Wageman, Ruth; Amabile, Teresa M.
When J. Richard Hackman died in Cambridge, Massachusetts, on January 8, 2013, psychology lost a giant. Six and a half feet tall, with an outsize personality to match, Richard was the leading scholar in two distinct areas: work design and team effectiveness. In both domains, his work is foundational. Throughout his career, Richard applied rigorous methods to problems of great social importance, tirelessly championing multi-level analyses of problems that matter. His impact on our field has bee...
Eesti turismi- ja majutusteenuste 2006. aasta statistilised näitajad. Tabelid: Tallinna turismiteenuste eksport (mln kr); Tallinnas majutatud välisturistid 2006 (riikide järgi, %); Välisturistide ööbimised Tallinnas (riikide järgi, %)
Fornaciari, Charles J.; Dean, Kathy Lund
Standard organizational behavior survey courses usually introduce students to the "nuts and bolts" of organizational work design and models that mechanize work. This article develops an experiential exercise that simulates working conditions that can foster greater student understanding of the affective, ethical, and human aspects of work design.…
Ilmunud ka: Postimees : na russkom jazõke, 15. mai 2007, lk. 3. Uuringufirma TSN Emor korraldatud küsitluse kohaselt oli Reformierakonna toetus pärast pronkssõduri sündmusi 46%. Diagramm: Toetus parlamendierakondadele. Kommenteerivad: Kadri Must, Marek Strandberg, Jaanus Marrandi, Margus Tsahkna, Eiki Nestor. Vt. samas: Kai Kalamees. Võimupartnerid usuvad endasse
Ilmunud ka: Delovõje Vedomosti 5. märts lk. 12. Juhtimisguru Robin Sharma leiab, et inimesed peaksid leidma päevas tunni iseenese jaoks, sest see aitab leida õiged perspektiivid ning loob eelduse heade ideede tekkeks. Lisa: Robin S. Sharma. Kommenteerivad Kadri Arula ja Asko Talu
15 aastat Eestis elanud advokaat ja Malta aukonsul vastab küsimustele, mis puudutavad töötmist Eestis, ärikultuuri, poliitilist kultuuri, eliiti. Ta leiab, et Eesti on lähenemas Põhjamaade eetilisele ja väärtusi toetavale ärikultuurile
Muusikasõnumeid mujalt maailmast: Matusemuusikust ooperidiiva Erika Sunnegardh. Lionel Bringuier - noor talent dirigentide seas. Riccardo Muti naudib vabakutselise staatust. Mstislav Rostropovitsh lõpetab sooloesinemised. Lahkumisest on teatanud maestro Wolfgang Sawallisch. Arturo Benedetti Michelangeli preemia läheb sel aastal rumeenlasele pianist Radu Lupule.
Hääl, Heiti, 1963-
Ärimees Heiti Hääl toetab spordis ainult suuri projekte, kus ettevõtte logol oleks võimalik tähelepanu äratada ja seeläbi firma turundust arendada. Samas ei oota ta sponsorlusest mingit reaalset tulu vaid naudib andmise rõõmu ja positiivset emotsiooni
Lipina, Sebasti?n J.; Segretin, M. Soledad
The neuroscientific study of child poverty is a topic that has only recently emerged. In comparison with previous reviews (e.g., Hackman and Farah, 2009; Lipina and Colombo, 2009; Hackman et al., 2010; Raizada and Kishiyama, 2010; Lipina and Posner, 2012), our perspective synthesizes findings, and summarizes both conceptual and methodological contributions, as well as challenges that face current neuroscientific approaches to the study of childhood poverty. The aim of this effort is to identi...
Taidre, Elnara, 1983-
Tegutsedes mitmes meediumis ja valdkonnas - tekstid (esseed, luule), visuaalne kunst (skulptuur, kehamaaling, maal, videod, performance, installatsioon) ja helikunst ning erinevad rollid kuraatori, toimetaja, modelli ja seltskonnategelasena, moodustavad need Kiwa loomingus kõik ühe terviku, kus üks teema väljendub eri vahendite kaudu. Kiwa puudutab paralleelselt nii subkultuure kui ka poliitilist kunsti, etendades oma ajastu antikangelast, kellel on tugevalt väljendunud automütoloogia, enese projitseerimine oma töödesse. Ta naudib kunstnikuna illusoorsust ja imaginaarsust, tema looming on kui labürint, mis on kui tema isiklik universum
Martin, Elaine Russo
The objective of this study is to apply J. Richard Hackman's framework on team effectiveness to academic medical library settings. The study uses a qualitative, multiple case study design, employing interviews and focus groups to examine team effectiveness in three academic medical libraries. Another site was selected as a pilot to validate the research design, field procedures, and methods to be used with the cases. In all, three interviews and twelve focus groups, with approximately seventy-five participants, were conducted at the case study libraries. Hackman identified five conditions leading to team effectiveness and three outcomes dimensions that defined effectiveness. The participants in this study identified additional characteristics of effectiveness that focused on enhanced communication, leadership personality and behavior, and relationship building. The study also revealed an additional outcome dimension related to the evolution of teams. Introducing teams into an organization is not a trivial matter. Hackman's model of effectiveness has implications for designing successful library teams.
devices . Cahen et al  characterized single crystals of the ternary ... Wnuk et al  presented a chemical analysis of the. CaPd3O4 .....  Ramu A T, Cassels L E, Hackman N H, Lu H, Zide J M O and Bowers J E 2010 J. Appl. Phys.
Ayman A. Al-Baghdady, Ehab A. El-Shafei and Khaled M. El-Asmar. Objective This .... Swenson for Hirschsprung's diseases Al-Baghdady et al. 105. Copyright r .... Hackman et al.  studied the risk .... Surg 2010; 45:1213–1220. 38 Stefano G ...
Richard T. Reynolds; Howard M. Wight
Density of nests and productivity of Sharp-shinned Hawks (Accipiter striatus), Cooper's Hawks (A. cooperii), and Goshawks (A. gentilis) within Oregon are of interest because of recent declines of accipiter hawks in the eastern United States (Schriver 1969, Hackman and Henny 1971, Henny and Wight 1972). One...
Takusi, Gabriel Samuto
This quantitative analysis explored the intrinsic and extrinsic turnover factors of relational database support specialists. Two hundred and nine relational database support specialists were surveyed for this research. The research was conducted based on Hackman and Oldham's (1980) Job Diagnostic Survey. Regression analysis and a univariate ANOVA…
Daniels, K.; Le Blanc, P.M.; Davis, M.; Peeters, M.; Jonge, de J.; Taris, T.
It is the purpose of this chapter to describe and evaluate five of the most significant approaches to job design that have laid the foundation for contemporary work psychology: the Job Characteristics Model (JCM; Hackman & Oldham, 1976, Section 3.2), the Demand–Control–Support Model (DCSM; Karasek &
Mello, James A.
The purpose of this single-site case study was to investigate the relationship between administrative personnel's reports of psychological capital (Luthans, Youssef, & Avolio, 2007) and their reports of job satisfaction (Hackman & Oldham, 1980). Specifically, two surveys, the Psychological Capital Questionnaire (Luthans, Youssef, &…
Brown, Dannie L.
The purpose of this research was to assess students' expectations of future job satisfaction. Data were collected from 484 students enrolled in the BBA programme at Cape Breton University, Nova Scotia, Canada. Locke's job satisfaction theory and Hackman and Oldham's job characteristics model provided the theoretical foundation for the study.…
behavior of other interlocutors. A CIS affords contingency if it permits an ABA sequence where A represents an initial utterance, query, or behavior...Ed.), (1988). Trust: Making and breaking cooperative relations. Oxford, UK: Basil Blackwell. Gersick, C.J.G. & Hackman, J.R. (1990). Habitual
Kain, Daniel L.
Teams are incompatible with the scientific management philosophy underlying traditional curricular and organizational theory. This article examines J. R. Hackman's book "Groups That Work (and Those That Don't): Creating Conditions for Effective Teamwork" (1990), as it illuminates the experience of teaching on a middle school…
Oztürk, Havva; Bahcecik, Nefise; Baumann, Steven L
Survey research was conducted with the aim of better understanding nurses' perceptions of organizational factors which relate to their job satisfaction and motivation in Turkey. Nurses (N = 290) who were employed at a training and research hospital, part of the Turkish Republic Ministry of Health, were included. The questionnaire used was developed for this study based on Hackman and Oldman's job enrichment theory. The results showed that only one third of the nurse leaders and one in five of the staff nurses reported being satisfied with their job. The participants saw the five core job dimensions of Hackman and Oldman's work design model: skill variety, task identity, task significance, autonomy, and feedback as important for nurses. Nursing was described by the participants as hard and challenging, but they also found it meaningful and said that it gave them the opportunity to use their skills and abilities.
Lewis SJ. Dietary supplements of soya flour lower serum testosterone concentrations and improve markers of oxidative stress in men. Eur J Clin Nutr...hormones in men diagnosed with prostate cancer. Urology. 2004;64:510–5. 24. deVere White RW, Hackman RM, Soares SE, Beckett LA , Li Y, Sun B. Effects of a...Anderson KE. Increased urinary excretion of 2-hydroxyestrone but not 16alpha- hydroxyestrone in premenopausal women during a soya diet containing isoflavones
Herzberg , Mausner, & Snyderman, 1959), however, there exists a lack of consensus of social 2 network theory and how it affects satisfaction. Most...Technology. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory . Organizational Behavior and Human...coefficients as data in counseling research. The Counseling Psychologist, 34(5), 630. Herzberg , F., Mausner, B., & Snyderman, B. B. (1959). The motivation to
Hackman CL; Knowlden AP
Christine L Hackman, Adam P KnowldenDepartment of Health Science, The University of Alabama, Tuscaloosa, AL, USABackground: Childhood obesity has reached epidemic proportions in many nations around the world. The theory of planned behavior (TPB) and the theory of reasoned action (TRA) have been used to successfully plan and evaluate numerous interventions for many different behaviors. The aim of this study was to systematically review and synthesize TPB and TRA-based dietary behavior interven...
put forward that: Psychologists now knew the importance of (1) taking into account a person’s needs (Maslow’s need hierarchy theory , Hackman and...As taught in many introductory psychology courses, Maslow‘s theory of human motivation (1943) describes meeting the most basic needs —physiological...motives and needs ; expectancy theory ; equity theory ; goal-setting; cognitive evaluation theory ; work design; reinforcement theory ‖ (p. 231
Van den Broeck, Anja; Parker, Sharon K.
Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Kar...
Maria Helena Rodrigues Guita Almeida
Full Text Available O objectivo deste trabalho é analisar a estrutura factorial da escala "Job Diagnostic Survey" (HACKMAN; OLDHAM, 1980, construída para avaliar as cinco dimensões características do trabalho: variedade de aptidões, identidade do trabalho, significado do trabalho, autonomia e feedback. Utilizou-se uma amostra heterogénea de 552 trabalhadores pertencentes a diversos grupos profissionais. Avaliaram-se nove modelos alternativos sobre a estrutura do instrumento, recorrendo à análise factorial confirmatória. Os resultados mostram que o modelo de Hackman e Oldham mais um factor de método relacionado com os itens negativos é o modelo que apresenta um melhor ajuste. Esta solução identifica uma estrutura de seis factores (os cinco factores do Modelo das Características do Trabalho e um sexto factor de método constituído pelos itens negativos. Os itens associados a estas dimensões definem subescalas com níveis de fiabilidade razoáveis, o que permite considerá-las operacionalizações psicometricamente aptas para avaliar as cinco dimensões características do trabalhodefinidas por Hackman e Oldham.
Saul Neves Jesus
Full Text Available O objectivo deste trabalho Ã© analisar a estrutura factorial da escala "Job Diagnostic Survey" (HACKMAN; OLDHAM, 1980, construÃda para avaliar as cinco dimensÃµes caracterÃsticas do trabalho: variedade de aptidÃµes, identidade do trabalho, significado do trabalho, autonomia e feedback. Utilizou-se uma amostra heterogÃ©nea de 552 trabalhadores pertencentes a diversos grupos profissionais. Avaliaram-se nove modelos alternativos sobre a estrutura do instrumento, recorrendo Ã anÃ¡lise factorial confirmatÃ³ria. Os resultados mostram que o modelo de Hackman e Oldham mais um factor de mÃ©todo relacionado com os itens negativos Ã© o modelo que apresenta um melhor ajuste. Esta soluÃ§Ã£o identifica uma estrutura de seis factores (os cinco factores do Modelo das CaracterÃsticas do Trabalho e um sexto factor de mÃ©todo constituÃdo pelos itens negativos. Os itens associados a estas dimensÃµes definem subescalas com nÃveis de fiabilidade razoÃ¡veis, o que permite considerÃ¡-las operacionalizaÃ§Ãµes psicometricamente aptas para avaliar as cinco dimensÃµes caracterÃsticas do trabalhodefinidas por Hackman e Oldham.
Russo Martin, Elaine
Objectives: The objective of this study is to apply J. Richard Hackman's framework on team effectiveness to academic medical library settings. Methods: The study uses a qualitative, multiple case study design, employing interviews and focus groups to examine team effectiveness in three academic medical libraries. Another site was selected as a pilot to validate the research design, field procedures, and methods to be used with the cases. In all, three interviews and twelve focus groups, with approximately seventy-five participants, were conducted at the case study libraries. Findings: Hackman identified five conditions leading to team effectiveness and three outcomes dimensions that defined effectiveness. The participants in this study identified additional characteristics of effectiveness that focused on enhanced communication, leadership personality and behavior, and relationship building. The study also revealed an additional outcome dimension related to the evolution of teams. Conclusions: Introducing teams into an organization is not a trivial matter. Hackman's model of effectiveness has implications for designing successful library teams. PMID:16888659
Sebastian J Lipina
Full Text Available The neuroscientific study of child poverty is a topic that has only recently emerged. In comparison with previous reviews (e.g., Hackman et al., 2009, 2010; Lipina & Colombo, 2009; Lipina & Posner, 2012; Raizada & Kishiyama, 2010, our perspective synthesizes findings, and summarizes both conceptual and methodological contributions, as well as challenges that face current neuroscientific approaches to the study of childhood poverty. The aim of this effort is to identify target areas of study that could potentially help build a basic and applied research agenda for the coming years.
Salas Vallina, Andrés; Alegre Vidal, Joaquín; Fernández Guerrero, Rafael
La búsqueda de la felicidad en el trabajo es un objetivo de enorme importancia para muchas personas y organizaciones. Sin embargo, existe una carencia importante la investigación acerca de cómo aumentarla (Chivato Pérez et al., 2011), así como una amplia dispersión de medidas relacionadas (Hackman, 2009). No se conoce ninguna medida que recoja con la suficiente amplitud la medición de la felicidad en el trabajo (Fisher, 2010), por lo que en este estudio proponemos un modelo int...
14 1.E-13 1.E+03 1.E+04 1.E+05 1.E+06 1.E+07 AVERAGING TIME τ (s) O V E R LA P P IN G σ y ( τ )/T H E O _B R (F R A C F R E Q ) METAS-NIST NPL-NIST... Metrologia , 42, 411-422.  C. Hackman, J. Levine, T. E. Parker, D. Piester and J. Becker, 2006, “A Straightforward Frequency- Estimation Technique for... Metrologia , 43, 109-120.  http://igscb.jpl.nasa.gov  G. Blewitt, 1989, “Carrier-Phase Ambiguity Resolution for the Global Positioning System Applied
Andrés Falcón Armas
Full Text Available A summary of Hackman and Oldham job characteristics model (1976, 1980 is presented as follows. The five cores job dimensions and their relationships with the critical psychological states and with the personal and organisational outcomes are also defined. Likewise, observed is the modulatory role of self-efficiency variables, intensity of the personal development and self-satisfaction needs with the context. The predictive theoretical relationship model is related to the post of inspector of education in the field of educational organisations, including universities.
Paunova, Minna; Velikova, Silviya Svejenova
Symphonic orchestras—“a mélange of musicians, volunteers, and paid staff whose contributions must be closely coordinated” (Allmendinger, Hackman, & Lehman, 1996: 194)—have been of growing interest for scholars of organization for their creative and collaborative performance through projects...... as rather established and hierarchical creative organizations that are bound by conventions and are dedicated to the pursuit of ‘superior performance’, as the opening quote suggests. As a consequence, they have paid less attention to their learning potential. Studies of other kinds of collaborative...... collectives, such as teams in management and education, have demonstrated interesting tensions between learning and performing (Bunderson & Suttcliffe, 2003; Paunova & Lee, 2016)....
Plessas, W.; Mathelitsch, L.
The effect of the Coulomb distortion of the strong interaction is studied on the basis of nucleon-nucleon observables. In particular, cross sections, polarizations, spin-correlation parameters, and spin-transfer coefficients are considered for proton-proton as well as neutron-neutron scattering at laboratory kinetic energies Esub(Lab) = 10, 20, and 50 MeV. The calculations are performed for the meson-theoretical PARIS potential, the nonlocal separable GRAZ potential and also using the Arndt-Hackman-Roper parametrization of proton-proton scattering phase shifts. Important conclusions are drawn with respect to phenomenological phase-shift analyses. (Auth.)
Carlos Alberto Franco Gutiérrez
Full Text Available En este artículo presentaremos variosmodelos para el análisis de la opera-ción de los equipos de trabajo queayudan a conocer el estado de efecti-vidad con que está trabajando el equi-po, con el fin de contribuir a conse-guir las condiciones para una opera-ción que eleve su productividad. El primer modelo que presentaremoses el de Hackman. Posteriormentenos centraremos en el denominadotradicional y finalmente en el mode-lo de las 3P y 3 C.El primer modelo determina las con-diciones necesarias para satisfacerciertas condiciones de efectividad, elsegundo se centra en tres factoresgenerales que determinan la produc-tividad y el rendimiento y el tercermodelo considera los factores clavespara la operación de equipos exitosos.
Nielsen, Mette Strange
Employee engagement has long been capturing the attention of researchers and practitioners, (e.g. Bakker, Albrecht, & Leiter, 2011; Buckingham & Coffman, 1999) due to its positive impact on various measures of organizational performance (Gruman & Saks, 2011; Harter, Schmidt, & Hayes, 2002; Mone...... & London, 2010). To date, however, employee engagement has primarily been studied in private manufacturing firms leaving out a gap of research in a public service organization, such as eldercare organizations, although engagement according to Boselie (2010) is highly relevant in the specific context....... The purpose of the PhD project is to build a model explaining employee engagement in a public service organization. Research on work design theory (e.g. Hackman & Oldham, 1976) will be used, since it has often been applied to identify antecedents associated with engagement (Bakker & Demerouti, 2007; Kahn...
Chin, Jean Lau; Sanchez-Hucles, Janis
Comments on the six articles contained in the special issue of the American Psychologist (January 2007) devoted to leadership, written by W. Bennis; S. J. Zaccaro; V. H. Vroom and A. G. Yago; B. J. Avolio; R. J. Sternberg; and R. J. Hackman and R. Wageman. The current authors express concern that the special issue failed to include attention to issues of diversity and intersecting identities as they pertain to leadership. A Special Issue Part II on Diversity and Leadership is being proposed to (a) advance new models of leadership, (b) expand on existing leadership theories, and (c) incorporate diversity and multiple identities in the formulation of more inclusive leadership research and theory. The goal of this special issue will be to revise our theories of leadership and our understanding of effective leadership to include gender, racial/ethnic minority status, sexual orientation, and disability status.
Full Text Available This theoretical paper differentiates work engagement from the burnout concept by using a task-level perspective. Specifically, I argue that work engagement (i.e., the experience of vigor, dedication and absorption, Schaufeli & Bakker, 2004 emerges during the process of working. It does not only differ between persons and does not only fluctuate from one day to the other (or even within the course of a day, but can vary largely between different work tasks. Burnout (and particularly exhaustion as a chronic state does not differ from one work task to the other. I describe task features derived from the job characteristics model (Hackman & Oldham, 1976 as predictors of task-specific work engagement and discuss interaction effects between task features on the one hand and job-level social and personal resources on the other hand. I outline possible avenues for future research and address practical implications, including task design and employee's energy management throughout the workday.
Full Text Available Según el modelo de las Características del Puesto (Hackman y Oldham, 1976, 1980 la autonomía, el significado, la variedad, la estandarización y el feed-back influyen sobre la satisfacción y el rendimiento de los empleados. Este trabajo recoge una experiencia sobre introducción de grupos de trabajo en la industria de la automoción, y analiza la repercusión de las características de las tareas sobre tres indicadores de mantenimiento (satisfacción laboral, interés por el sistema de trabajo y percepción del cambio y sobre el rendimiento, evaluado a través de cuatro indicadores objetivos (cantidad, calidad, costes y Mantenimiento Productivo Total. Además, de las variables incluidas en el modelo de Hackman y Oldham, se estudia la carga de trabajo, como una variable que puede generar actitudes negativas por parte de los empleados. Los resultados de los análisis de regresión realizados muestran, como esperábamos, que las característi- cas de la tarea explican porcentajes de varianza de las variables actitudinales muy importantes, sobre todo la autonomía y el feed-back. Sin embargo, ninguna de las características de la tarea se muestra relacionada con los indicadores de rendimiento utilizados. Por último, se proponen algunas sugerencias para la intervención en contextos organizacionales.
Full Text Available In the past three decades, total quality management (TQM has been appreciated as “fundamental modality in view to improve the activity in the public and private sectors” (Boyne and Walker, 2002, p. 1. For the time being, in public administrations, we witness an extension of the policies for promoting TQM, although the experiences have not always been positive.The European Administrative Space (EAS incorporates TQM, in different manners at national level, taking into consideration its recognised impact on the efficiency of public administration, one of EAS fundamental principles (Zurga, 2008, pp. 39-49. In the context of analysing EAS evolution, the administrative convergence will also comprise the convergence of TQM policies. In fact, the field literature (Hackman, Wageman, 1995 reveals, in the context of national TQM policy-making, the concepts of ”Convergent validity” and ”Discriminant validity”, reflecting ”the degree to which the version of TQM promulgated by the founders and observed in organizational practice share a common set of assumptions and prescriptions” (Hackman, Wageman, 1995, pp. 318-319.By a comparative analysis on TQM policies in the national public administrations of Balkan states, EU Member States: Greece, Cyprus, Slovenia, Bulgaria and Romania, the current paper aims to reveal the level of their convergence as well as the theoretical consistency of the conceptual and practical framework for TQM assertion.The comparative analysis will be based on a comprehensive vision on TQM, provided by Dean and Bowen (1994, Boyne and Walker (2002, namely its approach should be characterised on own principles, practices and techniques, grouped on customer focus, continuous improvement and team work (Boyne and Walker, 2002, pp. 4-5.The tradition on promoting TQM in public administration in the above-mentioned states is relatively recent: since 1990s – Cyprus, since 1995 – Greece and Slovenia, since 2000 – Bulgaria and
Washinton José de Souza4
Full Text Available Este trabalho é um estudo sobre a relação do comprometimento com o desenho do trabalho segundo a percepção de trabalhadores voluntários de Organizações Não Governamentais (ONGs. O referencial teórico apresenta os enfoques unidimensionais e multidimensionais do comprometimento, bem como de seus antecedentes, dentre eles o desenho do trabalho. A amostra foi composta por 14 instituições, onde foram entrevistados 236 voluntários. Para diagnosticar o desenho do trabalho foi utilizado o modelo de Hackman e Oldham (1980 e para mensurar o comprometimento organizacional foi utilizado o instrumento de Medeiros (2003. A análise de dados foi feita utilizando-se análise fatorial e análise de regressão. A análise fatorial identificou cinco dimensões latentes de desenho do trabalho e sete dimensões latentes do comprometimento. Com essas análises foi possível identificar diversas relações mostrando a influência das dimensões latentes do desenho do trabalho sobre algumas dimensões do comprometimento organizacional, dentre elas: o feedback de agentes e a autonomia de planejamento influem positivamente no comprometimento afiliativo.Abstract This is a study on organizacional commitment and the job design, in voluntary workers of non-governmental Organizations. It prioritizes the revision of literature in the study of the organizacional commitment, with its antecedents, correlates and consequences, beyond its unidimentionals and multidimentionals models of evaluation. The sample was composed of 14 institutions, where they were interviewed 236 volunteers. To diagnose the design work was used in the model of Hackman and Oldham (1980 and to measure the organizational commitment was used Medeiros (2003. The data analysis was performed using factor analysis and regression analysis. The factor analysis identified five dimensions of latent design of work and seven latent dimensions of commitment. With these tests it was possible to identify
R.A.E. Austin, R. Kanungo, S. Reeve, Saint Mary's University; D.G. Jenkins, C.Aa.Diget, A. Robinson, A.G. Tuff, O. Roberts, University of York, UK; P.J. Woods, T. Davinson, G. J. Lotay, University of Edinburgh; C.-Y. Wu, Lawrence Livermore National Laboratory; H. Al Falou, G.C. Ball, M. Djongolov, A. Garnsworthy, G. Hackman, J.N. Orce, C.J. Pearson, S. Triambak, S.J. Williams, TRIUMF; C. Andreiou, D.S. Cross, N. Galinski, R. Kshetri, Simon Fraser University; C. Sumithrarachchi, M.A. Schumaker, University of Guelph; M.P. Jones, S.V. Rigby, University of Liverpool; D. Cline, A. Hayes, University of Rochester; T.E. Drake, University of Toronto; We describe an experiment and associated technique  to measure resonances of interest in astrophysical reactions. At the TRIUMF ISAC-II radioactive beam accelerator facility in Canada, particles inelastically scattered in inverse kinematics are detected with Bambino, a δE-E silicon telescope spanning 15-40 degrees in the lab. We use the TIGRESS to detect gamma rays in coincidence with the charged particles to cleanly select inelastic scattering events. We measured resonances above the alpha threshold in ^22Mg of relevance to the rate of break-out from the hot-CNO cycle via the reaction ^ 18Ne(α,p)^21Na.  PJ Woods et al. Rex-ISOLDE proposal 424 Cern (2003).
The National Uranium Resource Evaluation (NURE) program was established to evaluate domestic uranium resources in the continental United States and to identify areas favorable for uranium exploration. The Grand Junction Office of the Department of Energy is responsible for administering the program. The Savannah River Laboratory (SRL) is responsible for hydrogeochemical and stream-sediment reconnaissance (HSSR) of 3.9 million km 2 (1,500,000 mi 2 ) in 37 eastern and western states. This document provides geologic and mineral resources reports for the Delta, Escalante, Price, Richfield, and Salina 1 0 x 2 0 National Topographic Map Series quadrangles, Utah. The purpose of these reports is to provide background geologic and mineral resources information to aid in the interpretation of NURE geochemical reconnaissance data. Except for the Escalante Quadrangle, each report is accompanied by a geologic map and a mineral locality map (Plates 1-8, in pocket). The US Geological Survey previously published a 1 0 x 2 0 geologic map of the Escalante Quadrangle and described the uranium deposits in the area (Hackman and Wyant, 1973). NURE hydrogeochemical and stream-sediment reconnaissance data for these quadrangles have been issued previously in some of the reports included in the references
Ana Cristina dos Anjos Grilo Pinto de Sá
Full Text Available Standardization of answers and cost reduction efforts have provided a specific relevance to call centers in the commercial strategy of many service companies. The aim of this research is to analyze to what extent job characteristics, as identified by Hackman and Oldham (1980, are essential determinants for the level of satisfaction of the contact employee in a call center. Indeed, literature clearly suggests that job characteristics have a huge influence on employees´ work performance, their level of satisfaction, and, as a consequence, on the quality of services provided to the customers. In order to answer these questions, we have performed a case study, based on a questionnaire survey. Findings reveal that employees feel that their jobs are highly structured and that they are being closely monitored, what might worsen their performance regarding the contact with the customer, mainly in what concerns customization, flexibility and adequate answer in a single contact. In order to increase frontline employees’ performance, a proposal that enhances job autonomy and values intrinsic satisfaction is made. The research suggests the need to change the way companies view contact employee’s job, in a call center context, not always perceived and designed as strategic or determinant for customers’ satisfaction, which calls for additional institutional investment in the redesign of such job.
Mengov, George D.; Zinovieva, Irina L.; Sotirov, George R.
In this paper we introduce a neural networks based approach to analyzing empirical data and models from work and organizational psychology (WOP), and suggest possible implications for the practice of managers and business consultants. With this method it becomes possible to have quantitative answers to a bunch of questions like: What are the characteristics of an organization in terms of its employees' motivation? What distinct attitudes towards the work exist? Which pattern is most desirable from the standpoint of productivity and professional achievement? What will be the dynamics of behavior as quantified by our method, during an ongoing organizational change or consultancy intervention? Etc. Our investigation is founded on the theoretical achievements of Maslow (1954, 1970) in human motivation, and of Hackman & Oldham (1975, 1980) in job diagnostics, and applies the mathematical algorithm of the dARTMAP variation (Carpenter et al., 1998) of the Adaptive Resonance Theory (ART) neural networks introduced by Grossberg (1976). We exploit the ART capabilities to visualize the knowledge accumulated in the network's long-term memory in order to interpret the findings in organizational research.
M.ª CARMEN RAMIS PALMER
Full Text Available Desde el punto de vista de la organización resulta altamente interesante saber qué debe hacer un mando para influir positivamente en la eficacia de su equipo. Relacionado con ello, y dada la importancia del sector servicios en nuestro país, se planteó una investigación sobre las variables que intervienen en la motivación, en la percepción de autoeficacia y en la satisfacción laboral de los trabajadores/as con diferentes puestos de trabajo y que realizan su trabajo en equipo, prestando especial atención a la influencia del mando a partir de sus habilidades comunicativas. La muestra de estudio estaba formada por 296 trabajadores/as integrados/as en 37 equipos de trabajo, a quienes se aplicó el "Job Diagnostic Survey" (Hackman y Oldman, 1974 y una escala para evaluar las habilidades sociales diseñada ad hoc. Los resultados obtenidos corroboran lo descrito en la literatura en cuanto a la importancia de las habilidades y competencias comunicativas de los mandos y directivos sobre la motivación, satisfacción y autoeficacia de sus colabores/as.
M.ª CELESTE DÁVILA DE LEÓN
Full Text Available En los últimos años se ha evidenciado que las actitudes hacia la organización o hacia la actividad en sí juegan un importante papel en la explicación de la continuidad de los voluntarios en las organizaciones. A pesar de ello, aún no se cuenta con instrumentos de evaluación adecuados que permitan un estudio más exhaustivo de estas actitudes en los voluntarios. En este artículo se presenta la adaptación a este ámbito de algunos instrumentos habitualmente utilizados para estudiar dichas actitudes en personal remunerado. El Organizational Commitment Questionarie (OCQ de Mowday, Steers y Porter, el Job Involvement de Lodahl y Kejner y el Job Diagnostic Survey de Hackman y Oldham adaptados a la población voluntaria se aplicaron a 419 voluntarios que realizaban muy diferentes actividades. El análisis de algunas de las propiedades psicométricas de estos instrumentos muestra que tanto el Organizational Commitment Questionarie como el Job Diagnostic Survey parecen adaptarse bien a las peculiaridades del voluntariado, en cambio, con el Job Involvement se encuentran resultados que permiten cuestionar su validez y adecuación, por lo que será necesario desarrollar más investigaciones para su rechazo o su afirmación definitiva en el estudio del voluntariado.
The present article describes an investigation of the Job Characteristics Model (JCM) by Hackman and Oldham (1976) for the prediction of job satisfaction of employees in social work areas. While there is considerable evidence for the JCM with respect to profit-oriented organizations, it was tested whether it can also be applied to the non-profit sector. The present study surveyed 734 holders of jobs in social work in Germany in order to assess their job satisfaction and the core variables of the JCM (i.e., the five job characteristics and the three psychological states). Regression and mediation analyses were used to examine the relations between these variables. The results showed that the expected relations were remarkably in accordance with the findings from the for-profit sector. All model variables correlated positively with job satisfaction, with the psychological states showing higher coefficients than the job characteristics. In addition, the influence of job characteristics on job satisfaction was significantly mediated through the psychological states. These findings were supported by a replication study. Implications of the JCM for practice, in particular for assessment and interventions in social work organizations, are discussed.
Full Text Available The present study examined the job satisfaction level of a public sector and private sector bank employees in India. The sample consisted of 340 bank employees from both sectors. Job Diagnostic Survey by Hackman and Oldham (1975 was used to ascertain the level of job satisfaction. This study used independent samples t-test and qualitative analysis to study the differences in employee attitudes. Results indicated that the means of the public and private banks were significantly different from each other. It was found that private sector bank employees perceive greater satisfaction with pay, social, and growth aspects of job as compared to public sector bank employees. On the other hand, public sector bank employees have expressed greater satisfaction with job security as compared to private sector bank employees. The findings of the study highlight important satisfiers and dissatisfiers present in the job and suggest both the banks to take performance initiatives in the areas where employees have reported reduced satisfaction.
Full Text Available The main purpose of this study is to explore the effects of the psychological capital on job satisfaction, job performance and intention to quit and to determine the mediator and moderator roles of job satisfaction and gender in these relations. Focusing just the relations between variables, the data were collected with using survey method from 237 employees working different positions in a large scale private company in Ankara. The instruments were psychological capital scale (Luthans et al, 2007, job satisfaction scale (Hackman & Oldham, 1975, intention to quit scale (Mobley et al, 1978 and job performance ratings. Results showed that psychological capital has positive relations with job satisfaction and job performance, and negative relations with intention to quit; also job satisfaction has a mediator role in the relations between psychological capital and intention to quit. Moreover it was determined that gender has a moderator role in the relations of psychological capital- job satisfaction, and psychological capital-intention to quit. All these results were discussed in the light of previous findings.
Full Text Available Leadership is one of the best examples for an ubiquitous research topic, as it is studied both as a social phenomenon as well as a theoretical concept (Hackman and Wageman, 2007, being studied in relation with different research fi elds, ranging from politics, public administration, management, social and organizational change, human motivation (and the list could go on. This has led some scholars to claiming that leadership has been the source of more extensive investigation than almost any other aspect of human behavior (de Vries, 1993. The interest then in public sector leadership comes only natural to any researcher in the fi eld of public administration. Our main purpose was to identify and analyze what has been done on the topic of public sector leadership, specifi cally for Romania, in the past ten years. We focused on three major variables: theoretical framework used, authorship nationality, and quality of research. Results indicate that Romanian authors and Romania are missing from top tier journals in the fi eld of public administration. Indirectly, results raise questions about general research capacity in the fi eld of public administration of Romanian scholars.
Qualidade de Vida no Trabalho em uma Central de Regulação Médica de um Serviço de Atendimento Móvel de Urgência (SAMU [(Quality of Life at Work in a Medical Regulation Centre in a Mobile Emergency Care Service (SAMU
Vanessa Luciana Lima Melo de Avelar
Full Text Available Este artigo descreve e analisa os profissionais de uma central de regulação médica de um Serviço de Atendimento Móvel de Urgência (SAMU quanto a variáveis de qualidade de vida no trabalho. Trata-se de uma pesquisa descritiva, de caráter quantitativo e qualitativo, baseada nos referenciais teóricos de Walton (1973 e Hackman e Oldham (1975. De um modo geral, os resultados apontam para um nível satisfatório de qualidade de vida no trabalho, com maior destaque aos aspectos “possibilidade de crescimento”, “potencial motivacional da tarefa” e “relevância social” em poder ajudar, tanto na forma direta quanto indireta, às pessoas que demandam atendimento. Apesar dos resultados favoráveis, a fala dos sujeitos sinaliza para a necessidade de melhorias quanto aos aspectos de infra-estrutura, adequação de escalas e jornadas de trabalho com a realidade do município e volume de atendimentos, bem como a interlocução do SAMU com os serviços hospitalares e pré-hospitalares fixos, além da conscientização da população. Percebeu-se que a retaguarda da supervisão na resolução destes problemas e uma busca constante pela melhoria da qualidade de vida no trabalho podem contribuir para a manutenção dos profissionais em seus postos de trabalho. --- Quality of Life at Work in a Medical Regulation Centre in a Mobile Emergency Care Service (SAMU --- Abstract --- This article describes and analyzes the quality of work life of professionals of a central medical regulation of a Mobile Emergency Care Service (SAMU. This is a descriptive, quantitative and qualitative research, based on theoretical references of Walton (1973 and Hackman and Oldham (1975. Overall, the results point to a satisfactory level of quality of work life, with emphasis on aspects of “growth opportunity”, “motivational potential of the task” and “social relevance” to help, either as direct as indirectly, people who require care. Despite the favorable
Garankina, Ekaterina; Belyaev, Vladimir; Ivanov, Maxim; Romanenko, Fedor; Gurinov, Artem; Tulyakov, Egor; Kuzmenkova, Natalia
The Khibiny Mountains located in central part of the Kola Peninsula (Northern European Russia) are characterized by harsh climatic conditions and frequent occurrence of hazardous or even catastrophic processes. Most widespread of those are snow avalanches taking place every year and slushflows with average recurrence interval of about 10 years. The latter represent specific type of hyperconcentrated gravitational flow of oversaturated mixture of snow and water (20 to 70%) with relatively low sediment concentration (up to 10-15%). Most often slushflows form during spring snowmelt in small mountainous basins (in most cases up to 3-6 km2) with thick snowpacks or snow dams caused by avalanches in stream channels. Typically observed volumes vary in a range of 20000-40000 m3, while rare catastrophic events can reach 200000-500000 m3. Kinetic energy of frontal wave that can be up to several meters high and concentrates most of the largest debris is most likely lower than that of typical debris flow of similar size, mainly because of much lower slushflow density (900-1200 kg m-3). Nevertheless, rare occasional measurements of front wave velocity gave dramatic values of 20-25 m s-1 maximum. Such characteristics combined with unpredictable rapid formation make slushflows definitely hazardous processes that can cause serious damage to industrial and residential infrastructure as well as injuries or causalities to people. For example, the Khibiny Mountains have at least 200 locations where formation of slushflows was detected at least ones over the last 50 years. Widespread constructions and communications associated with intensive exploration of mineral resources as well as growing interest to the area as touristic attraction for skiing and other wintertime activities make the Khibiny Mountains an area of serious geomorphic hazards associated with slushflows. In this particular study, we considered the Hackman basin where heavy debris flows occur at least ones per several
Isfahani, Sakineh Saghaeiannejad; Bahrami, Soosan; Torki, Sedighe
Human resources are key factors in service organizations like hospitals. Therefore, motivating human recourses to achieve the objectives of an organization is important. Job enrichment is a strategy used to increase job motivation in staffs. The goal of the current study is to determine the relationship between job characteristics and intrinsic motivation in medical record staff in hospitals related to Medical Science University in Isfahan in 2011-2012 academic year. The type of the study is descriptive and corelational of multi variables. The population of the study includes all the medical record staffs of medical record department working in Medical Science hospitals of Isfahan. One hundred twentyseven subjects were selected by conducting a census. In the present study, data collected by using two questionnaires of job characteristics devised by Hackman and Oldeham, and of intrinsic motivation. Content validity was confirmed by experts and its reliability was calculated through coefficient of Cronbach's alpha (r1 = 0.84- r2 = 0.94). The questionnaires completed were entered into SPSS(18) software; furthermore, statistical analysis done descriptively (frequency percent, mean, standard deviation, Pierson correlation coefficient,...) and inferentially (multiple regression, MANOVA, LSD). A significant relationship between job characteristics as well as its elements (skill variety, task identity, task significance, autonomy and feedback) and intrinsic motivation was noticed. (p intrinsic motivation was significant and job feedback had the most impact upon the intrinsic motivation. No significant difference was noticed among the mean amounts of job characteristic perception according to age, gender, level of education, and the kind of educational degree in hospitals. However, there was a significant difference among the mean amounts of job characteristic perception according to the unit of service and the years of servicein hospitals. The findings show that all job
Fischer, A; Muller, M
The process of transformation in the South African Military Health Services, has influenced the nursing service managers' level of motivation and the following research question is applicable: what are the perceptions of the nursing service managers within the South African Military Health Services on their level of motivation? The purpose with this study was to explore and describe the perceptions of nursing service managers on their level of motivation within these health services. A qualitative research design was utilized and four focus group interviews were conducted with 33 nursing service managers country wide. The transcribed interviews were exposed to a content analysis. The results confirm that the level of motivation amongst these nursing service managers is low. The demotivators relate mainly to the following: inadequate acknowledgement, job insecurity in relation to the future, problems with the process of integration, transformation and rationalization, problems with management, many labour related issues, poor/inadequate communication, inadequate support, increased work load, poor physical environment, negative publicity and poor self motivation. Although there were a few motivators identified, they were of less importance. These results were interpreted within Herzberg's motivation theory to identify the hygiene/maintenance factors and to assess whether the important motivators were in place. During any process of change, and/or when the level of motivation amongst employees is low, it is important to adequately manage the environment (hygiene/maintenance factors within the Herzberg theory). But it is even more important to ensure that the motivators are in place or to intensify them. It is therefore recommended that a motivation strategy, based on the Herzberg theory as well as the Hackman-Oldham job enrichment model, be developed, implemented and evaluated.
Full Text Available The process of transformation in the South African MilitaryHealth Services, has influenced the nursing servicemanagers’ level of motivation and the following researchquestion is applicable: what are the perceptions of thenursing service managers within the South African MilitaryHealth Services on their level of motivation? The purpose with this study was to explore and describe theperceptions of nursing service managers on their level ofmotivation within these health services. A qualitative researchdesign was utilized and four focus group interviewswere conducted with 33 nursing service managers countrywide. The transcribed interviews were exposed to acontent analysis. The results confirm that the level ofmotivation amongst these nursing service managers is low.The demotivators relate mainly to the following: inadequateacknowledgement, job insecurity in relation to thefuture, problems with the process of integration, transformationand rationalization, problems with management,many labour related issues, poor/inadequate communication,inadequate support, increased work load, poor physicalenvironment, negative publicity and poor self motivation.Although there were a few motivators identified,they were of less importance. These results were interpretedwithin Herzberg’s motivation theory to identify thehygiene/maintenance factors and to assess whether theimportant motivators were in place. During any processof change, and/or when the level of motivation amongstemployees is low, it is important to adequately managethe environment (hygiene/maintenance factors within theHerzberg theory. But it is even more important to ensurethat the motivators are in place or to intensify them. It istherefore recommended that a motivation strategy, basedon the Herzberg theory as well as the Hackman-Oldhamjob enrichment model, be developed, implemented andevaluated.
Full Text Available The purpose of this paper is to analyze the link between perceived levels of organizational process changes, vis-à-vis selected organization-to-employee relationship dimensions based on the Hackman and Oldham (1975 Job diagnostic survey and marketing performance measures. We follow Pettigrew, Woodman and Cameron (2001 in their call for a deeper understanding of the link between the various elements of the organizational change process itself, and organizational performance outcomes. Our analysis is based on data from over 220 organizations, and over 22,800 of their employees in Slovenia between 2008 and 2010. Our analysis shows that the perceived levels of organizational change (OC are the highest for marketing and HRM processes, relative to other organizational processes. Furthermore, we establish that a higher organization-to-employee relationship quality is in myriad ways linked to higher perceived levels of OC in HRM processes. However, this is true only for the initial phase of the current economic crisis (2008 and 2009, but not also for its subsequent widening (2010. On the other hand, the correlation comparison between selected marketing performance measures and perceived level of OC in marketing processes is also significantly linked also to customer loyalty. Lastly, by analyzing the correlations between perceived levels OC and corporate sustainability (as added value per employee we can see that perceived levels of OC in marketing and production processes display high correlations in the beginning of the economic crisis (2008, but not afterward (2009 or 2010. In addition, perceived levels of OC related to HRM do not correlate with added value per employee in any of the three compared years. This shows a different nature of the relationship between specific areas of perceived OC and corporate sustainability, as measured by added value per employee.
Full Text Available Tim M Jenkins, Trevor S Smart, Frances Hackman, Carol Cooke, Keith KC TanClinical Research, Pfizer Worldwide Research and Development, Sandwich, Kent, UKBackground: Detecting the efficacy of novel analgesic agents in neuropathic pain is challenging. There is a critical need for study designs with the desirable characteristics of assay sensitivity, low placebo response, reliable pain recordings, low cost, short duration of exposure to test drug and placebo, and relevant and recruitable population.Methods: We designed a proof-of-concept, double-blind, randomized, placebo-controlled, crossover study in patients with post-traumatic peripheral neuropathic pain (PTNP to evaluate whether such a study design had the potential to detect efficacious agents. Pregabalin, known to be efficacious in neuropathic pain, was used as the active analgesic. We also assessed physical activity throughout the study.Results: Twenty-five adults (20–70 years of age with PTNP for ≥3 months entered a screening week and were then randomized to one of the two following treatment sequences: (1 pregabalin followed by placebo or (2 placebo followed by pregabalin. These 2-week treatment periods were separated by a 2-week washout period. Patients on pregabalin treatment received escalating doses to a final dosage of 300 mg/day (days 5–15. In an attempt to minimize placebo response, patients received placebo treatment during the screening week and the 2-week washout period. Average daily pain scores (primary endpoint were significantly reduced for pregabalin versus placebo, with a mean treatment difference of -0.81 (95% confidence interval: -1.45 to -0.17; P = 0.015.Conclusion: The efficacy of pregabalin was similar to that identified in a large, parallel group trial in PTNP. Therefore, this efficient crossover study design has potential utility for future proof-of-concept studies in neuropathic pain.Keywords: pregabalin, post-traumatic peripheral neuropathic pain, randomized
Full Text Available Christine L Hackman, Adam P KnowldenDepartment of Health Science, The University of Alabama, Tuscaloosa, AL, USABackground: Childhood obesity has reached epidemic proportions in many nations around the world. The theory of planned behavior (TPB and the theory of reasoned action (TRA have been used to successfully plan and evaluate numerous interventions for many different behaviors. The aim of this study was to systematically review and synthesize TPB and TRA-based dietary behavior interventions targeting adolescents and young adults.Methods: The following databases were systematically searched to find articles for this review: Academic Search Premier; Cumulative Index to Nursing and Allied Health (CINAHL; Education Resources Information Center (ERIC; Health Source: Nursing/Academic Edition; Cochrane Central Register of Controlled Trials (CENTRAL; and MEDLINE. Inclusion criteria for articles were: 1 primary or secondary interventions, 2 with any quantitative design, 3 published in the English language, 4 between January 2003 and March 2014, 5 that targeted adolescents or young adults, 6 which included dietary change behavior as the outcome, and 7 utilized TPB or TRA.Results: Of the eleven intervention studies evaluated, nine resulted in dietary behavior change that was attributed to the treatment. Additionally, all but one study found there to be a change in at least one construct of TRA or TPB, while one study did not measure constructs. All of the studies utilized some type of quantitative design, with two employing quasi-experimental, and eight employing randomized control trial design. Among the studies, four utilized technology including emails, social media posts, information on school websites, web-based activities, audio messages in classrooms, interactive DVDs, and health-related websites. Two studies incorporated goal setting and four employed persuasive communication.Conclusion: Interventions directed toward changing dietary behaviors
Tanaka, K. L.; Skinner, J. A.; Hare, T. M.
Geologic maps present, in an historical context, fundamental syntheses of interpretations of the materials, landforms, structures, and processes that characterize planetary surfaces and shallow subsurfaces (e.g., Varnes, 1974). Such maps also provide a contextual framework for summarizing and evaluating thematic research for a given region or body. In planetary exploration, for example, geologic maps are used for specialized investigations such as targeting regions of interest for data collection and for characterizing sites for landed missions. Whereas most modern terrestrial geologic maps are constructed from regional views provided by remote sensing data and supplemented in detail by field-based observations and measurements, planetary maps have been largely based on analyses of orbital photography. For planetary bodies in particular, geologic maps commonly represent a snapshot of a surface, because they are based on available information at a time when new data are still being acquired. Thus the field of planetary geologic mapping has been evolving rapidly to embrace the use of new data and modern technology and to accommodate the growing needs of planetary exploration. Planetary geologic maps have been published by the U.S. Geological Survey (USGS) since 1962 (Hackman, 1962). Over this time, numerous maps of several planetary bodies have been prepared at a variety of scales and projections using the best available image and topographic bases. Early geologic map bases commonly consisted of hand-mosaicked photographs or airbrushed shaded-relief views and geologic linework was manually drafted using mylar bases and ink drafting pens. Map publishing required a tedious process of scribing, color peel-coat preparation, typesetting, and photo-laboratory work. Beginning in the 1990s, inexpensive computing, display capability and user-friendly illustration software allowed maps to be drawn using digital tools rather than pen and ink, and mylar bases became obsolete
Full Text Available A Review of: Carroll, A. J., Corlett-Rivera, K., Hackman, T., & Zou, J. (2016. E-book perceptions and use in STEM and non-STEM disciplines: A comparative follow-up study. portal: Libraries and the Academy, 16(1, 131-162. https://doi.org/10.1353/pla.2016.0002 Abstract Objective – To compile a set of usability and collection development suggestions and to examine a possible statistical correlation between visiting the physical library, online resource use, and e-book use. Design – Online questionnaire survey. Setting – Major public research university in Maryland, United States of America. Subjects – 47,209 faculty, students, and staff. Methods – This survey is a follow-up to a similar 2012 study at the same institution. Survey respondents completed 14 multiple-choice and up to 8 open-ended questions about academic e-book discovery, perception, and usage patterns for both STEM and non-STEM respondents using the Qualtrics online research platform. Seven of eight open-ended questions were conditional (i.e., dependent on answers to multiple-choice questions, thus the number of questions answered by respondents could vary. The survey was available from October 1 to November 22, 2014, and promoted across a variety of communication channels (email, library website, social media, print flyers and handouts. Incentives for completing the survey included one iPad Mini and eight U.S. $25 Amazon gift cards. Main Results – 1,911 (820 STEM and 1,091 non-STEM self-selected students, faculty, and staff from a total campus population of 47,209 faculty, students, and staff (4.2% response rate participated in the survey, excluding 277 additional responses representing library personnel (70 and individuals not affiliated with the institution (207. 64% of respondents indicated more e-book use than three years before, with only 21.9% of respondents noting they never use e-books for academic purposes compared to 31% in 2012. 32.5% of respondents noted daily