Matches in SemOpenAlex for { <https://semopenalex.org/work/W2018350314> ?p ?o ?g. }
- W2018350314 endingPage "589" @default.
- W2018350314 startingPage "574" @default.
- W2018350314 abstract "AbstractThe article focuses on the effects of management-by-results from the perspective of the work motivation of university employees. The study is based on extensive survey data among employees at Finnish universities. According to the results, performance measurement is based on quantitative rather than qualitative measures, and the current management-by-results system has a negative effect on work motivation among experts. The motivation to engage in creative, knowledge-intensive work, such as the work carried out at universities, is typically intrinsic. In the light of the empirical findings of the study it seems that management-by-results is in conflict with intrinsic motivation and the very essence of the expert work undertaken in universities.Keywordsmanagement-by-resultsperformance measurementuniversitiesmotivationNew Public Managementcreativity AcknowledgementThe authors would like to thank Markus Grandlund and Timo Hyvönen for their helpful comments on earlier versions of the article.NotesBoth authors contributed equally to this work.For example, when the nation-wide performance-related pay system was introduced in Finnish universities, there were no essential budgetary increases to allow the reward system to work properly.It should be noted that competition for students does not create significant ‘market pressure’ in Finnish universities. Unlike in many other countries, university rankings and league tables (see, for example, Briggs Citation2006) play only a minor role in student choice. According to Eurobarometer (European Commission Citation2009), only 6% of Finnish students (compared with 50% in the UK, for example) strongly agreed that university performance ranking would help them to choose where to study.Also known as performance appraisal, employee appraisal and performance review.Of the respondents, 53.9% were men and 46.1% women; 16.7% were full professors and the remaining 83.3% represented other teaching and research staff. Both the distribution of sexes and the numbers of professors represent well the overall distribution of the sexes and the proportion of full professors in Finnish universities.There are a total of 16 universities in Finland, of which 10 are multidisciplinary.Typical forms of quantitative evaluation in the Finnish context include the number of journal articles published, the number of citations, the number of credits and degrees, the number of teaching hours, and the amount of external research funding, whereas typical forms of qualitative evaluation include development discussions, feedback from peers/supervisors, awards for achievements in teaching and/or research, publication in top-tier outlets and academic positions of trust.The ‘missing’ 5% of the respondents stated that research was not included in their work duties.There were no statistically significant differences in responses arising from the respondents' position, university, field of science, faculty, or sex." @default.
- W2018350314 created "2016-06-24" @default.
- W2018350314 creator A5011558363 @default.
- W2018350314 creator A5069502063 @default.
- W2018350314 date "2012-08-02" @default.
- W2018350314 modified "2023-10-17" @default.
- W2018350314 title "Management-by-results and performance measurement in universities – implications for work motivation" @default.
- W2018350314 cites W1499672159 @default.
- W2018350314 cites W1974127450 @default.
- W2018350314 cites W1974919760 @default.
- W2018350314 cites W1979018506 @default.
- W2018350314 cites W1986344532 @default.
- W2018350314 cites W1993463341 @default.
- W2018350314 cites W2000386499 @default.
- W2018350314 cites W2004736350 @default.
- W2018350314 cites W2022859412 @default.
- W2018350314 cites W2047226571 @default.
- W2018350314 cites W2055799006 @default.
- W2018350314 cites W2056834789 @default.
- W2018350314 cites W2061774427 @default.
- W2018350314 cites W2071464654 @default.
- W2018350314 cites W2079663175 @default.
- W2018350314 cites W2088058003 @default.
- W2018350314 cites W2094794732 @default.
- W2018350314 cites W2129952862 @default.
- W2018350314 cites W2131919747 @default.
- W2018350314 cites W2143448299 @default.
- W2018350314 cites W2143956108 @default.
- W2018350314 cites W2145576447 @default.
- W2018350314 cites W2149185855 @default.
- W2018350314 cites W2170525254 @default.
- W2018350314 cites W3022009422 @default.
- W2018350314 cites W3121857298 @default.
- W2018350314 cites W4234228012 @default.
- W2018350314 doi "https://doi.org/10.1080/03075079.2012.709497" @default.
- W2018350314 hasPublicationYear "2012" @default.
- W2018350314 type Work @default.
- W2018350314 sameAs 2018350314 @default.
- W2018350314 citedByCount "115" @default.
- W2018350314 countsByYear W20183503142014 @default.
- W2018350314 countsByYear W20183503142015 @default.
- W2018350314 countsByYear W20183503142016 @default.
- W2018350314 countsByYear W20183503142017 @default.
- W2018350314 countsByYear W20183503142018 @default.
- W2018350314 countsByYear W20183503142019 @default.
- W2018350314 countsByYear W20183503142020 @default.
- W2018350314 countsByYear W20183503142021 @default.
- W2018350314 countsByYear W20183503142022 @default.
- W2018350314 countsByYear W20183503142023 @default.
- W2018350314 crossrefType "journal-article" @default.
- W2018350314 hasAuthorship W2018350314A5011558363 @default.
- W2018350314 hasAuthorship W2018350314A5069502063 @default.
- W2018350314 hasConcept C105639569 @default.
- W2018350314 hasConcept C111472728 @default.
- W2018350314 hasConcept C119857082 @default.
- W2018350314 hasConcept C120912362 @default.
- W2018350314 hasConcept C120936955 @default.
- W2018350314 hasConcept C127413603 @default.
- W2018350314 hasConcept C138885662 @default.
- W2018350314 hasConcept C144024400 @default.
- W2018350314 hasConcept C144133560 @default.
- W2018350314 hasConcept C15744967 @default.
- W2018350314 hasConcept C162324750 @default.
- W2018350314 hasConcept C162853370 @default.
- W2018350314 hasConcept C17744445 @default.
- W2018350314 hasConcept C18762648 @default.
- W2018350314 hasConcept C18903297 @default.
- W2018350314 hasConcept C189430467 @default.
- W2018350314 hasConcept C19417346 @default.
- W2018350314 hasConcept C199539241 @default.
- W2018350314 hasConcept C2777967642 @default.
- W2018350314 hasConcept C2779719641 @default.
- W2018350314 hasConcept C2910001868 @default.
- W2018350314 hasConcept C39549134 @default.
- W2018350314 hasConcept C41008148 @default.
- W2018350314 hasConcept C78519656 @default.
- W2018350314 hasConcept C86803240 @default.
- W2018350314 hasConcept C91306197 @default.
- W2018350314 hasConceptScore W2018350314C105639569 @default.
- W2018350314 hasConceptScore W2018350314C111472728 @default.
- W2018350314 hasConceptScore W2018350314C119857082 @default.
- W2018350314 hasConceptScore W2018350314C120912362 @default.
- W2018350314 hasConceptScore W2018350314C120936955 @default.
- W2018350314 hasConceptScore W2018350314C127413603 @default.
- W2018350314 hasConceptScore W2018350314C138885662 @default.
- W2018350314 hasConceptScore W2018350314C144024400 @default.
- W2018350314 hasConceptScore W2018350314C144133560 @default.
- W2018350314 hasConceptScore W2018350314C15744967 @default.
- W2018350314 hasConceptScore W2018350314C162324750 @default.
- W2018350314 hasConceptScore W2018350314C162853370 @default.
- W2018350314 hasConceptScore W2018350314C17744445 @default.
- W2018350314 hasConceptScore W2018350314C18762648 @default.
- W2018350314 hasConceptScore W2018350314C18903297 @default.
- W2018350314 hasConceptScore W2018350314C189430467 @default.
- W2018350314 hasConceptScore W2018350314C19417346 @default.
- W2018350314 hasConceptScore W2018350314C199539241 @default.
- W2018350314 hasConceptScore W2018350314C2777967642 @default.
- W2018350314 hasConceptScore W2018350314C2779719641 @default.