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We imbue our programs __________ the quality to motivate every team member.

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with完整句子：We imbue our programs with the quality to motivate ......

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Spence and Robbins’ (1992) measure is the most widely applied assessment of worker types (Porter, 1996). Their scale is comprised of work involvement, work drive, and work enjoyment. Work involvement represents the amount of time and energy a person dedicates to work-related activities, both on and off the job. Work drive reflects an individual’s internal compulsion to work, regardless of external rewards. Work enjoyment is simply the positive feelings and emotional satisfaction provided by work. Read the extract from a journal article with the title A Comparison among Worker Types and try to make the classification by marking High and Low for the scales. Worker Types Workaholism researchers have recently suggested the importance of distinguishing among types of workers (e.g., Aziz & zickar, 2006). These distinctions have a bearing on our understanding of workaholism (Bonebright, Clay, & Ankenmann, 2000). Thus, we report an in-depth investigation of worker types as proposed by Spence and Robbins (1992), examining them in terms of correlates of workaholism (e.g., work–life imbalance, hours worked). Based on high and low scores on work involvement, work drive, and work enjoyment, Spence and Robbins identified six worker types. In this article, we present a new way to study Spence and Robbins’ worker types, without the loss of power that accompanies the median-split approach they used. Workaholics spend a considerable amount of time thinking about and engaging in work, but they do not really enjoy working, thereby leading to strife in their relationships with family, friends, coworkers, and members of the community. Due to this work–life imbalance, they can experience a great deal of stress and health problems. Workaholics are perfectionists and have a difficult time delegating tasks. They might not engage in social interactions around the workplace, but they tend to be fairly productive. Positively engaged workers work a lot, spend a great deal of time thinking about work, and simply love the act of working. However, this devotion to work can lead to health problems and conflict with family members, friends, and coworkers. In essence, such individuals are always doing something in the office, are highly energetic, have positive affect, and are ideal employees. The work enthusiast does a lot of work and enjoys it but does not place much value in work quality. In turn, this person is not stressed out and is fairly balanced, thereby offsetting the physical and mental health effects from working long hours. Such individuals are always present and “bubbly” but are likely to make mistakes and get involved in office politics. Relaxed workers have high levels of emotional well-being, few psychosomatic complaints, and very low work–family conflict. They typically work a few more hours per week than the other nonworkaholic types, even though they feel very little pressure to work and are not motivated by their salaries. The disenchanted worker is the most troubled of the nonworkaholic types and experiences very low life satisfaction and little sense of purpose in life. Despite typically working the least number of hours of all the typologies, this worker type has poor psychological outcomes, is highly stressed, and has no motivation to work. Unengaged workers experience moderate levels of life satisfaction and sense of purpose in life. They do not feel a lot of pressure at work, which leads to minimal stress and health complaints. Working only the hours required of them, unengaged workers have no motivation to work and are complacent with their careers. Shahnaz A., Karl L. W., Howard R. B. (2010) A Comparison among Worker Types. The Psychological Record. pp. 627-641. Work involvement for workaholic:
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