might be tempted to underreport performance
to get employees to work harder may be causing damage rather than increasing
organizational output (in addition to other legitimate concerns related to credibility
and ethics) (p. 235). The findings of this article inform a possible research study
into the impact of feedback on employee motivation and performance.
Reference
Palmer, M. G., Johnson, C. M., & Johnson, D. A. (2015). Objective performance
feedback: Is numerical accuracy necessary? Journal of Organizational Behavior
Management, 35(3/4), 206239. doi:10.1080/01608061.2015.1093059
Permalink to article in Walden Library:
https://ezp.waldenulibrary.org/login?url=https://search.ebscohost.com/login.aspx
?direct=true&db=edswss&AN=000365671100003&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 and provides a thorough and detailed written rationale for the
selection of the article and explains how it contributes to the project.
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 2 Assignment
When you fill out your literature matrix, consider everything you can learn from the
article. For example, Phipps-Taylor and Shortell (2016) conducted a meta-analysis that
provides a good starting point for finding additional literature about your topic of interest.
When an article is a meta-analysis of the literature, you can see the relationships
among the variables the authors sought to understand. The other benefit of a meta-
analysis is that you will be able to find other potential literature about your topic of
interest. When you begin to select your topics, you will want to identify the scope and
primary concepts. Your literature should focus on the intersection between two or more
of the issues under one topic. Ask yourself, what are the concepts I am trying to
understand or explore? You may not find articles that talk about the concepts together;
that is when you need to construct your argument and understand what is important to
you about the topic you selected. Interdisciplinary review of literature is very common.
Often researchers work to identify concepts used by other disciplines to explain similar
underlying concept.
Example (extract)
See the Excel workbook Literature Matrix located in this weeks resources.
Reference
Phipps-Taylor, M., & Shortell, S. M. (2016). More than money: Motivating physician
behavior change in accountable care organizations. The Milbank Quarterly, 94(4), 832
861. doi:10.1111/1468-0009.12230
Criteria for superior Assignment:
Student provides a total of 11 or more 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.
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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.
