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Sample records for non-self-determined work motivation

  1. Reactions to changes in work control: Implications for self-determined and non-self-determined individuals.

    Science.gov (United States)

    Parker, Stacey L; Jimmieson, Nerina L; Amiot, Catherine E

    2016-10-01

    We investigate the extent to which individuals' global motivation (self-determined and non-self-determined types) influences adjustment (anxiety, positive reappraisal) and engagement (intrinsic motivation, task performance) in reaction to changes to the level of work control available during a work simulation. Participants (N = 156) completed 2 trials of an inbox activity under conditions of low or high work control-with the ordering of these levels varied to create an increase, decrease, or no change in work control. In support of the hypotheses, results revealed that for more self-determined individuals, high work control led to the increased use of positive reappraisal. Follow-up moderated mediation analyses revealed that the increases in positive reappraisal observed for self-determined individuals in the conditions in which work control was high by Trial 2 consequently increased their intrinsic motivation toward the task. For more non-self-determined individuals, high work control (as well as changes in work control) led to elevated anxiety. Follow-up moderated mediation analyses revealed that the increases in anxiety observed for non-self-determined individuals in the high-to-high work control condition consequently reduced their task performance. It is concluded that adjustment to a demanding work task depends on a fit between individuals' global motivation and the work control available, which has consequences for engagement with demanding work. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  2. Self-determined, but not non-self-determined, motivation predicts activations in the anterior insular cortex: an fMRI study of personal agency.

    Science.gov (United States)

    Lee, Woogul; Reeve, Johnmarshall

    2013-06-01

    Neuroscientific studies on agency focus rather exclusively on the notion of who initiates and regulates actions, not on the notion of why the person does. The present study focused on the latter to investigate two different reasons underlying personal agency. Using event-related functional magnetic resonance imaging, we scanned 16 healthy human subjects while they imagined the enactment of volitional, agentic behavior on the same task but either for a self-determined and intrinsically motivated reason or for a non-self-determined and extrinsically motivated reason. Results showed that the anterior insular cortex (AIC), known to be related to the sense of agency, was more activated during self-determined behavior while the angular gyrus, known to be related to the sense of loss of agency, was more activated during non-self-determined behavior. Furthermore, AIC activities during self-determined behavior correlated highly with participants' self-reported intrinsic satisfactions. We conclude that self-determined behavior is more agentic than is non-self-determined behavior and that personal agency arises only during self-determined, intrinsically motivated action.

  3. Hospital nurses' work motivation.

    Science.gov (United States)

    Toode, Kristi; Routasalo, Pirkko; Helminen, Mika; Suominen, Tarja

    2015-06-01

    The knowledge surrounding nurses' work motivation is currently insufficient, and previous studies have rarely taken into account the role of many influential background factors. This study investigates the motivation of Estonian nurses in hospitals, and how individual and organisational background factors influence their motivation to work. The study is quantitative and cross-sectional. An electronically self-reported questionnaire was used for data collection. The sample comprised of 201 Registered Nurses working in various hospital settings in Estonia. Data were analysed using descriptive statistics, two-sample Wilcoxon rank-sum (Mann-Whitney) test, Kruskal-Wallis equality-of-populations rank test and Spearman's correlation. Both extrinsic and intrinsic motivations were noted among hospital nurses. Nurses were moderately externally motivated (M = 3.63, SD = 0.89) and intrinsically strongly motivated (M = 4.98, SD = 1.03). A nurses' age and the duration of service were positively correlated with one particular area of extrinsic work motivation, namely introjected regulation (p extrinsic motivation (p = 0.016) and intrinsic work motivation (p = 0.004). The findings expand current knowledge of nurses' work motivation by describing the amount and orientation of work motivation among hospital nurses and highlighting background factors which should be taken into account in order to sustain and increase their intrinsic work motivation. The instrument used in the study can be an effective tool for nurse managers to determine a nurse's reasons to work and to choose a proper motivational strategy. Further research and testing of the instrument in different countries and in different contexts of nursing is however required. © 2014 Nordic College of Caring Science.

  4. Motivational Orientations in Work

    Science.gov (United States)

    Murtonen, Mari; Olkinuora, Erkki; Palonen, Tuire; Hakkarainen, Kai; Lehtinen, Erno

    2008-01-01

    The rapid development in working life during recent decades has changed the structures of work organisations and expectations of employees' work. Differing forms of professional employment and different types of organisational environments likely promote different types of motivational patterns in workers. The aim of this study was to apply a…

  5. Motivational Orientations in Work

    Science.gov (United States)

    Murtonen, Mari; Olkinuora, Erkki; Palonen, Tuire; Hakkarainen, Kai; Lehtinen, Erno

    2008-01-01

    The rapid development in working life during recent decades has changed the structures of work organisations and expectations of employees' work. Differing forms of professional employment and different types of organisational environments likely promote different types of motivational patterns in workers. The aim of this study was to apply a…

  6. Biopsychosocial correlates of work motivation

    OpenAIRE

    Liesienė, Justina; Endriulaitienė, Auksė

    2008-01-01

    Background, purpose. Work motivation is a potential predictor of employee turnover, job satisfaction, commitment, job performance and psychological wellbeing. Researchers argue that motivated employees work more effectively. The purpose of the current study was to identify biological (gender, age and health), psychological (personality traits) and social (marital status, children, work sector and position) factors related to employees’ work motivation. It was also predicted that subjectively ...

  7. Work Motivation: Theory and Practice.

    Science.gov (United States)

    Katzell, Raymond A.; Thompson, Donna E.

    1990-01-01

    Presents theories of motivation classified as those dealing either with exogenous causes or with endogenous processes. The following strategies for improving work motivation are discussed: (1) personal motives; (2) incentives and rewards; (3) reinforcement; (4) goal-setting techniques; (5) personal and material resources; (6) social and group…

  8. Motivational Issues in Knowledge Work

    Directory of Open Access Journals (Sweden)

    Anca BOGDAN

    2008-01-01

    Full Text Available The paper discusses the place of emotions in modern theories of motivation, and the influence of the knowledge-oriented paradigm on redefining motivation and rethinking ways of rendering work, knowledge work, in particular, more efficient, in a society in which human participation and deployment of intellectual capital become key factors of success, replacing traditional, tangible-focused, factors of production.

  9. Work motivation among healthcare professionals.

    Science.gov (United States)

    Kjellström, Sofia; Avby, Gunilla; Areskoug-Josefsson, Kristina; Andersson Gäre, Boel; Andersson Bäck, Monica

    2017-06-19

    Purpose The purpose of this paper is to explore work motivation among professionals at well-functioning primary healthcare centers subject to a national healthcare reform which include financial incentives. Design/methodology/approach Five primary healthcare centers in Sweden were purposively selected for being well-operated and representing public/private and small/large units. In total, 43 interviews were completed with different medical professions and qualitative deductive content analysis was conducted. Findings Work motivation exists for professionals when their individual goals are aligned with the organizational goals and the design of the reform. The centers' positive management was due to a unique combination of factors, such as clear direction of goals, a culture of non-hierarchical collaboration, and systematic quality improvement work. The financial incentives need to be translated in terms of quality patient care to provide clear direction for the professionals. Social processes where professionals work together as cohesive groups, and provided space for quality improvement work is pivotal in addressing how alignment is created. Practical implications Leaders need to consistently translate and integrate reforms with the professionals' drives and values. This is done by encouraging participation through teamwork, time for structured reflection, and quality improvement work. Social implications The design of the reforms and leadership are essential preconditions for work motivation. Originality/value The study offers a more complete picture of how reforms are managed at primary healthcare centers, as different medical professionals are included. The value also consists of showing how a range of aspects combine for primary healthcare professionals to successfully manage external reforms.

  10. Work motivation of nurses: a literature review.

    Science.gov (United States)

    Toode, Kristi; Routasalo, Pirkko; Suominen, Tarja

    2011-02-01

    The aim of this review is to describe nurses' work motivation from the perspective of staff nurses. This information would be useful for the development of motivation strategies and further research into nurses' work motivation. A thorough review of the research literature. The literature search was performed using four databases: CINAHL, PubMed, PsychINFO, and SocINDEX. Only studies that met the following criteria were selected for review: (1) were published between 1990 and 2009, (2) were written in English, (3) dealt with work motivation, (4) concerned working staff nurses, (5) involved empirical research, (6) clearly and explicitly provided the research results about the factors affecting nurses' work motivation. Altogether 24 studies met these criteria and were included in this review. Inductive content analysis was carried out to analyse and categorise the data. Nursing research has neither clear understanding nor consensus about the concept of work motivation; nor has a universal definition been adopted. Despite limited empirical evidence it may be concluded that staff nurses appear to be motivated. Five categories of factors affecting their work motivation were identified: (1) work-place characteristics, (2) working conditions, (3) personal characteristics, (4) individual priorities, and (5) internal psychological states. Further research is needed to gain a more comprehensive insight into nurses' work motivation and the factors affecting it. This can be achieved by defining the concept of work motivation as precisely as possible, working out a pertinent research methodology, and subsequently developing and testing a theoretical model of nurses' work motivation. Copyright © 2010 Elsevier Ltd. All rights reserved.

  11. Flexible working motivates all staff.

    Science.gov (United States)

    2001-04-01

    A recent survey has demolished the myth that work-life balance is only of interest to women with children. The survey, commissioned by Lloyds TSB on behalf of the Employers for Work Life Balance organisation, shows that young workers and men are equally interested in flexible working arrangements that allow them to pursue interests outside of work.

  12. Motivating salespeople: what really works.

    Science.gov (United States)

    Steenburgh, Thomas; Ahearne, Michael

    2012-01-01

    No sales force consists entirely of stars; sales staffs are usually made up mainly of solid perfomers, with smaller groups of laggards and rainmakers. Though most compensation plans approach these three groups as if they were the same, research shows that each is motivated by something different. By accounting for those differences in their incentive programs, companies can coax better performance from all their salespeople. As the largest cadre, core performers typically represent the greatest opportunity, but they're often ignored by incentive plans. Contests with prizes that vary in nature and value (and don't all go to stars) will inspire them to ramp up their efforts, and tiered targets will guide them up the performance curve. Laggards need quarterly bonuses to stay on track; when they have only annual bonuses, their revenues will drop 10%, studies show. This group is also motivated by social pressure-especially from new talent on the sales bench. Stars tend to get the most attention in comp plans, but companies often go astray by capping their commissions to control costs. If firms instead remove commission ceilings and pay extra for overachievement, they'll see the sales needle really jump. The key is to treat sales compensation not as an expense to rein in but as a portfolio of investments to manage. Companies that do this will be rewarded with much higher returns.

  13. Towards an Islamic model of work motivation

    Directory of Open Access Journals (Sweden)

    Akram Abdul Cader

    2016-07-01

    Full Text Available Optimal motivation (al-himmah al-‘āliyyah is an important concept in Islamic psychology. Current Islamic models predominantly focus on integration with Western theories. This study proposes a synthesised model of Islamic motivation through an interpretive approach of Islamic theological texts (Qur’ān and Sunnah, classical Islamic works, and a systematic analysis of Western academic research. Islamic work motivation focuses on states of the nafs (self: al-nafs al-muṭma’innah (tranquil, al-nafs al-lawwāmah (self-reproaching, and al-nafs al-ammārah bi-al-sū’ (inclined to evil. Tawḥīd (monotheism, mediated by sincerity and Sunnah compliance, drives īmān (belief. Optimal motivation is a result of strengthened īmān moderated by knowledge, patience, reliance, piety, encouragement, and admonishment. The resultant action, integrated with a rewards/punishment system, yields motivated behaviour. Motivated behaviour is classified in three behavioural types: ẓālim li-nafsih (self-oppressive, muqtaṣid (moderate, and sābiq bi-al-khayrāt (foremost in good. Optimal motivation is the state of tranquillity where the individual sincerely strives towards good action. The model provides practitioners with a model that can be used to manage motivation and provides researchers a comprehensive framework of Islamic motivation.

  14. Meaning of Work and Employee Motivation

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    Winnie Mujah

    2011-12-01

    Full Text Available The research aim is to discover the meaning of work to employees, how central work is in their lives, their perceived level of motivation at work and factors that would increase their motivation level. The centrality of work is compared against other factors such as leisure, community, religion and family. The factors representing the meaning of work include: (1 work provides needed income; (2 working is interesting and satisfying; (3 working gives opportunity to meet and socialize with other people; (4 working is a useful way to serve society; (5 working gives status, prestige and respect; (6 working is a religious or spiritual obligation; (7 working to stay occupied. The research method used is a quantitative questionnaire distributed to employees, both academics and non-academics at INTI International University. The research concludes that work is of averagely centrality to employees and that their primary motivation to work is to earn an income. The implication of this is that money is a motivator (which contradicts Herzberg’s Two Factor Theory which says that money is not a motivator and as such, the organisation should thus provide adequate compensation and reward as a means of motivating employees. According to Moncrief (2010, managers may apply to encouraging their employees by monetary awards when they act in the way expected from them. The effect of such awards is still limited like other motivating tools and they may be useless or even become a damaging factor in the case that they are not used carefully and in a fair manner or not individualized sufficiently. The function of economic awarding used by many enterprises today in various ways in motivating people cannot be denied. However it is seen that appeal to the motivating economic tools and expecting from them more than needed does not seem to result in success very much. Therefore, in planning rewarding, encouraging economic tools should be employed in accordance with

  15. Older workers more motivated in their work

    NARCIS (Netherlands)

    Smulders, P.

    2004-01-01

    The TNO Work Situation Survey 2002 shows that, although older workers in the Netherlands report more health problems than their younger colleagues, they are seen to be more motivated and absorbed in their work. In the light of the predicted shrinking of the labour market in the future, it will

  16. Older workers more motivated in their work

    NARCIS (Netherlands)

    Smulders, P.

    2004-01-01

    The TNO Work Situation Survey 2002 shows that, although older workers in the Netherlands report more health problems than their younger colleagues, they are seen to be more motivated and absorbed in their work. In the light of the predicted shrinking of the labour market in the future, it will becom

  17. From Readiness to Action: How Motivation Works

    Directory of Open Access Journals (Sweden)

    Kruglanski Arie W.

    2014-09-01

    Full Text Available We present a new theoretical construct labeled motivational readiness. It is defined as the inclination, whether or not ultimately implemented, to satisfy a desire. A general model of readiness is described which builds on the work of prior theories, including animal learning models and personality approaches, and which aims to integrate a variety of research findings across different domains of motivational research. Components of this model include the Want state (that is, an individual’s currently active desire, and the Expectancy of being able to satisfy that Want. We maintain that the Want concept is the critical ingredient in motivational readiness: without it, readiness cannot exist. In contrast, some motivational readiness can exist without Expectancy. We also discuss the role of incentive in motivational readiness. Incentive is presently conceived of in terms of a Match between a Want and a Perceived Situational Affordance. Whereas in classic models incentive was portrayed as a first order determinant of motivational readiness, here we describe it as a second order factor which affects readiness by influencing Want, Expectancy, or both. The new model’s relation to its theoretical predecessors, and its implications for future research, also are discussed.

  18. Reading Motivation: 10 Elements for Success. Motivational Strategies That Work!

    Science.gov (United States)

    Gerbig, Kori M.

    2009-01-01

    Motivational processes are the foundation for coordinating cognitive goals and strategies in reading. Becoming an excellent, active reader involves attunement of motivational processes with cognitive and language processes in reading. This article presents K-12 strategies for motivating reading success. It describes 10 instructional elements that…

  19. [Difficulties at work and work motivation of ulcerative colitis suffers].

    Science.gov (United States)

    Nasu, Ayami; Yamada, Kazuko; Morioka, Ikuharu

    2015-01-01

    Because ulcerative colitis (UC) repeats remission and relapse, it is necessary to keep the condition at the relapse time in mind when considering support to provide UC suffers with at the workplace. The aim of this survey was to clarify the difficulties at work and work motivation that UC suffers feel at present and experience at the worsening time, and the factors for maintaining work motivation. We carried out an anonymous questionnaire survey of patients with present or past work experience. The difficulties at work (17 items) and work motivation (4 items) in the past week and at the time when the symptoms were most intensive during work were investigated using a newly designed questionnaire. We regarded the time in the past week as the present, and the time when the symptoms were most intensive during work as the worsening time. There were 70 respondents (response rate 32.0%). Their mean age was 43.8 years, and their mean age at onset was 33.8 years. All subjects, except 2 subjects after surgery, took medicine. Fifty-three (75.7%) of the subjects were in remission at the present, and most of them (91.4%) managed their physical condition well. Difficulties at work that many subjects worried about at the present were relevant to work conditions, such as "Others at workplace do not understand having an intractable and relapsing disease" (41.4%) or "Feel delayed or lack of chance of promotion or career advancement due to the disease" (38.6%). At the worsening time, the management of physical condition went wrong, and the frequency of hospital visits was increased, but few subjects consulted with superiors or colleagues at workplace. Difficulties at work that many subjects underwent at the worsening time were relevant to symptoms, such as "Feel physically tired" (80.0%) or "Decline foods or alcoholic beverages offered at business parties" (72.9%). Those who maintained work motivation even at the worsening time received no work-related consideration and had an

  20. Enhancing Motivation for Learning and Work.

    Science.gov (United States)

    Kirkhorn, Judith

    1988-01-01

    Discusses motivation based on adult learning conditions, and suggests appropriate motivation plans for leaders and trainers that will enhance performance. The steps to develop motivation plans include assessing current thinking on motivation and reinforcement options; objectively describing expected behaviors; and developing motivational…

  1. Corporate volunteering - motivation for voluntary work

    Directory of Open Access Journals (Sweden)

    Debora Azevedo

    2008-07-01

    Full Text Available Nowadays, when the welfare state is a responsibility of the entire society, organizations in the private sector assume co-responsibility for social issues. They are also pressured by the challenges presented by technological advances and the globalization , involving new parameters and requirements for quality. In this context, the concept of Corporate Social Responsibility (RSC emerges as an option for solutions to the issues related to the company and the whole community. Among the actions of the RSC is the Corporate Volunteering-program, which aims to promote / encourage employes to do voluntary work. A central issue when talking about volunteering is the withdrawal of these (SILVA and FEITOSA, 2002; TEODÓSIO, 1999 and, in accordance with the Community Solidarity (1997, one of the possible causes for the withdrawal is the lack of clarity as to the motives and expectations that lead the person to volunteer themselves. This study uses qualitative research and triangulation of feedback from volunteers, coordinators of volunteers and social organizations, to present a framework from which it is possible to analyze the various motivations for the volunteer work. Key words: Corporate Volunteering program. Volunteering. Corporate social responsibility.

  2. Examining Relationships among Work Ethic, Academic Motivation and Performance

    Science.gov (United States)

    Meriac, John P.

    2015-01-01

    In this study, work ethic was examined as a predictor of academic motivation and performance. A total of 440 undergraduate students completed measures of work ethic and academic motivation, and reported their cumulative grade point average. Results indicated that several dimensions of work ethic were related to academic motivation and academic…

  3. The Work Tasks Motivation Scale for Teachers (WTMST)

    Science.gov (United States)

    Fernet, Claude; Senecal, Caroline; Guay, Frederic; Marsh, Herbert; Dowson, Martin

    2008-01-01

    The authors developed and validated a measure of teachers' motivation toward specific work tasks: The Work Tasks Motivation Scale for Teachers (WTMST). The WTMST is designed to assess five motivational constructs toward six work tasks (e.g., class preparation, teaching). The authors conducted a preliminary (n = 42) and a main study among…

  4. Examining Relationships among Work Ethic, Academic Motivation and Performance

    Science.gov (United States)

    Meriac, John P.

    2015-01-01

    In this study, work ethic was examined as a predictor of academic motivation and performance. A total of 440 undergraduate students completed measures of work ethic and academic motivation, and reported their cumulative grade point average. Results indicated that several dimensions of work ethic were related to academic motivation and academic…

  5. [work motivation -- assessment instruments and their relevance for medical care].

    Science.gov (United States)

    Fiedler, Rolf G; Ranft, Andreas; Greitemann, Bernhard; Heuft, Gereon

    2005-11-01

    The relevance of work motivation for medical research and healthcare, in particular rehabilitation, is described. Four diagnostic instruments in the German language are introduced which can assess work motivation using a scale system: AVEM, JDS, LMI and FBTM. Their possible application and potential usage for the clinical area are discussed. Apart from the FBTM, none of these instruments can be directly used as a general instrument in a normal medical clinical setting. Finally, a current model for work motivation (compensatory model of work motivation and volition) is presented that contains basis concepts, which are judged as important for future research questions concerning the development of motivation diagnostic instruments.

  6. Motivation to Improve Work through Learning: A Conceptual Model

    OpenAIRE

    Kueh Hua Ng; Rusli Ahmad

    2014-01-01

    This study aims to enhance our current understanding of the transfer of training by proposing a conceptual model that supports the mediating role of motivation to improve work through learning about the relationship between social support and the transfer of training. The examination of motivation to improve work through motivation to improve work through a learning construct offers a holistic view pertaining to a learner's profile in a workplace setting, which emphasizes learning for the imp...

  7. Motivation to Improve Work through Learning: A Conceptual Model

    Directory of Open Access Journals (Sweden)

    Kueh Hua Ng

    2014-12-01

    Full Text Available This study aims to enhance our current understanding of the transfer of training by proposing a conceptual model that supports the mediating role of motivation to improve work through learning about the relationship between social support and the transfer of training. The examination of motivation to improve work through motivation to improve work through a learning construct offers a holistic view pertaining to a learner's profile in a workplace setting, which emphasizes learning for the improvement of work performance. The proposed conceptual model is expected to benefit human resource development theory building, as well as field practitioners by emphasizing the motivational aspects crucial for successful transfer of training.

  8. Development of a measure of work motivation for a meta-theory of motivation.

    Science.gov (United States)

    Ryan, James C

    2011-06-01

    This study presents a measure of work motivation designed to assess the motivational concepts of the meta-theory of motivation. These concepts include intrinsic process motivation, goal internalization motivation, instrumental motivation, external self-concept motivation, and internal self-concept motivation. Following a process of statement development and identification, six statements for each concept were presented to a sample of working professionals (N = 330) via a paper-and-pencil questionnaire. Parallel analysis supported a 5-factor solution, with a varimax rotation identifying 5 factors accounting for 48.9% of total variance. All 5 scales had Cronbach alpha coefficients above .70. Limitations of the newly proposed questionnaire and suggestions for its further development and use are discussed.

  9. Towards an Islamic model of work motivation

    National Research Council Canada - National Science Library

    Akram Abdul Cader

    2016-01-01

    .... Current Islamic models predominantly focus on integration with Western theories. This study proposes a synthesised model of Islamic motivation through an interpretive approach of Islamic theological texts (Qur'an and Sunnah...

  10. Activating the working behavior of citizens by motivation potential

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    Tatyana Nikolayevna Lobanova

    2015-03-01

    Full Text Available Objective to study the possibility to change the working behavior of employees by actualizing their motivational potential. Methods the methods of survey questionnaires focus groups coaching and interview were used in the study. Results the studies have shown that the employeesrsquo motivational potential is revealed through a complex system of labor motivation taking into account the needs and interests of a particular employee and forming the motivational and stimulating environment. Scientific novelty the research includes the development of methods to analyze the employeesrsquo interests and dominant motives and building of the structural system of employeesrsquo motivation to effective action. Practical value developing a method to increase the employeesrsquo motivation for efficient work in the form of a systematic set of actions. The application of this method allows to increase the efficiency and productivity of workers to gain additional profit which is especially important in the context of the economic crisis and the lack of additional investment. nbsp

  11. Employee motivation: new perspectives of the age-old challenge of work motivation.

    Science.gov (United States)

    Rantz, M J; Scott, J; Porter, R

    1996-01-01

    In this qualitative study, the 1950s-1970s work of Frederick Herzberg, the father of work motivational research, was compared, and contrasted with current data study about management effectiveness to explore how employee motivation may have changed. Staff members and managers (N = 38), primarily from healthcare settings, but also from academic, public, and private sector businesses were interviewed. Interpersonal relations now ranks first as a motivating factor in this study. Recognition, the work itself, and responsibility are still ranked as critical motivating factors. These are important to understand as work is redesigned. Supporting positive interpersonal relations among subordinates, supervisors, and peers can be viewed as an effective management strategy to facilitate employee motivation. For employees, developing positive interpersonal relations with co-workers can enhance individual motivation and may improve job satisfaction.

  12. Bicultural Work Motivation Scale for Asian American College Students

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    Chen, Yung-Lung; Fouad, Nadya A.

    2016-01-01

    The bicultural work motivations of Asian Americans have not yet been comprehensively captured by contemporary vocational constructs and scales. For this study, we conducted two studies on the initial reliability and validity of the Bicultural Work Motivation Scale (BWMS) by combining qualitative and quantitative methods. First, a pilot study was…

  13. [Motivation and dissatisfaction factors in the nurse's work].

    Science.gov (United States)

    Batista, Anne Aires Vieira; Vieira, Maria Jésia; Cardoso, Normaclei Cisneiros dos Santos; de Carvalho, Gysella Rose Prado

    2005-03-01

    Motivation and dissatisfaction factors in the work of nurses were researched and identified in the health institutions of the city of Aracaju, with emphasis in the remuneration and working conditions. The sample comprised 10% of the nurses allotted in each health unit researched. It was found that remuneration is not the main motivation in work, but it is the second most mentioned dissatisfaction factor, topped only by working conditions. Other factors that motivate nurses to stay in the job include the possibility of working in something they enjoy, the professional stability given by public positions, a commitment with the population and the importance of their service, among others.

  14. Nurses’ working motivation sources and related factors: A questionnaire survey

    Directory of Open Access Journals (Sweden)

    Said Bodur

    2015-01-01

    Full Text Available Background: Motivation is an important issue for personnel management in health care settings, as it is related to both performance and intention to quit. Objectives: The study was aimed to determine nurses’ working motivation sources and related factors in hospitals. Design: Descriptive study. Settings: A state university hospital and a public hospital in Turkey. Participants: Two hundred and two nurses were randomly selected from each department in a university and in a public hospital. Methods: Data were collected using a socio-demographic questionnaire and the Motivation Sources Inventory and were analyzed using descriptive and inferential statistics. Results: Among five motivation sources, internal self-concept-based motivation was the highest and intrinsic process motivation was the lowest in nurses. There was a significant relation between scores of some motivation sources and managerial experience, income level, satisfaction from the unit, staff roles, and perception of work stress. Conclusions: Intrinsic process motivation, instrumental motivation, and external self-concept-based motivation sources may be improved to increase nurses’ total motivation.

  15. The relationship among achievement motivation, psychological contract and work attitudes

    National Research Council Canada - National Science Library

    Lee, Hung-Wen; Liu, Ching-Hsiang

    2009-01-01

    .... The priority for upgrading service quality is to improve employees' work attitude. Staff of banks were selected as subjects to explore the influences of achievement motivation, psychological contracts, and work attitudes. Results were: 1...

  16. Fluctuations in work motivation: tasks do not matter!

    Science.gov (United States)

    Navarro, Jose; Curioso, Fernando; Gomes, Duarte; Arrieta, Carlos; Cortes, Mauricio

    2013-01-01

    Previous studies have shown that work motivation fluctuates considerably and in a nonlinear way over time. In the present research, we are interested in studying if the task at hand does or does not influence the presence of these fluctuations. We gathered daily registers from 69 workers during 21 consecutive working days (7036 registers) of task developed and levels of motivation, self-efficacy beliefs and instrumentalities perception. These registers were then categorized into a list of labor activities in main tasks and subtasks by means of three judges with a high level of agreement (97.47% for tasks, and 98.64% for subtasks). Taking the MSSD statistic (mean squared successive difference) of the average of motivation, self-efficacy and instrumentality, and using hierarchical regression analysis we have found that tasks (beta = .03; p = .188) and subtasks (beta = .10; p = .268) do not affect the presence of fluctuations in motivation. These results reveal instability in work motivation independently from the tasks and subtasks that the workers do. We proceed to find that fluctuations in work motivation show a fractal structure across the different tasks we do in a working day. Implications of these results to motivational theory will be discussed as well as possible explanations (e.g. the influence of affect in work motivation) and directions for future research are provided.

  17. Cultural Influences and Work Motivation – A literature review

    Directory of Open Access Journals (Sweden)

    Florin-Lucian Isac

    2016-01-01

    Full Text Available Employee motivation must be central to the interests of managers wishing to cultivate and develop the available human resources in addition to obtain increased performances. Traditionally, motivation was regarded as an individual phenomenon pertaining to only one business culture. This paper aims to analyze, through a contrastive approach, the role played by culture in both, the theoretical and the applied research conducted on work motivation.

  18. Working overtime hours: Relations with fatigue, work motivation, and the quality of work

    NARCIS (Netherlands)

    Beckers, D.G.J.; Linden, D. van der; Smulders, P.G.W.; Kompier, M.A.J.; Veldhoven, M.J.P.M. van; Yperen, N.W. van

    2004-01-01

    Objectives: We sought to better understand the relationship between overtime and mental fatigue by taking into account work motivation and the quality of overtime work and studying theoretically derived subgroups. Methods: We conducted a survey-study among a representative sample of the Dutch full-

  19. Working overtime hours: Relations with fatigue, work motivation, and the quality of work

    NARCIS (Netherlands)

    Beckers, D.G.J.; Linden, D. van der; Smulders, P.G.W.; Kompier, M.A.J.; Veldhoven, M.J.P.M. van; Yperen, N.W. van

    2004-01-01

    Objectives: We sought to better understand the relationship between overtime and mental fatigue by taking into account work motivation and the quality of overtime work and studying theoretically derived subgroups. Methods: We conducted a survey-study among a representative sample of the Dutch full-t

  20. Working overtime hours: Relations with fatigue, work motivation, and the quality of work

    NARCIS (Netherlands)

    Beckers, D.G.J.; Linden, D. van der; Smulders, P.G.W.; Kompier, M.A.J.; Veldhoven, M.J.P.M. van; Yperen, N.W. van

    2004-01-01

    Objectives: We sought to better understand the relationship between overtime and mental fatigue by taking into account work motivation and the quality of overtime work and studying theoretically derived subgroups. Methods: We conducted a survey-study among a representative sample of the Dutch

  1. The Motivation at Work Scale: Validation Evidence in Two Languages

    Science.gov (United States)

    Gagne, Marylene; Forest, Jacques; Gilbert, Marie-Helene; Aube, Caroline; Morin, Estelle; Malorni, Angela

    2010-01-01

    The Motivation at Work Scale (MAWS) was developed in accordance with the multidimensional conceptualization of motivation postulated in self-determination theory. The authors examined the structure of the MAWS in a group of 1,644 workers in two different languages, English and French. Results obtained from these samples suggested that the…

  2. Students' Motivation toward Laboratory Work in Physiology Teaching

    Science.gov (United States)

    Dohn, Niels Bonderup; Fago, Angela; Overgaard, Johannes; Madsen, Peter Teglberg; Malte, Hans

    2016-01-01

    The laboratory has been given a central role in physiology education, and teachers report that it is motivating for students to undertake experimental work on live animals or measuring physiological responses on the students themselves. Since motivation is a critical variable for academic learning and achievement, then we must concern ourselves…

  3. Chaos in human behavior: the case of work motivation.

    Science.gov (United States)

    Navarro, José; Arrieta, Carlos

    2010-05-01

    This study considers the complex dynamics of work motivation. Forty-eight employees completed a work-motivation diary several times per day over a period of four weeks. The obtained time series were analysed using different methodologies derived from chaos theory (i.e. recurrence plots, Lyapunov exponents, correlation dimension and surrogate data). Results showed chaotic dynamics in 75% of cases. The findings confirm the universality of chaotic behavior within human behavior, challenge some of the underlying assumptions on which work motivation theories are based, and suggest that chaos theory may offer useful and relevant information on how this process is managed within organizations.

  4. Hospital nurses' individual priorities, internal psychological states and work motivation.

    Science.gov (United States)

    Toode, K; Routasalo, P; Helminen, M; Suominen, T

    2014-09-01

    This study looks to describe the relationships between hospital nurses' individual priorities, internal psychological states and their work motivation. Connections between hospital nurses' work-related needs, values and work motivation are essential for providing safe and high quality health care. However, there is insufficient empirical knowledge concerning these connections for the practice development. A cross-sectional empirical research study was undertaken. A total of 201 registered nurses from all types of Estonian hospitals filled out an electronic self-reported questionnaire. Descriptive statistics, Mann-Whitney, Kruskal-Wallis and Spearman's correlation were used for data analysis. In individual priorities, higher order needs strength were negatively correlated with age and duration of service. Regarding nurses' internal psychological states, central hospital nurses had less sense of meaningfulness of work. Nurses' individual priorities (i.e. their higher order needs strength and shared values with the organization) correlated with their work motivation. Their internal psychological states (i.e. their experienced meaningfulness of work, experienced responsibility for work outcomes and their knowledge of results) correlated with intrinsic work motivation. Nurses who prioritize their higher order needs are more motivated to work. The more their own values are compatible with those of the organization, the more intrinsically motivated they are likely to be. Nurses' individual achievements, autonomy and training are key factors which influence their motivation to work. The small sample size and low response rate of the study limit the direct transferability of the findings to the wider nurse population, so further research is needed. This study highlights the need and importance to support nurses' professional development and self-determination, in order to develop and retain motivated nurses. It also indicates a need to value both nurses and nursing in

  5. Students' motivation toward laboratory work in physiology teaching

    DEFF Research Database (Denmark)

    Dohn, Niels Bonderup; Fago, Angela; Overgaard, Johannes;

    2016-01-01

    our students' levels of interest, willingness to engage (effort), and confidence in understanding (self-efficacy). We also asked students about the role of laboratory work for their own learning and their experience in the physiology laboratory. Our results documented high levels of interest, effort......The laboratory has been given a central role in physiology education, and teachers report that it is motivating for students to undertake experimental work on live animals or measuring physiological responses on the students themselves. Since motivation is a critical variable for academic learning...... and achievement, then we must concern ourselves with questions that examine how students engage in laboratory work and persist at such activities. The purpose of the present study was to investigate how laboratory work influences student motivation in physiology. We administered the Lab Motivation Scale to assess...

  6. Herzberg’s Two Factor Theory of Work Motivation: The Case of Tourism Employees

    OpenAIRE

    Daša Fabjan; Nina Lovec; Žana Čivre

    2013-01-01

    The article focuses on work motivation of Slovenian front-line employees working in tourism. The motivation is analyzed using a Herzberg’s Two Factor Theory of work motivation, which is based on two factor groups of work motivation – growth factors that motivate, and hygiene factors that do not motivate, yet their absence causes work dissatisfaction. The empirical research results indicated that growth factors (e.g. recognition and responsibility) have a major impact on work motivation, while...

  7. What motivates dentists to work in prisons? A qualitative exploration.

    Science.gov (United States)

    Smith, P A; Themessl-Huber, M; Akbar, T; Richards, D; Freeman, R

    2011-08-26

    To explore what motivates dentists to work in prisons using Vroom's theoretical model of motivation as an explanatory framework. In-depth interviews were conducted with ten of the 15 dentists working in Scottish prisons. The focus was to explore their motivations to work in Scottish prisons. The data were analysed using a thematic framework based on the three motivational dimensions of expectancy, instrumentality and valence. The dentists had the skills to help improve their prisoner-patients' oral health but their efforts were often hindered by institutional rationing and the requirement to fit in with prison routines and procedures (expectancy). Despite these institutional difficulties the dentists experienced work rewards associated with the improvement in the prisoners' oral health (instrumentality). Finally, the dentists experienced a feeling of personal worth and a sense of commitment to providing care to Scottish prisoners (valence). The dentists' motivation to work in Scottish prisons may be explained by Vroom's Expectancy Theory. The dentists' motivation is characterised by their beliefs that their work will improve clinical outcomes which will be rewarded by the satisfaction experienced when they overcome environmental obstacles and provide oral health care for their prisoner-patients.

  8. From Readiness to Action: How Motivation Works

    National Research Council Canada - National Science Library

    Arie W. Kruglanski; Marina Chernikova; Noa Schori-Eyal

    2014-01-01

    .... A general model of readiness is described which builds on the work of prior theories, including animal learning models and personality approaches, and which aims to integrate a variety of research...

  9. Heavy work investment: Its motivational make-up and outcomes

    NARCIS (Netherlands)

    van Beek, I.; Taris, T.W.; Schaufeli, W.B.; Brenninkmeijer, V.; Work and Organizational Psychology: Occupational Health Psychology; Afd Sociale & Organisatiepsychologie

    2014-01-01

    Purpose – The present study aims to investigate the motivational correlates of two types of heavy work investment: workaholism and work engagement. Building on Higgins’s regulatory focus theory, the paper examines which work goals workaholic and engaged employees pursue and which strategies they use

  10. Motivation related to work: A century of progress.

    Science.gov (United States)

    Kanfer, Ruth; Frese, Michael; Johnson, Russell E

    2017-03-01

    Work motivation is a topic of crucial importance to the success of organizations and societies and the well-being of individuals. We organize the work motivation literature over the last century using a meta-framework that clusters theories, findings, and advances in the field according to their primary focus on (a) motives, traits, and motivation orientations (content); (b) features of the job, work role, and broader environment (context); or (c) the mechanisms and processes involved in choice and striving (process). Our integrative review reveals major achievements in the field, including more precise mapping of the psychological inputs and operations involved in motivation and broadened conceptions of the work environment. Cross-cutting trends over the last century include the primacy of goals, the importance of goal striving processes, and a more nuanced conceptualization of work motivation as a dynamic, goal-directed, resource allocation process that unfolds over the related variables of time, experience, and place. Across the field, advances in methodology and measurement have improved the match between theory and research. Ten promising directions for future research are described and field experiments are suggested as a useful means of bridging the research-practice gap. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  11. Work motivation in health care: a scoping literature review.

    Science.gov (United States)

    Perreira, Tyrone A; Innis, Jennifer; Berta, Whitney

    2016-12-01

    The aim of this scoping literature review was to examine and summarize the factors, context, and processes that influence work motivation of health care workers. A scoping literature review was done to answer the question: What is known from the existing empirical literature about factors, context, and processes that influence work motivation of health care workers? This scoping review used the Arksey and O'Malley framework to describe and summarize findings. Inclusion and exclusion criteria were developed to screen studies. Relevant studies published between January 2005 and May 2016 were identified using five electronic databases. Study abstracts were screened for eligibility by two reviewers. Following this screening process, full-text articles were reviewed to determine the eligibility of the studies. Eligible studies were then evaluated by coding findings with descriptive labels to distinguish elements that appeared pertinent to this review. Coding was used to form groups, and these groups led to the development of themes. Twenty-five studies met the eligibility criteria for this literature review. The themes identified were work performance, organizational justice, pay, status, personal characteristics, work relationships (including bullying), autonomy, organizational identification, training, and meaningfulness of work. Most of the research involved the use of surveys. There is a need for more qualitative research and for the use of case studies to examine work motivation in health care organizations. All of the studies were cross-sectional. Longitudinal research would provide insight into how work motivation changes, and how it can be influenced and shaped. Several implications for practice were identified. There is a need to ensure that health care workers have access to training opportunities, and that autonomy is optimized. To improve work motivation, there is a need to address bullying and hostile behaviours in the workplace. Addressing the factors that

  12. AN ATTEMPT ON NEW SYSTEMATIZATION OF WORK MOTIVATION THEORIES

    Directory of Open Access Journals (Sweden)

    Luděk Kolman

    2012-06-01

    Full Text Available The paper deals with a semiotic analysis of work motivation theories developed in the second half of the twentieth century. These theories stem from different theoretical backgrounds, varying in ideas as well as in their impact to work motivation reality. For a student approaching this field it might seem to provide an overwhelming situation in an area of study filled with contradictory theories. The method used in this study is similar to one historians use when analysing development in a human society - semiotic analysis. Based on the historical analysis, an analysis of ideas and clusters of meanings follows. Authors assume that personal experience might determine individual motivation factors. It is quite clear, that on the biological level the processes of motivation should be the same in all humans. However, stimuli or conditions under which the processes of motivation are commenced might be caused by the personal experience of the individuals concerned. Authors believe that the above mentioned analysis of clusters of meaning could help us to better systemize the wide range of work motivation theories and make it more evident for all students of the field.

  13. Understanding and Assessing the Work Motivations of Employed Women

    Directory of Open Access Journals (Sweden)

    Frank Bezzina

    2013-09-01

    Full Text Available This empirical study investigates the work motivations of employed women in the Maltese labor market. A self-administered questionnaire purposely designed for the present study was presented to a quota sample of 400 women employed in Malta. Statistical analyses revealed that (a the most important work motivators are “financial independence” and “earning money for basic necessities”; (b the 16 proposed work motivations could be grouped under two internally consistent and unidimensional factors, namely, “personal and professional development” and “social and economic well-being”; and (c that the intention to continue to work in the future was associated with a higher level of “education,” and greater levels of work motivation related to “personal and professional development” and “social and economic well-being.” The findings are discussed and the study provides 10 important recommendations for Maltese labor market policy makers and employers aimed at boosting the participation of working women. These include a more supportive support system for working mothers, flexible educational and training opportunities, and tighter enforcement of laws to prevent gender discrimination and harassment at the place of work and nonobserved economic activity. The study concludes by providing some interesting avenues for further research.

  14. Students' motivation toward laboratory work in physiology teaching.

    Science.gov (United States)

    Dohn, Niels Bonderup; Fago, Angela; Overgaard, Johannes; Madsen, Peter Teglberg; Malte, Hans

    2016-09-01

    The laboratory has been given a central role in physiology education, and teachers report that it is motivating for students to undertake experimental work on live animals or measuring physiological responses on the students themselves. Since motivation is a critical variable for academic learning and achievement, then we must concern ourselves with questions that examine how students engage in laboratory work and persist at such activities. The purpose of the present study was to investigate how laboratory work influences student motivation in physiology. We administered the Lab Motivation Scale to assess our students' levels of interest, willingness to engage (effort), and confidence in understanding (self-efficacy). We also asked students about the role of laboratory work for their own learning and their experience in the physiology laboratory. Our results documented high levels of interest, effort, and self-efficacy among the students. Correlation analyses were performed on the three motivation scales and exam results, yet a significant correlation was only found between self-efficacy in laboratory work and academic performance at the final exam. However, almost all students reported that laboratory work was very important for learning difficult concepts and physiological processes (e.g., action potential), as the hands-on experiences gave a more concrete idea of the learning content and made the content easier to remember. These results have implications for classroom practice as biology students find laboratory exercises highly motivating, despite their different personal interests and subject preferences. This highlights the importance of not replacing laboratory work by other nonpractical approaches, for example, video demonstrations or computer simulations.

  15. Work environments for healthy and motivated public health nurses.

    Science.gov (United States)

    Saito, Naoko; Yamamoto, Takeshi; Kitaike, Tadashi

    2016-01-01

    Objectives By defining health as mental health and productivity and performance as work motivation, the study aimed to identify work environments that promote the health and motivation of public health nurses, using the concept of a healthy work organizations, which encompasses the coexistence of excellent health for each worker and the productivity and performance of the organization.Methods Self-administered questionnaires were sent to 363 public health nurses in 41 municipal public health departments in Chiba prefecture. The questions were comprised of the 12-item General Health Questionnaire (GHQ-12) for mental health and the Morale Measurement Scale (5 items) for work motivation. Demographic data, workplace attributes, workload, and workplace environment were set as independent variables. The Comfortable Workplace Survey (35 items in 7 areas) was used to assess workers' general work environments. The "Work Environment for Public Health Nurses" scale (25 items) was developed to assess the specific situations of public health nurses. While aggregation was carried out area by area for the general work environment, factor analysis and factor-by-factor aggregation were used for public health nurse-specific work environments. Mental health and work motivation results were divided in two based on the total scores, which were then evaluated by t-tests and χ(2) tests. Items that showed a significant correlation were analyzed using logistic regression.Results The valid responses of 215 participants were analyzed (response rate: 59.2%). For the general work environment, high scores (the higher the score, the better the situation) were obtained for "contributions to society" and "human relationships" and low scores were obtained for "career building and human resource development." For public health nurse-specific work environments, high scores were obtained for "peer support," while low scores were obtained for "easy access to advice and training" and

  16. Motivating effects of task and outcome interdependence in work teams

    NARCIS (Netherlands)

    Van der Vegt, G.S.; Emans, B.J.M.; Van de Vliert, E.

    Motivation and performance theories in organizational psychology tend to have a predominantly individualistic scope, relating characteristics of individual tasks to personal work outcomes of individuals (e.g., the Job Characteristics Model [JCM]). The present study goes beyond the realm of

  17. Motivation, Work Satisfaction, and Teacher Change among Early Childhood Teachers

    Science.gov (United States)

    Wagner, Brigid Daly; French, Lucia

    2010-01-01

    This study tests the explanatory power of Deci and Ryan's (1985) self-determination theory as a framework for describing how interactions between early childhood teachers and the systems within which their work is embedded influence motivation for professional growth and change in teaching practice. Fifty-four early childhood teachers and teacher…

  18. Motivating effects of task and outcome interdependence in work teams

    NARCIS (Netherlands)

    Van der Vegt, G.S.; Emans, B.J.M.; Van de Vliert, E.

    1998-01-01

    Motivation and performance theories in organizational psychology tend to have a predominantly individualistic scope, relating characteristics of individual tasks to personal work outcomes of individuals (e.g., the Job Characteristics Model [JCM]). The present study goes beyond the realm of individua

  19. Collective Motivation Beliefs of Early Adolescents Working in Small Groups

    Science.gov (United States)

    Klassen, Robert M.; Krawchuk, Lindsey L.

    2009-01-01

    This study examined collective efficacy, group cohesion, and group performance in 125 randomly assigned groups of older (mean age 13.45 years) and younger (mean age 11.41 years) early adolescents working on three cooperative tasks. Collective motivation significantly predicted performance, even after controlling for past performance and…

  20. Motivation and trust:how millennials experience work motivation and see trust as part of it

    OpenAIRE

    Mäkinen, M. (Mikael)

    2015-01-01

    Yet there are almost countless studies of work motivation and/or workplace happiness and working performance, most of the researches have been in the perspective of older generations like Generation X or The Baby Boomers. The lack of perspective of Millennials (or Generation Y) is natural, since as part of workforce Millennials are still a very young generation. However, since humans do get older, more and more Millennials are joining world’s workforce and will eventually become tomorrow’s le...

  1. CULTURAL DIMENSIONS AND WORK MOTIVATION IN THE EUROPEAN UNION

    Directory of Open Access Journals (Sweden)

    Matei Mirabela

    2013-07-01

    Full Text Available For decades, the field of work motivation was moulded mainly by the cultural constraints. The present scientific paper is a theoretical research which aims at identifying various motivational patterns which might be used in the EU countries. In order to illustrate these differences, we will use three Hofstede’s cultural dimensions: individualism, uncertainty avoidance and masculinity. Each of these cultural dimensions presents particularities which exert an influence on the way of thinking, on the abilities and behaviours of the individuals in a certain society, but we will refer only at the influence on the attitude towards work. For the identification of the motivational patterns, we will have as starting points, on one side, the particularities of the cultural differences and results of the relevant research performed so far; on the other hand there is Maslow’s hierarchy of needs. Hence, we can consider that safety and security prevails upon other needs where uncertainty avoidance is strong (Greece, Romania and so on. The need of belongingness will prevail upon the need of esteem in the feminine cultures (such as Sweden, Latvia, but in the masculine cultures esteem need is stronger (such as in the case of Hungary. In masculine countries with an increased collectivism (Greece, the opportunities for improvement, recognition and extra incomes will have an increased importance, while in feminine countries (Holland, Sweden personal time, freedom and need for belongingness will be more important. Without claiming to be an exhaustive presentation of the motivational patterns, the purpose of the present paper is to underline the necessity that the motivation theories are to be considered valid only in the cultural environment where they were conceived. The transfer and the application of the motivation theories and patterns from one culture to the other, implies the testing of their validity in the new context.

  2. What motivates librarians working in not for profit organizations

    Directory of Open Access Journals (Sweden)

    Vera Gradišar

    1997-01-01

    Full Text Available The area called motivation in not-for-profit organizations - including public enterprises - has been rather neglected. Most often the opinion prevails that apart from fixed salaries and system of promotion, there are no other ways of motiva ting staff. The aim of this article is to point out that this is not the čase, and that successful and efficient work of the staff which is necessary for the attainment of the goals of the organization, does not depend only on money. Motivating factors can be assessed by means of simple questionnaires.The articlebriefly defines the siginficance of public enterprises, their management and operation, areas which are mainly defined and controlled from outside.Motivation, factors affecting it, Maslow's theory of motivation and Herzberg's bifactorial theory are described. The fourth chapter brings some more on human resources in libraries and on the inquiry carried out on the basis of Herzberg's bifactorial theory; some directions on how we can use ali the different factors at our disposal are added as well.

  3. Boredom at work: Towards a dynamic spillover model of need satisfaction, work motivation, and work-related boredom

    NARCIS (Netherlands)

    Hooff, M.L.M. van; Hooft, E.A.J. van

    2017-01-01

    Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associa

  4. Boredom at work: Towards a dynamic spillover model of need satisfaction, work motivation, and work-related boredom

    NARCIS (Netherlands)

    Hooff, M.L.M. van; Hooft, E.A.J. van

    2017-01-01

    Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the

  5. [Diagnostics of work motivation (DIAMO): optimization and construct validity].

    Science.gov (United States)

    Ranft, Andreas; Fiedler, Rolf; Greitemann, Bernhard; Heuft, Gereon

    2009-01-01

    Faced with increasing cost pressure of the social insurance system the carriers of rehabilitation programs focus on the efficacy of their measures. The diagnostic instrument for work motivation (DIAMO) has been developed to assess the influence of job-related motivation on the rehabilitation outcome. The inner structure of the instrument was validated and optimized in a cohort of medical rehabilitation patients (n = 422). Construct validity was further tested by using established instruments. Ten scales related to self-image, intention of action and goodness of fit show good psychometric qualities (Cronbachs alpha: 0.72 - 0.86). The constructs correlate moderately-to-strongly with personality-oriented scales while correlation with disease-related contents is low. The DIAMO is a generic and not disease oriented instrument. It would be expected to facilitate the development of vocational interventions to increase the rehabilitation outcome.

  6. Development and Validation of the Work Role Motivation Scale for School Principals (WRMS-SP)

    Science.gov (United States)

    Fernet, Claude

    2011-01-01

    Purpose: The aim of this study was to develop and validate a scale to assess work role motivation in school principals: the Work Role Motivation Scale for School Principals (WRMS-SP). The WRMS-SP is designed to measure intrinsic motivation, three types of extrinsic motivation (identified, introjected, and external), and amotivation with respect to…

  7. EFFECT OF SCHOOL CLIMATE, WORK STRESS AND WORK MOTIVATION ON THE PERFORMANCE OF TEACHER

    Directory of Open Access Journals (Sweden)

    Ramlani Lina Sinaulan

    2016-12-01

    Full Text Available Performance is a form of behavior of a person or organization with achievement orientation. The study results are known (a the school climate affect performance of teachers, b there is influence of work stress on teacher performance, (c work motivation effect on teacher performance, d school climate influence on job motivation of teachers, and (e work stress effect on work motivation of teachers. Suggestions studies (a improving teacher performance should the top priority schools in school management efforts. This condition given that performance of teachers are the main pillars that determine the success of the school in improving quality of students. Therefore, performance of the teacher must always be good and necessary to update the knowledge of teachers on the latest information in education as benchmarks increase teacher performance, (b job motivation of teachers needs to improved, among others, with reward and punishment impartial towards the success achieved by the teacher as well as the violations committed so that it becomes part of an effort to motivate teachers to work.

  8. Approaches to Learning at Work: Investigating Work Motivation, Perceived Workload, and Choice Independence

    Science.gov (United States)

    Kyndt, Eva; Raes, Elisabeth; Dochy, Filip; Janssens, Els

    2013-01-01

    Learning and development are taking up a central role in the human resource policies of organizations because of their crucial contribution to the competitiveness of those organizations. The present study investigates the relationship of work motivation, perceived workload, and choice independence with employees' approaches to learning at work.…

  9. Approaches to Learning at Work: Investigating Work Motivation, Perceived Workload, and Choice Independence

    Science.gov (United States)

    Kyndt, Eva; Raes, Elisabeth; Dochy, Filip; Janssens, Els

    2013-01-01

    Learning and development are taking up a central role in the human resource policies of organizations because of their crucial contribution to the competitiveness of those organizations. The present study investigates the relationship of work motivation, perceived workload, and choice independence with employees' approaches to learning at work.…

  10. Motivations of Teaching Work: A Case Study of Two Public Accounting Programs in Bogota

    National Research Council Canada - National Science Library

    David Andrés Camargo-Mayorga

    2016-01-01

    ... motivational proposal of Frederick Herzberg, Bernard Mausner, and Barbara Bloch Snyderman (1959). Said proposal postulates hygienic factors and motivators that influence work, in this case, the work of the teacher and his pedagogical practice...

  11. Paid caregiver motivation, work conditions, and falls among senior clients.

    Science.gov (United States)

    Lindquist, Lee A; Tam, Karen; Friesema, Elisha; Martin, Gary J

    2012-01-01

    The purpose of this study was to determine the motivation of paid non-familial caregivers of seniors, understand more about their work conditions, and identify any links to negative outcomes among their senior clients. Ninety-eight paid caregivers (eighty-five female and thirteen male), recruited from multiple sites (i.e. senior centers, shopping malls, local parks, lobbies of senior apartments, caregiver agency meetings) completed face-to-face questionnaires and semi-structured interviews. We found that 60.7% of participants chose to become a caregiver because they enjoyed being with seniors while 31.7% were unable to obtain other work, and 8.2% stated it was a prerequisite to a different health related occupation. Caregivers stated that the most challenging conditions of their work were physical lifting (24.5%), behavioral and psychological symptoms of dementia (24.5%), senior depression/mood changes (18.4%), attachment with impending death (8.2%), missing injuries to client (5.1%), lack of sleep (4.1%), and lack of connection with outside world (3.1%). Caregivers who reported that the best part of their job was the salary, flexible hours, and ease of work were significantly more likely to have clients who fell and fractured a bone than those who enjoyed being with seniors (job characteristics, 62.5% vs. senior enjoyment, 25.6%; pmotivated commonly by their love of seniors and also by their lack of other job opportunities. Paid caregivers frequently face challenging work conditions. When seeking a caregiver for a senior, motivation of the caregiver should be considered when hiring. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

  12. YOUNG ATHLETES' MOTIVATIONAL PROFILES

    Directory of Open Access Journals (Sweden)

    Juan Antonio Moreno Murcia

    2007-06-01

    Full Text Available The aim of this study was to examine the relationship between motivational characteristics and dispositional flow. In order to accomplish this goal, motivational profiles emerging from key constructs within Achievement Goal Theory and Self-Determination Theory were related to the dispositional flow measures. A sample of 413 young athletes (Age range 12 to 16 years completed the PMCSQ-2, POSQ, SMS and DFS measures. Cluster analysis results revealed three profiles: a "self-determined profile" characterised by higher scores on the task-involving climate perception and on the task orientation; a "non-self-determined profile", characterised by higher scores on ego-involving climate perception and ego orientation; and a "low self-determined and low non-self-determined profile" which had the lowest dispositional flow. No meaningful differences were found between the "self-determined profile" and the "non-self-determined profile" in dispositional flow. The "self-determined profile" was more commonly associated with females, athletes practising individual sports and those training more than three days a week. The "non-self-determined profile" was more customary of males and athletes practising team sports as well as those training just two or three days a week

  13. Teacher Motivation, Work Satisfaction, and Positive Psychological Capital: A Literature Review

    Science.gov (United States)

    Viseu, João; Neves de Jesus, Saul; Rus, Claudia; Canavarro, José M.

    2016-01-01

    Teacher motivation is vital for the educational system. For teachers to be motivated their work satisfaction and positive psychological capital are crucial. The state-of-the-art on teacher motivation requires a literature review regarding the studies that relate teacher motivation and the above mentioned constructs. In this paper, through…

  14. Teacher Motivation, Work Satisfaction, and Positive Psychological Capital: A Literature Review

    Science.gov (United States)

    Viseu, João; Neves de Jesus, Saul; Rus, Claudia; Canavarro, José M.

    2016-01-01

    Teacher motivation is vital for the educational system. For teachers to be motivated their work satisfaction and positive psychological capital are crucial. The state-of-the-art on teacher motivation requires a literature review regarding the studies that relate teacher motivation and the above mentioned constructs. In this paper, through…

  15. Herzberg’s Two Factor Theory of Work Motivation: The Case of Tourism Employees

    Directory of Open Access Journals (Sweden)

    Daša Fabjan

    2013-01-01

    Full Text Available The article focuses on work motivation of Slovenian front-line employeesworking in tourism. The motivation is analyzed using a Herzberg’sTwo Factor Theory of work motivation, which is based on two factorgroups of work motivation – growth factors that motivate, and hygienefactors that do not motivate, yet their absence causes work dissatisfaction.The empirical research results indicated that growth factors (e.g.recognition and responsibility have a major impact on work motivation,while hygiene factors (e.g. salary did not show statistically significantimpact. The findings of the research could be useful for managementin tourism industry, who should give more attention to growthfactors or strengthen their meaning by increasing front-line employees’responsibilities, recognition, enabling additional trainings andgiving adequate information as these factor have a pivotal meaning foremployees’ work motivation.

  16. Sustaining the work ability and work motivation of lower-educated older workers: Directions for work redesign

    NARCIS (Netherlands)

    Sanders, J.; Dorenbosch, L.; Grundemann, R.; Blonk, R.W.B.

    2011-01-01

    This study examines directions for work redesign which might lead to the creation of sustainable jobs for lower-educated older workers (45 years or over, ISCED 0-2) and thus motivate and enable them to extend their working lives. We use longitudinal data on 1,264 older Dutch workers collected by the

  17. Older workers motivation to continue to work: five meanings of age: A conceptual review

    NARCIS (Netherlands)

    Lange, de Annet; Jansen, Paul; Kooij, Dorien

    2007-01-01

    Purpose: Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. In this study, we address age-related factors that influence the work motivation of older workers. More

  18. Older workers' motivation to continue to work: five meanings of age. A conceptual review

    NARCIS (Netherlands)

    Kooij, D.T.A.M.; Lange, A.H. de; Jansen, P.G.W.; Dikkers, J.S.E.

    2008-01-01

    Purpose - Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. This paper aims to address age-related factors that influence the work motivation of older workers. More

  19. Older workers' motivation to continue to work : five meanings of age. A conceptual review

    NARCIS (Netherlands)

    Kooij, Dorien; de lange, Annet; Jansen, Paul; Dikkers, Josje

    2008-01-01

    Purpose - Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. This paper aims to address age-related factors that influence the work motivation of older workers. More

  20. Older workers' motivation to continue to work: five meanings of age. A conceptual review

    NARCIS (Netherlands)

    Kooij, D.T.A.M.; Lange, A.H. de; Jansen, P.G.W.; Dikkers, J.S.E.

    2008-01-01

    Purpose - Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. This paper aims to address age-related factors that influence the work motivation of older workers. More s

  1. Older workers' motivation to continue to work : five meanings of age. A conceptual review

    NARCIS (Netherlands)

    Kooij, Dorien; de lange, Annet; Jansen, Paul; Dikkers, Josje

    2008-01-01

    Purpose - Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. This paper aims to address age-related factors that influence the work motivation of older workers. More s

  2. Older workers motivation to continue to work: five meanings of age: A conceptual review

    NARCIS (Netherlands)

    Lange, de Annet; Jansen, Paul; Kooij, Dorien

    2007-01-01

    Purpose: Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. In this study, we address age-related factors that influence the work motivation of older workers. More spe

  3. Older workers motivation to continue to work: five meanings of age: A conceptual review

    NARCIS (Netherlands)

    Lange, de Annet; Jansen, Paul; Kooij, Dorien

    2007-01-01

    Purpose: Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. In this study, we address age-related factors that influence the work motivation of older workers. More spe

  4. Motivation in the workplace and its influence on the effectiveness of work

    OpenAIRE

    Denis Avbar

    2016-01-01

    Research Question(RQ):How can we motivate efficiency of the work, which is managed by the individual or the group? Different ways of motivating an individual in an organization? Purpose: The purpose of the research is to determine positive ways of motivation which would allow individuals in different organizations how to improve the efficiency of the work they perform. The aim of the research is the actual use of motivational tools in practice. Method...

  5. When Are Teachers Motivated to Work beyond Retirement Age? The Importance of Support, Change of Work Role and Money

    Science.gov (United States)

    Bal, P. Matthijs; Visser, Michel S.

    2011-01-01

    This article investigates the factors influencing the motivation to continue working after retirement among a sample of Dutch teachers. Based on previous research, it was proposed that teachers will be motivated to work after their legal retirement age when organizational support, possibilities to change work roles and financial needs are high.…

  6. MOTIVATION

    Institute of Scientific and Technical Information of China (English)

    1994-01-01

    Introduction What is the difference between instrumental and integrative motivation? What kind of motivations do students have? How can our knowledge of motivation help the language learning process? Motivation can be very important in language teaching. Students can do very well when they are motivated. Teachers, with their knowledge of motivation, can make their classes more efficient and successful. Middle school teachers, in addition to learning about the English language itself, and about teaching methods, should also learn more about motivation and how this affects our students. "When we consider language teaching, motivation can be classified as either integrative or instrumental motivation" (Luxon)

  7. Nursing work environment and nurse caring: relationship among motivational factors.

    Science.gov (United States)

    Burtson, Paige L; Stichler, Jaynelle F

    2010-08-01

    This paper is a report of a study of the relationships among compassion satisfaction, nurse job satisfaction, stress, burnout and compassion fatigue to nurse caring. Nurse caring is the most influential dimension of patient advocation and is predictive of patient satisfaction. Qualitative studies have indicated that nurse caring is a key motivational factor impacting recruitment and retention. A correlational study of nurses (N = 126) was conducted in 2008 at a single, academic medical center. The six variables of interest were operationalized using four valid and reliable research instruments: (1) the Mueller McCloskey Satisfaction Scale, (2) the Professional Quality of Life Scale, (3) the Stress in General Scale and (4) the Caring Behaviors Inventory. Pearson Product-moment correlations showed statistically significant relationships between nurse caring and compassion satisfaction (r = 0.51, P nurse job satisfaction subscales (r = 0.16-0.28, P burnout (r = -0.22, P nurse caring subscale of knowledge and skill and compassion fatigue (r = -0.22, P nurse satisfaction with social interaction opportunities related to work (beta = 0.223, P = 0.032) explained variability in nurse caring. Fostering compassion satisfaction and social interaction opportunities among nurses may improve nurse caring, potentially sustaining long-term improvements in patient.

  8. WORK MOTIVATION OF PRISON PERSONNEL BASED ON FREDERICK I. HERZBERG'S THEORY

    OpenAIRE

    Poklek, Robert

    2010-01-01

    A uniformed prison personnel belongs to disposable groups of a society which are responsible for homeland security. Specific character of work done for a total institution requires specific psycho-physical features. The question to be asked refers to work motivation of prison personnel. Although there are a lot of theories of work motivation, the one which has been used for research is the two-factor Herzberg's motivation theory. This paper is of empirical character and presents the findings ...

  9. WORK MOTIVATION OF PRISON PERSONNEL BASED ON FREDERICK I. HERZBERG'S THEORY

    OpenAIRE

    Poklek, Robert

    2010-01-01

    A uniformed prison personnel belongs to disposable groups of a society which are responsible for homeland security. Specific character of work done for a total institution requires specific psycho-physical features. The question to be asked refers to work motivation of prison personnel. Although there are a lot of theories of work motivation, the one which has been used for research is the two-factor Herzberg's motivation theory. This paper is of empirical character and presents the findings ...

  10. Intrinsic motivation as a predictor of work outcome after vocational rehabilitation in schizophrenia.

    Science.gov (United States)

    Saperstein, Alice M; Fiszdon, Joanna M; Bell, Morris D

    2011-09-01

    Intrinsic motivation is a construct commonly used in explaining goal-directed behavior. In people with schizophrenia, intrinsic motivation is usually subsumed as a feature of negative symptoms or underlying neurocognitive dysfunction. A growing literature reflects an interest in defining and measuring motivational impairment in schizophrenia and in delineating the specific role of intrinsic motivation as both an independent predictor and a mediator of psychosocial functioning. This cross-sectional study examined intrinsic motivation as a predictor of vocational outcomes for 145 individuals with schizophrenia and schizoaffective disorder participating in a 6-month work rehabilitation trial. Correlation and mediation analyses examined baseline intrinsic motivation and negative symptoms in relation to work hours and work performance. Data support a significant relationship between intrinsic motivation and negative symptoms and significant correlations with outcome variables, such that lower negative symptoms and greater intrinsic motivation were associated with better work functioning. Moreover, in this sample, intrinsic motivation fully mediated the relationships between negative symptoms, work productivity, and work performance. These results have significant implications on the design of work rehabilitation interventions for people with schizophrenia and support a role for targeting intrinsic motivation directly to influence vocational functioning. Future directions for research and intervention are discussed.

  11. A System of Indicators for Evaluating the Motivation of Employees for Work in Telecommunication Enterprises

    Directory of Open Access Journals (Sweden)

    Ilona Skačkauskienė

    2014-09-01

    Full Text Available The article examines the main problem dealing with the evaluation of the motivation level of employees for work in telecommunication enterprises. The paper considers motivation factors taken into account for the purpose of establishing the general motivation level of the employee. The article describes the classification of the presented factors and determines their significance. SAW method has been used for creating a system of indicators for evaluating the level of motivation.

  12. Personality moderates the links of social identity with work motivation and job searching

    NARCIS (Netherlands)

    Baay, Pieter E.; van Aken, Marcel A G; van der Lippe, Tanja; de Ridder, Denise T D

    Work motivation is critical for successful school-to-work transitions, but little is known about its determinants among labor market entrants. Applying a social identity framework, we examined whether work motivation and job searching are social-contextually determined. We expected that some job

  13. Personality moderates the links of social identity with work motivation and job searching

    NARCIS (Netherlands)

    Baay, Pieter E.; van Aken, Marcel A G; van der Lippe, Tanja; de Ridder, Denise T D

    2014-01-01

    Work motivation is critical for successful school-to-work transitions, but little is known about its determinants among labor market entrants. Applying a social identity framework, we examined whether work motivation and job searching are social-contextually determined. We expected that some job see

  14. Personality moderates the links of social identity with work motivation and job searching.

    Science.gov (United States)

    Baay, Pieter E; van Aken, Marcel A G; van der Lippe, Tanja; de Ridder, Denise T D

    2014-01-01

    Work motivation is critical for successful school-to-work transitions, but little is known about its determinants among labor market entrants. Applying a social identity framework, we examined whether work motivation and job searching are social-contextually determined. We expected that some job seekers are more sensitive to contextual influence, depending on their personality. Mediation analyses on 591 Dutch vocational training students indicate that the perception of more positive work norms in someone's social context was related to higher levels of intrinsic motivation, which in turn predicted higher preparatory job search behavior and job search intentions. Multi-group analysis shows that perceived work norms more strongly predict work motivation among overcontrollers compared to resilients and undercontrollers. In conclusion, work motivation and job searching appear contextually determined: especially among those sensitive to contextual influence, people seem to work when they believe that is what people like them do.

  15. Personality moderates the links of social identity with work motivation and job-searching

    Directory of Open Access Journals (Sweden)

    Pieter eBaay

    2014-09-01

    Full Text Available Work motivation is critical for successful school-to-work transitions, but little is known about its determinants among labor market entrants. Applying a social identity framework, we examined whether work motivation and job searching are social-contextually determined. We expected that some job seekers are more sensitive to contextual influence, depending on their personality. Mediation analyses on 591 Dutch vocational training students indicate that the perception of more positive work norms in someone’s social context was related to higher levels of intrinsic motivation, which in turn predicted higher preparatory job-search behavior and job search intentions. Multi-group analysis shows that perceived work norms more strongly predict work motivation among overcontrollers compared to resilients and undercontrollers. In conclusion, work motivation and job searching appear contextually determined: especially among those sensitive to contextual influence, people seem to work when they believe that is what people like them do.

  16. Work motivation theory and research at the dawn of the twenty-first century.

    Science.gov (United States)

    Latham, Gary P; Pinder, Craig C

    2005-01-01

    In the first Annual Review of Psychology chapter since 1977 devoted exclusively to work motivation, we examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person-environment fit. We focus primarily on work reported between 1993 and 2003, concluding that goal-setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years. We reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium.

  17. STUDENT FORUMS AS MOTIVATION FOR CREATIVE AND SCIENTIFIC RESEARCH WORK

    Directory of Open Access Journals (Sweden)

    Ms. Nelly A. Finskaya

    2016-06-01

    Full Text Available The paper considers participating of students in the annual electronic Student forums of RANS as motivation to continue their scientific activity and research of cross-cultural communication in the sphere of professional education .

  18. Laboratory Works Designed for Developing Student Motivation in Computer Architecture

    OpenAIRE

    Petre Ogrutan; Lia Elena Aciu

    2017-01-01

    In light of the current difficulties related to maintaining the students’ interest and to stimulate their motivation for learning, the authors have developed a range of new laboratory exercises intended for first-year students in Computer Science as well as for engineering students after completion of at least one course in computers. The educational goal of the herein proposed laboratory exercises is to enhance the students’ motivation and creative thinking by organizing a relaxed yet compet...

  19. [Determinant factors encouraging work motivation: a study of care staff working in health services facilities for elderly people].

    Science.gov (United States)

    Hotta, Kazushi; Okuno, Junko; Tomura, Sigeo; Yanagi, Hisako

    2009-12-01

    Work motivation among care workers influences the quality of care for facility residents. The purpose of this study was to identify related factors in care staff. Sixty hundred and seven care staff working at 25 health services facilities for elderly people participated in this study. We applied a theoretically derived model of specific relationships among work motivation, jobsatisfaction, profession identity, job competence, interprofessional working and profession image. These factor relationships were then tested using a structural equation modeling technique. Profession identity, job competence and the profession image of caring were shown to have direct influences on work motivation. In addition, job satisfaction, inter professional working, profession images of nursing and rehabilitation responsibilities were shown to have indirect influences. These data suggest that improving profession identity, job competence and the profession image of caring are important to enhance work motivation of care staff.

  20. To work or not to work: motivation (not low IQ) determines symptom validity test findings.

    Science.gov (United States)

    Chafetz, Michael D; Prentkowski, Erica; Rao, Aparna

    2011-06-01

    Social Security Disability Determinations Service (DDS) claimants are seeking compensation for an inability to work (Chafetz, 2010). These usually low-functioning claimants fail Symptom Validity Tests (SVTs) at high rates (Chafetz, 2008), typically over 40%. In contrast, claimants for the Rehabilitation Service in Louisiana (LRS) are seeking to work. Individuals referred by the Department of Child and Family Services (DCFS) are seeking reunification with their children. All three groups consisted of equivalently low-IQ claimants when considering only those who passed SVTs. Only the DDS group failed SVTs at high rates, whereas LRS claimants failed at minimal rates and DCFS claimants did not fail. Thus, intrinsic motivation explains effort in this particular study of low-functioning claimants: those seeking to work or to look good to reunify with their children pass SVTs at high rates.

  1. Characteristics of the work environment related to older employees' willingness to continue working: intrinsic motivation as a mediator.

    Science.gov (United States)

    van den Berg, Peter T

    2011-08-01

    The relationships between older employees' willingness to continue working and characteristics of the work environment for older workers were investigated, as well as a possible mediation by intrinsic motivation. 103 employees ages 50 to 65 years, from various sectors of the Dutch labor market, completed questionnaires that measured willingness to continue working, intrinsic motivation, organizational stimulation, work variety, work challenge, and job autonomy. Hierarchical regression analyses showed organizational stimulation, as well as the various job characteristics, were positively related to employees' willingness to continue working. Moreover, intrinsic motivation fully mediated the relationship of work variety with willingness to continue working and partially mediated the relationships of organizational stimulation, work challenge, and job autonomy with willingness to continue working. It was concluded that organizations can encourage older workers to work until age 65 and beyond by shifting their focus from extrinsic to intrinsic rewards.

  2. Mindsets of commitment and motivation: interrelationships and contribution to work outcomes.

    Science.gov (United States)

    Battistelli, Adalgisa; Galletta, Maura; Portoghese, Igor; Vandenberghe, Christian

    2013-01-01

    Two studies are reported that investigate the relationships among commitment and motivation mindsets and their contribution to work outcomes. Study 1 involved 487 nurses from a hospital in the center of Italy. Results showed that commitment's facets were related to parallel dimensions of work motivation. Study 2 involved 593 nurses from a hospital in the north of Italy. Analyses indicated that commitment and motivation were important antecedents of working attitudes and behaviors. Moreover, self-determined motivation played a critical mediating role in positive behaviors. Findings are discussed in terms of their practical implications for organizations and employees.

  3. Motivation in the workplace and its influence on the effectiveness of work

    Directory of Open Access Journals (Sweden)

    Denis Avbar

    2016-09-01

    Full Text Available Research Question(RQ:How can we motivate efficiency of the work, which is managed by the individual or the group? Different ways of motivating an individual in an organization? Purpose: The purpose of the research is to determine positive ways of motivation which would allow individuals in different organizations how to improve the efficiency of the work they perform. The aim of the research is the actual use of motivational tools in practice. Method: The article is transparent and theoretical. It is based primarily on an analysis of available domestic and foreign literature and Internet sources on the issues addressed. Results: In this study, it was found that the motivation and efficiency is directly related. Factors are also interdependent, which means that in the case of lack of motivation of employees in an organization there is significant reduced of efficiency. Motivational motives may be monetary (financial rewards and non-monetary (progression in nature. Society: The survey can point to the importance of motivation in the workplace. Originality: Originality of research is reflected in the examination of the importance of motivation in the workplace and their influence on these positive results and performance at work. Limitations/Future Research: A further education of managers and leaders in organizations, to realize that with the help of motivated collective we can achieve better excellence and results.

  4. Investigation of the Motivation Level of Teachers Working at State Schools in Relation to Some Variables

    Science.gov (United States)

    Can, Süleyman

    2015-01-01

    In order to give the best and accurate orientation to teachers working in school organizations, it seems to be necessary to determine their motivation level. Thus, the purpose of the current study is to determine the motivation level of teachers working in state elementary and secondary schools. Moreover, the study also looks at the relationships…

  5. Age and work-related motives : Results of a meta-analysis

    NARCIS (Netherlands)

    Kooij, Dorien T. A. M.; De Lange, Annet H.; Jansen, Paul G. W.; Kanfer, Ruth; Dikkers, Josje S. E.

    2011-01-01

    An updated literature review was conducted and a meta-analysis was performed to investigate the relationship between age and work-related motives. Building on theorizing in life span psychology, we hypothesized the existence of age-related differences in work-related motives. Specifically, we propos

  6. Age and work-related motives: Results of a meta-analysis

    NARCIS (Netherlands)

    Kooij, D.T.A.M.; Lange, A.H. de; Jansen, P.G.W.; Kanfer, R.; Dikkers, J.S.E.

    2011-01-01

    An updated literature review was conducted and a meta-analysis was performed to investigate the relationship between age and work-related motives. Building on theorizing in life span psychology, we hypothesized the existence of age-related differences in work-related motives. Specifically, we propos

  7. Contribution to Cultural Organization, Working Motivation and Job Satisfaction on the Performance of Primary School Teacher

    Science.gov (United States)

    Murtedjo; Suharningsih

    2016-01-01

    The purposes of this study are: (1) describes the performance of the teacher, organizational culture, work motivation and job satisfaction; (2) determine whether there is a significant direct relationship between organizational culture, work motivation and job satisfaction on the performance of primary school teachers. Through the study of the…

  8. Motivation, Participation, and Engagement in Human Work Interaction Design Literature

    DEFF Research Database (Denmark)

    Clemmensen, Torkil; Campos, Pedro; Abdelnour-Nocera, José

    2016-01-01

    This position paper is aimed at presenting as discussion material at the CoPDA 2016 Workshop the preliminary results of a short review of the literature published by the HWID community in the last 10 years in four books. Specifically, the attention is posed on understanding the importance...... of motivation, participation, and engagement in Interaction Design projects for smart and pervasive workplaces...

  9. Motivation, overcommitment and psychological health at work: a path analytic approach.

    Science.gov (United States)

    Tsutsumi, Akizumi; Nagami, Makiko; Morimoto, Kanehisa; Kawakami, Norito

    2008-09-01

    Overcommitment is formulated in the Effort-Reward Imbalance occupational stress model as a critical coping pattern in individuals, and refers to a strong tendency to commit oneself to work activities. Motivation in working life is related to employees' productivity and good mental health. A total of 556 employees completed a questionnaire package relating to overcommitment and motivation in working life, as well as the 28-item version of the General Health Questionnaire. Path analysis revealed that motivation and overcommitment are positively related to each other but that the health consequences are different. It is justifiable to draw a distinction between overcommitment and high motivation at work, as modifying a coping pattern of overly committing to work on the one hand and enhancing motivation on the other may lead to improved mental health for employees.

  10. Personality moderates the links of social identity with work motivation and job searching

    OpenAIRE

    Pieter eBaay; Marcel evan Aken; Tanja evan der Lippe; Denise ede Ridder

    2014-01-01

    Work motivation is critical for successful school-to-work transitions, but little is known about its determinants among labor market entrants. Applying a social identity framework, we examined whether work motivation and job searching are social-contextually determined. We expected that some job seekers are more sensitive to contextual influence, depending on their personality. Mediation analyses on 591 Dutch vocational training students indicate that the perception of more positive work norm...

  11. How Does Motivational Interviewing Work? Therapist Interpersonal Skill Predicts Client Involvement Within Motivational Interviewing Sessions

    Science.gov (United States)

    Moyers, Theresa B.; Miller, William R.; Hendrickson, Stacey M. L.

    2005-01-01

    Although many studies have shown that motivational interviewing (MI) is effective in reducing problem behaviors, few have investigated purported causal mechanisms. Therapist interpersonal skills have been proposed as an influence on client involvement during MI sessions and as a necessary precursor to client commitment language. Using the…

  12. Achievement Motivation Training for Potential High School Dropouts. Achievement Motivation Development Project Working Paper Number 4.

    Science.gov (United States)

    McClelland, David C.

    This pilot project sought to determine if instruction in achievement motivation would help potential dropouts to complete their schooling. Subjects were tenth grade students in a suburban Boston high school. A one-week residential course during winter and spring vacations was taken by one group of six boys and a second group of four. Equated…

  13. Determinants of Work Motivation and Work Ability among Older Workers and Implications for the Desire for Continued Employment

    Directory of Open Access Journals (Sweden)

    Victoria Büsch

    2012-03-01

    Full Text Available In times of demographic change, with the associated challenges for social security systems and the looming lack of skilled workers, extending working life becomes increasingly significant. According to the continuity theory (Atchley 1989 we can assume that individuals who are satisfied with their structures and performance will stay at work longer. We will therefore examine whether motivation and perceived work ability have an influence on the desire for continued employment. In addition, we will answer the question of whether factors that have a positive influence on motivation and work ability also have a direct influence on continued employment. Besides objective factors such as enterprise size and occupational status, we will examine subjective factors, such as assessment of recognition, the demands, and the meaningfulness of the work for their contributions to the explanation. The following analysis is based on a survey taken in May 2008 together with the Bundesinstitut für Bevölkerungsforschung (BiB. It enables us to identify the desire for continued employment in old age, the existing work motivation, and the state of health. The core results of the statistical analysis show that in men high motivation is linked to the desire for continued employment in retirement age. This does not apply to women; for them, work ability is the decisive criterion. In general, we observe that a positive assessment of the subjective influencing factors strengthen work motivation. In addition, with regard to objective factors it was ascertained that for men the working hour regime (full-time work and occupation status (salaried “white-collar” employees correlate positively with the desire for continued employment. In particular, meaningful work increases motivation among men and work ability increases motivation among women. It appears important that enterprises convince their employees of the meaningfulness of the work.

  14. When health care workers perceive high-commitment HRM will they be motivated to continue working in health care? It may depend on their supervisor and intrinsic motivation.

    NARCIS (Netherlands)

    Schopman, L.M.; Kalshoven, K.; Boon, C.

    2017-01-01

    In this health care field study, we examined the link between human resource management (HRM), transformational leadership, intrinsic motivation and motivation to continue to work. Based on the social exchange theory, we proposed a mediation model linking HRM to motivation to continue to work in

  15. Laboratory Works Designed for Developing Student Motivation in Computer Architecture

    Directory of Open Access Journals (Sweden)

    Petre Ogrutan

    2017-02-01

    Full Text Available In light of the current difficulties related to maintaining the students’ interest and to stimulate their motivation for learning, the authors have developed a range of new laboratory exercises intended for first-year students in Computer Science as well as for engineering students after completion of at least one course in computers. The educational goal of the herein proposed laboratory exercises is to enhance the students’ motivation and creative thinking by organizing a relaxed yet competitive learning environment. The authors have developed a device including LEDs and switches, which is connected to a computer. By using assembly language, commands can be issued to flash several LEDs and read the states of the switches. The effectiveness of this idea was confirmed by a statistical study.

  16. [A new scale for measuring return-to-work motivation of mentally ill employees].

    Science.gov (United States)

    Poersch, M

    2007-03-01

    A new scale "motivation for return to work" has been constructed to measure depressive patients' motivation to start working again in a stepwise process. The scale showed in 46 patients of a first case management (CM) sample with depressive employees a good correlation with the final social status of the CM. Only the motivated patients were successful returning to work and could be, separated clearly from the most demotivated one. Second, the scale correlated with the duration of sick leave and third showed an inverse correlation with the complete time of CM, suggesting that a successful stepwise return to work requires time. These first results need further examination.

  17. Motivation.

    Science.gov (United States)

    Chambers, David W

    2007-01-01

    Motivation is short-term focused energy. The oldest theories of motivation explain motivated activity as effort to overcome primary deficiencies, such as hunger or boredom. Such theories are difficult to apply because individuals learn idiosyncratic secondary motives as alternative ways of responding to these needs. Three prominent needs theories are discussed: Herzberg's theory of hygiene and motivational factors; McClelland's needs for achievement, power, and affiliation; and Maslow's hierarchy and theory of self-actualization. A second approach to motivation holds that individuals may be thought of as engaging in rational processes to maximize their self-interests. The presented examples of this approach include Vroom's expectancy theory, Adam's theory of inequality, and the Porter-Lawler model that addresses the question of whether satisfaction leads to high performance or vice versa. Finally, several theories of motivation as life orientation are developed.

  18. Beyond motivation: job and work design for development, health, ambidexterity, and more.

    Science.gov (United States)

    Parker, Sharon K

    2014-01-01

    Much research shows it is possible to design motivating work, which has positive consequences for individuals and their organizations. This article reviews research that adopts this motivational perspective on work design, and it emphasizes that it is important to continue to refine motivational theories. In light of continued large numbers of poor-quality jobs, attention must also be given to influencing practice and policy to promote the effective implementation of enriched work designs. Nevertheless, current and future work-based challenges mean that designing work for motivation is necessary but insufficient. This review argues that work design can be a powerful vehicle for learning and development, for maintaining and enhancing employees' physical and mental health, and for achieving control and flexibility simultaneously (for example, in the form of ambidexterity); all these outcomes are important given the challenges in today's workplaces. The review concludes by suggesting methodological directions.

  19. THE ROLE OF MANAGEMENT IN PROMOTING A MOTIVATIONAL WORK SETTING FOR NURSES

    Directory of Open Access Journals (Sweden)

    Oscar Kilpert

    2011-11-01

    Full Text Available The use of motivation and reward strategies is necessary for empowerment of staff members in their work situation. For motivation to occur in a health service, strategies should focus on self-motivation, expansion and enrichment of tasks, acknowledgement of work performances of nurses, rewards for outstanding service and constructive feedback by managers to nurses. A descriptive, explorative study was done to investigate the current motivational strategies used in health services management settings. A sample of 112 nurses completed a questionnaire that provided information relating to the employer/health service (organisational culture, personal values and expectations, the direct supervisor of a staff member (working relationships, interpersonal skills of the supervisor and self-concept. Important strategies that should be employed by managers in the establishment of a motivational environment for staff are integrated into a conceptual framework.

  20. The role of continuing training motivation for work ability and the desire to work past retirement age

    Directory of Open Access Journals (Sweden)

    Paula Thieme

    2015-02-01

    Full Text Available Germany, relying on a pay-as-you-go pension system has increased regular retirement age to 67 due to its ageing population caused by decreasing birth rates and increasing life expectancy. Using data from the nationally representative "Survey on continuing in employment in pensionable age", we investigate the relevance of training motivation for work ability and the desire to work past retirement age and whether differences between social groups reflect inequalities in training participation. Results show significant positive correlations between continuing training motivation and work ability and desire to work past retirement age. Differentiated for selected respondent groups the level of qualification has a significant influence. This effect was stronger than any differences with regard to gender or employment participation. Results imply external conditions only partly explain older workers' work ability or desire to work past retirement age. Compared to inequalities in training participation, motivation for continuing training is high across analysed subgroups.

  1. Leader motives, charismatic leadership, and subordinates' work attitude in the profit and voluntary sector

    NARCIS (Netherlands)

    de Hoogh, Annebel H.B.; den Hartog, Deanne N.; Koopman, Paul L.; Thierry, Henk; van den Berg, Peter T.; van der Weide, J.G.; Wilderom, Celeste P.M.

    2005-01-01

    This multimethod study examined leaders’ motives, charismatic leader behavior, and subordinates’ work attitude for CEOs (N=73) of small and medium-sized organizations in two sectors, namely, the profit and voluntary sector. Interviews with CEOs were coded for motive imagery. Direct reports rated CEO

  2. Possible Link between Medical Students' Motivation for Academic Work and Time Engaged in Physical Exercise

    Science.gov (United States)

    Aung, Myo Nyein; Somboonwong, Juraiporn; Jaroonvanichkul, Vorapol; Wannakrairot, Pongsak

    2016-01-01

    Physical exercise results in an active well-being. It is likely that students' engagement in physical exercise keeps them motivated to perform academic endeavors. This study aimed to assess the relation of time engaged in physical exercise with medical students' motivation for academic work. Prospectively, 296 second-year medical students…

  3. Keep the fire burning: Reciprocal gains of basic need satisfaction, intrinsic motivation and innovative work behaviour

    NARCIS (Netherlands)

    Devloo, T.; Anseel, F.; Beuckelaer, A. De; Salanova, M.

    2015-01-01

    Drawing on insights from self-determination theory, we explored the dynamic relationship between intrinsic motivation and innovative work behaviour (IWB) over time. Specifically, we investigated how basic need satisfaction influences IWB through its effect on intrinsic motivation and how IWB in turn

  4. Incentivizing around the Globe: Educating for the Challenge of Developing Culturally Considerate Work Motivation Strategies

    Science.gov (United States)

    Mills, Maura J.

    2017-01-01

    Work motivation has long been considered a driving force behind optimal employee management. However, as the workscape continues its path toward increased globalization, today's managers must consider cultural influences on employee motivation to implement the most appropriate human capital management strategies within any given context. The…

  5. Future time perspective and promotion focus as determinants of intraindividual change in work motivation.

    Science.gov (United States)

    Kooij, Dorien T A M; Bal, P Matthijs; Kanfer, Ruth

    2014-06-01

    In the near future, workforces will increasingly consist of older workers. At the same time, research has demonstrated that work-related growth motives decrease with age. Although this finding is consistent with life span theories, such as the selection optimization and compensation (SOC) model, we know relatively little about the process variables that bring about this change in work motivation. Therefore, we use a 4-wave study design to examine the mediating role of future time perspective and promotion focus in the negative association between age and work-related growth motives. Consistent with the SOC model, we found that future time perspective was negatively associated with age, which, in turn, was associated with lower promotion focus, lower work-related growth motive strength, and lower motivation to continue working. These findings have important theoretical implications for the literature on aging and work motivation, and practical implications for how to motivate older workers. PsycINFO Database Record (c) 2014 APA, all rights reserved.

  6. A Survey Comparison of Career Motivations of Social Work and Business Students

    Science.gov (United States)

    Basham, Randall E.; Buchanan, F. Robert

    2009-01-01

    This survey provides valuable insight for social work educators into the goals and career intentions of working students who pursue master's degrees in social work, as compared to master's degrees in business. Social work graduate students were surveyed and compared to business graduate students in terms of their motivations for seeking advanced…

  7. A Survey Comparison of Career Motivations of Social Work and Business Students

    Science.gov (United States)

    Basham, Randall E.; Buchanan, F. Robert

    2009-01-01

    This survey provides valuable insight for social work educators into the goals and career intentions of working students who pursue master's degrees in social work, as compared to master's degrees in business. Social work graduate students were surveyed and compared to business graduate students in terms of their motivations for seeking advanced…

  8. A Temporal Analysis of the Relation between Organisational Commitment and Work Motivation

    Directory of Open Access Journals (Sweden)

    Marylène Gagné

    2008-06-01

    Full Text Available Meyer, Becker, and Vandenberghe (2004 recently proposed a model linking work motivation to organisational commitment. Two studies tested these links prospectively with employees from a Canadian telecommunications company and from an Italian autoparts company. Self-determination theory provided the framework to measure work motivation, such that measures of external, introjected and identified regulation, and intrinsic motivation were linked to Allen and Meyer's (1990 and to O'Reilly and Chatman's (1986 tripartite models of organisational commitment. We hypothesised that Time 1 motivation would be related to changes in commitment over time, but that Time 1 commitment would not be related to motivational changes over time. Results supported hypotheses for affective and normative commitment, but not for continuance commitment.

  9. What factors attract and motivate dairy farm employees in their daily work?

    Science.gov (United States)

    Kolstrup, Christina Lunner

    2012-01-01

    This study examined attraction and motivation factors important for people choosing to work and remain in the profession of dairy farm worker. The study comprised 194 agricultural students, 197 employed dairy farm workers and 147 employers. The study was based on questionnaires in which the key questions were: What would attract you to choose dairy farming as a profession? What attracts and motivates you in your daily work? What would motivate you to remain employed in dairy farming? Furthermore, in order to elucidate the farm employer's view, they were asked what they believed were important factors to attract and motivate young people to the profession. In general, the students, employees and employers had similar opinions on factors that attract and motivate dairy farm workers in their daily work. Although the order of priorities was different, they agreed that having fun at work, good leadership, feeling pride in their work, job security, good team spirit, living in the countryside, meaningful and interesting work, safe and healthy workplace, flexible work tasks, the farm having a good reputation and feedback from supervisors were among the most important attraction and motivation factors.

  10. Work motivation and job satisfaction of health workers in urban and rural areas

    National Research Council Canada - National Science Library

    Grujicic, Maja; Jovicic-Bata, Jelena; Radjen, Slavica; Novakovic, Budimka; Sipetic-Grujicic, Sandra

    2016-01-01

    .... The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. Methods...

  11. Motivations for Health and Their Associations With Lifestyle, Work Style, Health, Vitality, and Employee Productivity

    NARCIS (Netherlands)

    Scheppingen, A.R. van; Vroome, E.M.M. de; Have, K.C.J.M. ten; Zwetsloot, G.I.J.M.; Bos, E.H.; Mechelen, W. van

    2014-01-01

    Objective: Investigate employees' underlying motivational regulatory styles toward healthy living and their associations with lifestyle, work style, health, vitality, and productivity. Methods: Regression analyses on cross-sectional data from Dutch employees (n = 629), obtained as baseline measureme

  12. [Goal analysis and goal operationalisation: a group intervention for the enhancement of work motivation].

    Science.gov (United States)

    Hanna, Rana; Fiedler, Rolf G; Dietrich, Hilke; Greitemann, Bernhard; Heuft, Gereon

    2010-08-01

    Work motivation, mental well-being and competencies of self-regulation are linked to successful job-related reintegration after rehabilitation. Based on the Diagnostical Instrument to assess Work motivation (Diagnostikinstrument für Arbeitsmotivation DIAMO) and existing training programs, a new group intervention, the goal analysis and goal operationalization, was developed and evaluated. The objective of this intervention, designed for participants of a rehabilitation program was to enhance work motivation and volitional control processes (self-regulation and self-control), to encourage job-related goal orientation and to thereby increase the probability of goal achievement. In a quasi-experimental longitudinal design 207 patients (111 experimental group/96 control group) were tested. The experimental group took part in the job-related training (ZAZO) in addition to the usual rehabilitation. The evaluation was conducted through various scales at t0 (beginning) and t1 (end of the training). Scales for the measurement of work motivation, mental well-being, status of rehabilitation, competencies of self-regulation and the subjective prognosis of the ability to work were used. As direct effects of the training an enhancement of work motivation and of an improved subjective prognosis of the ability to work were expected. Accordingly, a positive influence on the subjective well-being as indirect effects, were anticipated in the long run, the experimental group should also show an enhanced job-related reintegration. Participants of the experimental group showed significantly higher values on particular scales of the Diagnostical Instrument of Work motivation as opposed to the control group (curiosity motive, attitudes to work and contact motive). Most notably, significant interactional effects could be found on the scale for the subjective prognosis of the ability to work, which is a highly reliable instrument and important predictor for prospective job

  13. Hospital nurses' working conditions in relation to motivation and patient safety.

    Science.gov (United States)

    Toode, Kristi; Routasalo, Pirkko; Helminen, Mika; Suominen, Tarja

    2015-03-01

    There is a lack of empirical knowledge about nurses' perceptions of their workplace characteristics and conditions, such as level of autonomy and decision authority, work climate, teamwork, skill exploitation and learning opportunities, and their work motivation in relation to practice outputs such as patient safety. Such knowledge is needed particularly in countries, such as Estonia, where hospital systems for preventing errors and improving patient safety are in the early stages of development. This article reports the findings from a cross-sectional survey of hospital nurses in Estonia that was aimed at determining their perceptions of workplace characteristics, working conditions, work motivation and patient safety, and at exploring the relationship between these. Results suggest that perceptions of personal control over their work can affect nurses' motivation, and that perceptions of work satisfaction might be relevant to patient safety improvement work.

  14. Connection between Job Motivation, Job Satisfaction and Work Performance in Romanian Trade Enterprises

    OpenAIRE

    Dina Maria LUT

    2012-01-01

    On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with r...

  15. A better place to work a new sense of motivation leading to high productivity

    CERN Document Server

    Haasen, Adolf

    1997-01-01

    Highly motivated employees represent a key source of competitive advantage for companies. Employees are fully equipped with the knowledge, skills, and abilities to meet the challenges they face. They exhibit astounding creativity and seemingly unlimited productive energy. This Management Briefing helps companies build highly motivated workforces by showing them how to: - enhance worker autonomy and decision-making - promote personal learning and growth - create mutually supportive work teams - provide a high-quality workplace that's fun to work in.

  16. Strength and Motivation: What College Athletes Bring to Social Work

    Science.gov (United States)

    Scheyett, Anna; Dean, Charlotte; Zeitlin, Lisa

    2016-01-01

    College athletes develop many strengths and skills during their athletic career, such as dedication, ability to work across cultures, leadership, and community building. Social workers need many of these same skills. This study explores the potential transfer of skills from athletics to social work among 15 former college athlete MSW students.…

  17. Investigating demographic, work-related and job satisfaction variables as predictors of motivation in Greek nurses.

    Science.gov (United States)

    Gaki, Eleni; Kontodimopoulos, Nick; Niakas, Dimitris

    2013-04-01

    To investigate whether demographic variables and work-related factors predict work motivation in Greek nurses. Nurses' motivation is crucial for an effective health-care system. Herzberg's and Maslow's motivation theories constitute the framework of this study. The sample consisted of 200 nurses from every sector and registration level in a University Hospital in Greece. The response rate was 76%. A previously developed and validated questionnaire addressing four work-related motivators (job attributes, remuneration, co-workers and achievements) on a five-point Likert scale. Most participants were women, married, between 36 years and 45 years old and higher education graduates. The highest mean score was recorded for 'achievements' (mean 4.07, SD 0.72), which emerged as the most important motivator. Job satisfaction, work sector and age were statistically significantly related to motivational factors. Nurses placed emphasis on motivators not strictly relating to economic rewards, but which can be seen as intrinsic and could lead to self-actualization. The constantly changing health sector requires that human resources and job context be a priority for health administrators. By promoting nurses' satisfaction and efficacy, an improvement in service quality is expected. © 2012 Blackwell Publishing Ltd.

  18. Summary of: what motivates dentists to work in prisons? A qualitative exploration.

    Science.gov (United States)

    Blinkhorn, A S

    2011-08-26

    To explore what motivates dentists to work in prisons using Vroom's theoretical model of motivation as an explanatory framework. In-depth interviews were conducted with ten of the 15 dentists working in Scottish prisons. The focus was to explore their motivations to work in Scottish prisons. The data were analysed using a thematic framework based on the three motivational dimensions of expectancy, instrumentality and valence. The dentists had the skills to help improve their prisoner-patients' oral health but their efforts were often hindered by institutional rationing and the requirement to fit in with prison routines and procedures (expectancy). Despite these institutional difficulties the dentists experienced work rewards associated with the improvement in the prisoners' oral health (instrumentality). Finally, the dentists experienced a feeling of personal worth and a sense of commitment to providing care to Scottish prisoners (valence). The dentists' motivation to work in Scottish prisons may be explained by Vroom's Expectancy Theory. The dentists' motivation is characterised by their beliefs that their work will improve clinical outcomes which will be rewarded by the satisfaction experienced when they overcome environmental obstacles and provide oral health care for their prisoner-patients.

  19. Financial motivation to work among people with psychiatric disorders.

    Science.gov (United States)

    Serowik, Kristin L; Rowe, Michael; Black, Anne C; Ablondi, Karen; Fiszdon, Joanna; Wilber, Charles; Rosen, Marc I

    2014-08-01

    Supported employment is an effective intervention for people with serious mental illnesses (SMI) but is underutilized. Clients' desire to work might be heightened by programs that provide counseling about managing one's funds, since money management helps people become more aware of the advantages of having money. To analyze the thoughts of recently homeless or hospitalized persons with SMI concerning their personal finances and employment. We interviewed 49 people with SMI about their finances, reviewed transcripts and analyzed their baseline characteristics. Twenty of the 49 participants spontaneously expressed a desire to work in order to earn more money. Those who expressed a desire to work managed their money significantly better than those who did not. Discussion of finances, such as that fostered by money management programs, may promote engagement in vocational rehabilitation and working for pay.

  20. Relations between OCBs, organizational justice, work motivation and self-efficacy

    Directory of Open Access Journals (Sweden)

    Lior Oren

    2013-06-01

    Full Text Available The importance of organizational citizenship behaviors (OCBs in organizations is well documented, and studies that originate from the interactionist perspective and combine personal and situational factors in predicting OCBs are needed. Toward this end, and based on a recent theoretical model, the current study attempted to predict OCB by organizational justice, work motivation, and self-efficacy. A research questionnaire measuring the three predictors was administered to 151 employees, and a measure of their OCB was provided by their supervisors. Whereas OCBs were found to be positively correlated with the three predictors, a hierarchical regression analysis revealed that only organizational justice and work motivation were significant predictors of OCBs. The study emphasizes the importance of using an interactionist perspective integrating endogenous and exogenous forces in studying the antecedents of OCBs. OCBs may be closely related to task performance and may be predicted by motivation related variables. Organizations may facilitate OCBs by improving organizational justice and raising work motivation among employees.

  1. The Role of Work Habits in the Motivation of Food Safety Behaviors

    Science.gov (United States)

    Hinsz, Verlin B.; Nickell, Gary S.; Park, Ernest S.

    2007-01-01

    The authors considered work habits within an integrated framework of motivated behavior. A distinction made between automatic and controlled action led to 2 measures of work habits: a habit strength measure reflecting the 4 characteristics of automaticity and a measure of work routines under conscious control. Workers at a turkey processing plant…

  2. An approach to the study of dynamics of work motivation using the diary method.

    Science.gov (United States)

    Navarro, José; Arrieta, Carlos; Ballén, Cristina

    2007-10-01

    This study is concerned with work motivation as a dynamic process. Twenty workers kept a motivation diary over a period of several weeks. Using a PDA they recorded their level of motivation, self-efficacy beliefs and perceived instrumentality with respect to the task being carried out. The time series obtained were analyzed using common procedures in the study of dynamic systems in order to determine whether motivation followed linear or nonlinear patterns. The results revealed highly nonlinear dynamics for the different variables studied. The implications of these findings are discussed and questions are raised regarding the basic assumptions underlying current theories and models of motivation, for example, the assumptions of linearity and stability.

  3. Reciprocal Relations between Work-Related Authenticity and Intrinsic Motivation, Work Ability and Depressivity: A Two-Wave Study.

    Science.gov (United States)

    Emmerich, Astrid I; Rigotti, Thomas

    2017-01-01

    This study investigates the role of context-specific authenticity at work for work-related outcomes (intrinsic motivation, work ability) and depressivity. Furthermore reciprocal relations between work-related authenticity and healthy psychological functioning are investigated. Longitudinal data from 1,243 employees from 63 subsidiaries of a non-profit organization in the social sector were analyzed using multilevel structural equation modeling. Work-related authenticity at T1 predicted work ability and depressivity, but not intrinsic motivation at T2, about 6 months later. Work-related authenticity at T2 was predicted by intrinsic motivation and depressivity, but not by work ability at T1. We conclude that work-related authenticity and healthy psychological functioning are positively reinforcing each other. Thus, enabling employees to be authentic supposedly increases their well-being and is a pivotal opportunity for organizations to foster health and performance-related indicators like work ability and prevent negative health indicators like depressivity. At the same time, authenticity of employees can be fostered through workplace health promotion.

  4. Work/ Life Balance Implementation Motives, Obstacles and Facilitators

    OpenAIRE

    Tramboo, Burhan

    2008-01-01

    The growing competitive business environment has resulted in a situation where organizations are faced with number of strategic decisions in search of growth. The ever increasing pressure of globalization has created a boundary less economy which drives the organizations to adopt the appropriate strategy not only for the growth but also to create sustainable competitive advantage. The push for managing work/ life balance seems to have emerged out of ever increasing diversity as a result of ch...

  5. A New Look at Work Motivation: Theory V.

    Science.gov (United States)

    1982-01-01

    because they taste good? What about bread? Is Wonder bread a necessity and biscuits a luxury? What of fresh versus frozen broccoli? And what about going out...development, imported from Japan , are Quality Circles which are formal groups within each department or work unit designed to study and resolve production...causes of job satisfaction. In M.D. Dunnette (Ed.) Handbook of industrial and organiza- tional psychology. Chicago: Rand McNally, 1976. Locke, E.A

  6. MOTIVATION AT WORK - STUDY ON THE SATISFACTION LEVEL OF WORKERS IN A CLOTHING

    Directory of Open Access Journals (Sweden)

    Roseli Vieira Pires

    2015-12-01

    Full Text Available Motivation is a relevant fact because they come from intimate human, what motivates you, in case the company should offer tools to facilitate the work of its employees, continuous improvement employee requires changes in organizational environment by requiring mainly that is proposed, means for the employee can show that he can be considered excellent, leading him to stimuli increasing its capacity, dedication, persistence, responsibility and commitment, this paper aims to conduct a study on the level of motivation employees of a confection, as a theoretical foundation was based on: motivation, motivation at work and in some theories on the subject, so much has been used as a method applying a questionnaire with sample equivalent to 50% of the company's employees through the data analysis it is perceived that they are not motivated, the befitting for her not using motivational policies, and that the relationship with the boss imposes a psychological pressure to the desktop repressing contributor to efficiently perform its function.

  7. An interview guide for clinicians to identify a young disabled person's motivation to work.

    Science.gov (United States)

    Faber, B J M; Wind, H; Frings-Dresen, M H W

    2016-06-27

    The percentage of young people with disabilities who are employed is relatively low. Motivation is considered to be an important factor in facilitating or hindering their ability to obtain employment. We aimed to develop a topic list that could serve as an interview guide for professionals in occupational health care which would aid them in their discussion of work motivation-related issues with this group. We systematically searched Pubmed, PsychInfo and Picarta. Studies were included if they described aspects of work motivation and/or instruments that assess work motivation. Based on the results of our literature survey, we developed a list of topics that had been shown to be related to work motivation. Our search resulted in 12 articles describing aspects of work motivation and 17 articles describing instruments that assess work motivation. The aspects that we found were intrinsic motivation, extrinsic motivation, goal setting, self-efficacy, expectancy, values and work readiness. Based on this information we developed an interview guide that includes seven topic areas: intrinsic motivation, extrinsic motivation, goal setting, expectancy, values, self- efficacy, and work readiness. The topics within the interview guide and the literature survey data that is presented will shed light on the role that motivation plays on the work participation among young people with disabilities.

  8. The effect of work motivation on a sample of nurses in an Italian healthcare setting.

    Science.gov (United States)

    Galletta, Maura; Portoghese, Igor; Pili, Sergio; Piazza, Maria Francesca; Campagna, Marcello

    2016-06-08

    Research in Human Resources Management has highlighted that implementing strategies for increasing employees' motivation can be an advantage for organizations because this improves their performance. Self Determination Theory (SDT) was used to analyze the mediating role of autonomous vs. controlled motivation on the relationship between organizational factors (perceived organizational support and job autonomy) and work outcomes (affective commitment, job satisfaction, and intent to quit). A total of 304 nurses from an Italian hospital participated in the study. The results supported the importance of the mediating role of autonomous motivation on the relationship between both perceived organizational support (POS) and job autonomy, and work outcomes. Conversely, controlled motivation did not show mediating effects on that relationship. POS was directly related to affective commitment and job satisfaction. Practical implications for organizations and employees are discussed along with a call for further research in this area.

  9. Work motivation and job satisfaction of health workers in urban and rural areas

    Directory of Open Access Journals (Sweden)

    Grujičić Maja

    2016-01-01

    Full Text Available Background/Aim. Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. Methods. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Results. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. Conclusion. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

  10. Relations of organizational and interpersonal boundaries with sources of work motivation.

    Science.gov (United States)

    Barbuto, John E; Story, Joana S

    2007-12-01

    In this study the relationship between followers' mental boundaries and sources of work motivation for a sample of 382 government employees was tested. Participants' mean age was 46 yr.; 53% were women and 42% had earned bachelors' degrees. Analysis gave a significant positive but weak correlation of .11 between followers' mental boundaries and self-concept internal motivation. Other correlations were not significant. More complex models and research designs are required to generalize findings.

  11. Future work selves: how salient hoped-for identities motivate proactive career behaviors.

    Science.gov (United States)

    Strauss, Karoline; Griffin, Mark A; Parker, Sharon K

    2012-05-01

    The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive career behavior. A follow-up longitudinal analysis, Study 2 (N = 53), demonstrated that future work self salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a future work self, and showed that elaboration motivated proactive career behavior only when future work self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior.

  12. Students in a nurse technician course and their motivation for working in the field

    Directory of Open Access Journals (Sweden)

    Maria José Sanches Marin

    2014-06-01

    Full Text Available The present study aims at analyzing the motivations of students in a nurse technician course for working in the health field. It is an exploratory study conducted with 18 students at a high school institution, through an open-ended questionnaire about their motivations for working in the field. The data were analyzed using the thematic analysis technique. The interviewees indicate that their motivation for such work is due to the feeling of accomplishment and professional responsibility, as well as external incentives. On the other hand, they point to the lack of options for reaching higher professional levels and the personal fatigue of being exposed to suffering. Thus, they experience both suffering and pleasure. Based on these findings, it is important to adopt measures to incentivize their professional development and improve working conditions. doi: 10.5216/ree.v16i2.20827.

  13. Effects of the Indianapolis Vocational Intervention Program (IVIP) on defeatist beliefs, work motivation, and work outcomes in serious mental illness.

    Science.gov (United States)

    Mervis, Joshua E; Fiszdon, Joanna M; Lysaker, Paul H; Nienow, Tasha M; Mathews, Laura; Wardwell, Patricia; Petrik, Tammy; Thime, Warren; Choi, Jimmy

    2017-04-01

    Defeatist beliefs and amotivation are prominent obstacles in vocational rehabilitation for people with serious mental illnesses (SMI). The CBT-based Indianapolis Vocational Intervention Program (IVIP) was specifically designed to reduce defeatist beliefs related to work functioning. In the current study, we examined the impact of IVIP on defeatist beliefs and motivation for work, hypothesizing that IVIP would be associated with a reduction in defeatist beliefs and greater motivation for work. We also examined the effects of IVIP on these variables as well as work outcomes during a 12-month follow-up. Participants with SMI (n=64) enrolled in a four-month work therapy program were randomized to IVIP or a support therapy group (SG). Assessments were conducted at baseline, post-treatment (4months), and follow-up (1year). Compared to those in SG condition, individuals randomized to IVIP condition reported greater reductions in defeatist beliefs and greater motivation for work at follow-up, along with greater supported employment retention rates. Specifically treating and targeting negative expectations for work therapy improves outcomes, even once active supports of the IVIP program and work therapy are withdrawn. Copyright © 2016 Elsevier B.V. All rights reserved.

  14. Hope in Adolescent Careers: Mediating Effects of Work Motivation on Career Outcomes in Swiss Apprentices

    Science.gov (United States)

    Valero, Domingo; Hirschi, Andreas; Strauss, Karoline

    2015-01-01

    Being hopeful is critical for individuals who are engaged in vocational pursuits. However, the empirical research examining how and why hope is related to work and career outcomes remains sparse. We evaluate a model that proposes that dispositional hope affects job performance and turnover intentions through increased work motivation in terms of…

  15. The Interplay of Occupational Motivation and Well-Being during the Transition from University to Work

    Science.gov (United States)

    Haase, Claudia M.; Heckhausen, Jutta; Silbereisen, Rainer K.

    2012-01-01

    A successful entry into work is one of the key developmental tasks in young adulthood. The present 4-wave longitudinal study examined the interplay between occupational motivation (i.e., goal engagement and goal disengagement) and well-being (i.e., satisfaction with life, satisfaction with work, satisfaction with partnership, positive affect,…

  16. Effects of Managers’ Work Motivation and Networking Activity on Their Reported Levels of External Red Tape

    NARCIS (Netherlands)

    Torenvlied, R.; Akkerman, A.

    2012-01-01

    This study brings together two perspectives on managers’ reported levels of red tape. The work motivation perspective explains how managers’ characteristics, such as work engagement (alienation) or commitment, affect their reported levels of red tape. The external control perspective explains how ma

  17. Hope in Adolescent Careers: Mediating Effects of Work Motivation on Career Outcomes in Swiss Apprentices

    Science.gov (United States)

    Valero, Domingo; Hirschi, Andreas; Strauss, Karoline

    2015-01-01

    Being hopeful is critical for individuals who are engaged in vocational pursuits. However, the empirical research examining how and why hope is related to work and career outcomes remains sparse. We evaluate a model that proposes that dispositional hope affects job performance and turnover intentions through increased work motivation in terms of…

  18. Effects of Managers’ Work Motivation and Networking Activity on Their Reported Levels of External Red Tape

    NARCIS (Netherlands)

    Torenvlied, R.; Akkerman, A.

    2012-01-01

    This study brings together two perspectives on managers’ reported levels of red tape. The work motivation perspective explains how managers’ characteristics, such as work engagement (alienation) or commitment, affect their reported levels of red tape. The external control perspective explains how

  19. Connection between Job Motivation, Job Satisfaction and Work Performance in Romanian Trade Enterprises

    Directory of Open Access Journals (Sweden)

    Dina Maria LUT

    2012-12-01

    Full Text Available On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with respect to these phenomena. Related to this connection, in the literature existed, over time, at least three points of view which held that: job satisfaction leads to work performance; work performance leads to job satisfaction; rewards are involved between job satisfaction and work performance. The paper aim is to present some aspects related to the connection between job motivation, job satisfaction and work performance. The issues presented in this paper lead to the conclusion that in the work process, the connection between job satisfaction and work performance or the connection between job motivation and job satisfaction are not constant or linear connection. These connections should be nuanced interpreted, depending on the conditions of occurrence. These conclusions are based on the results of a survey conducted among enterprises dealing mostly in trade sector, in Romanian Western Region.

  20. Comparison of work motivation in camp supervisors and camp counselors in Greek private camps

    Directory of Open Access Journals (Sweden)

    George Costa

    2008-06-01

    Full Text Available The purpose of this study was twofold. First, the study sought to better understand the work motivators that led camp supervisors and counselors to accept their job. Second, the study sought to better understand the ranking and rating of 20 work motivators from supervisors and camp counselors. Responders to the research questionnaire (n=121 were camp supervisory staff and counselors, age 15-55, working in seven private camps in Greece. Two instruments were used to collect data. The first instrument collected demographic data while the second instrument focused on ranking and rating 20 work motivators. The study suggested that Herzberg's theory (Motivator / Hygiene does not apply on a full scale. The results suggested that supervisory staff indicated good working conditions, meeting other people and carrying out personal growth are important. In addition, they don't like travel and don't consider working in a camp, as a stable job. The camp counselors want to have fun in their job and the opportunity to work with youth. They also don't consider working in a camp, as a stable job and they don't accept the responsibility in proportion to their position.

  1. Expectancy Work Motivation, Central Life Interests, Voluntarism, Organizational Situation, Job Satisfaction, and Perceived Teaching Performance.

    Science.gov (United States)

    Miskel, Cecil; And Others

    This study tested the hypotheses that expectancy work motivation, individual attitudes toward work, and structural and environmental components are predictions of teacher job satisfaction and effectiveness. Samples were selected from junior high school and higher education faculties. Subjects responded to open-ended questionnaires, and results…

  2. Motivation of Volunteers to Work in Palliative Care Setting: A Qualitative Study.

    Science.gov (United States)

    Muckaden, M A; Pandya, Sachi Sanjay

    2016-01-01

    Volunteers are an integral part of the palliative care services in the Tata Memorial Hospital, Mumbai, Maharashtra, India. These volunteers are an important resource for the department. Thus, it is necessary for the department to determine what motivates these volunteers to continue to work in the setting, acknowledge them and direct efforts toward retaining them and giving them opportunities to serve to the best of their desire and abilities. The current study aimed at understanding the motivation of volunteers to work in palliative care, to identify the challenges they face and also the effect of their work on their self and relationships. In-depth interviews were conducted using semistructured interview guide to study above mentioned aspects. Themes were identified and coding was used to analyze the data. The results suggested that the basic motivation for all the volunteers to work in a palliative care setting is an inherent urge, a feeling of need to give back to the society by serving the sick and the suffering. Other motivating factors identified were team spirit, comfort shared, warm and respectful treatment by the team, satisfying nature of work, experience of cancer in the family, and aligned values and beliefs. Some intrinsic rewards mentioned by volunteers were joy of giving, personal growth, enriching experiences, and meaningful nature of work. The study attempted to improve opportunities of working for these volunteers. Although limited in scope, it offers insight for future research in the area of volunteerism in palliative care setup.

  3. Motivation of volunteers to work in palliative care setting: A qualitative study

    Directory of Open Access Journals (Sweden)

    M A Muckaden

    2016-01-01

    Full Text Available Background: Volunteers are an integral part of the palliative care services in the Tata Memorial Hospital, Mumbai, Maharashtra, India. These volunteers are an important resource for the department. Thus, it is necessary for the department to determine what motivates these volunteers to continue to work in the setting, acknowledge them and direct efforts toward retaining them and giving them opportunities to serve to the best of their desire and abilities. Aims: The current study aimed at understanding the motivation of volunteers to work in palliative care, to identify the challenges they face and also the effect of their work on their self and relationships. Methodology: In-depth interviews were conducted using semistructured interview guide to study above mentioned aspects. Themes were identified and coding was used to analyze the data. Results: The results suggested that the basic motivation for all the volunteers to work in a palliative care setting is an inherent urge, a feeling of need to give back to the society by serving the sick and the suffering. Other motivating factors identified were team spirit, comfort shared, warm and respectful treatment by the team, satisfying nature of work, experience of cancer in the family, and aligned values and beliefs. Some intrinsic rewards mentioned by volunteers were joy of giving, personal growth, enriching experiences, and meaningful nature of work. Conclusion: The study attempted to improve opportunities of working for these volunteers. Although limited in scope, it offers insight for future research in the area of volunteerism in palliative care setup.

  4. Assessing motivation for work environment improvements: internal consistency, reliability and factorial structure.

    Science.gov (United States)

    Hedlund, Ann; Ateg, Mattias; Andersson, Ing-Marie; Rosén, Gunnar

    2010-04-01

    Workers' motivation to actively take part in improvements to the work environment is assumed to be important for the efficiency of investments for that purpose. That gives rise to the need for a tool to measure this motivation. A questionnaire to measure motivation for improvements to the work environment has been designed. Internal consistency and test-retest reliability of the domains of the questionnaire have been measured, and the factorial structure has been explored, from the answers of 113 employees. The internal consistency is high (0.94), as well as the correlation for the total score (0.84). Three factors are identified accounting for 61.6% of the total variance. The questionnaire can be a useful tool in improving intervention methods. The expectation is that the tool can be useful, particularly with the aim of improving efficiency of companies' investments for work environment improvements. Copyright 2010 Elsevier Ltd. All rights reserved.

  5. A model of motivational orientation for youth sport: some preliminary work.

    Science.gov (United States)

    Wong, E H; Bridges, L J

    1995-01-01

    This project was an attempt to test a model of motivational orientation in the youth sport setting. Although previous developmental work in this area had examined a number of intra- and interpersonal variables thought to influence children's motivational orientation, few studies have tested an integrated model. Questionnaires assessing perceived competence, perceived control, competitive trait anxiety, and motivational orientation were completed by 108 boys. Additionally, 12 coaches were observed for two games in order to record coaching behaviors during competition. The model tested demonstrated an excellent fit of data. In particular, the model showed that both coaching behaviors and children's trait anxiety causally influenced perception of control. Moreover, perceived control causally determined both perceived competence and motivational orientation. Lastly, the influence of coaching behavior and trait anxiety on perceived competence were mediated by perceived control. Implications and suggestions for future research are discussed.

  6. [THE MOTIVATION OF MEDICAL PERSONNEL OF MULTIFIELD HOSPITAL TO WORKING OVER STANDARDS OF SINGLE JOB POSITION].

    Science.gov (United States)

    Khazov, M V; Romanov, S V; Abaeva, O P; Murigina, M M

    2015-01-01

    The article considers results of study concerning prevalence of physicians working over standards of single job position in multifield hospital, including factors motivating to extra job. The research purpose was to analyze impact of gender age structure of medical personnel of multfield public medical organization on motivation of physicians to work over standards of single job position. The objectives consisted of analyzing prevalence of over standard work of medical personnel of multifield public medical organization with consideration of social structure and studying factors motivating physicians to work over standards of single job position. The study was carried out on the basis of questionnaire survey of physicians. The results of study testify higher degree of prevalence of working over standards of single job position in modern health care. So, 64.8 ± 3.6% of respondents work subject to conditions of internal and/or external moonlighting. Moreover; one third of physicians enlisted to extra job. Among physicians males more often than females work subject to conditions of moonlighting, perform extra job, enlist to working during days off. The specialists of age group from 35 to 54 years work subject to conditions of external and internal moonlighting more often than younger physicians. Among physicians, the most significant cause of working subject to conditions of moonlighting is additional earnings. At that, every fifth physician works over standards of job position with purpose to increase one's professional competence. The study results permit concluding that aspects of social structure of modern medical staff significantly impact motivation and hence possibility of enlisting workers to work over standards of single job position.

  7. Motivational profiles in physical education and their relation to the theory of planned behavior.

    Science.gov (United States)

    Moreno-Murcia, Juan Antonio; Cervelló Gimeno, Eduardo; Hernández, Elisa Huéscar; Pedreño, Noelia Belan-do; Rodríguez Marín, Jesús Jesus

    2013-01-01

    The aim of this study was to establish motivational profiles for doing physical activity according to the variables from the theory of planned action in a sample of 698 students aged 14 to 16. The instruments used were the Questionnaire of Behavioral Regulation in Sport (BRQ-R) and the Questionnaire of the Theory of Planned Behavior (TCP). Cluster analysis revealed two motivational profiles: a "self-determined "profile with high scores in intrinsic motivation and low scores in extrinsic motivation and amotivation, and a "non self- determined "profile with low scores in intrinsic motivation and high scores in extrinsic motivation and amotivation. Positive significant differences in attitudes, norms, and intent to control were found for the self-determined profile related to "non self-determined "profile. Key PointsA "self-determined "profile was found with higher scores for the four types of intrinsic motivations (general, knowledge, stimulation and achievement) and identified regulation than for introjected and external regulation.A "non self-determined "profile was found with higher scores for external, introjected regulation and amotivation than for the four types of intrinsic motivation (general, knowledge, stimulation and achievement).In the context of the "non self-determined profile "we could encourage programs that adapt to these needs in such a way that they contribute to increasing the rates of doing physical activity in the population.

  8. Key factors in work engagement and job motivation of teaching faculty at a university medical centre.

    Science.gov (United States)

    van den Berg, B A M; Bakker, Arnold B; Ten Cate, Th J

    2013-11-01

    This study reports about teacher motivation and work engagement in a Dutch University Medical Centre (UMC). We examined factors affecting the motivation for teaching in a UMC, the engagement of UMC Utrecht teaching faculty in their work, and their engagement in teaching compared with engagement in patient care and research. Based on a pilot study within various departments at the UMCU, a survey on teaching motivation and work engagement was developed and sent to over 600 UMCU teachers. About 50 % responded. Work engagement was measured by the Utrecht Work Engagement Scale, included in this survey. From a list of 22 pre-defined items, 5 were marked as most motivating: teaching about my own speciality, noticeable appreciation for teaching by my direct superior, teaching small groups, feedback on my teaching performance, and freedom to determine what I teach. Feedback on my teaching performance showed the strongest predictive value for teaching engagement. Engagement scores were relatively favourable, but engagement with patient care was higher than with research and teaching. Task combinations appear to decrease teaching engagement. Our results match with self-determination theory and the job demands-resources model, and challenge the policy to combine teaching with research and patient care.

  9. Features of burnout syndrome development in healthcare workers with different types of work motivation

    Directory of Open Access Journals (Sweden)

    Vezhnovets T.A.

    2016-05-01

    Full Text Available The article presents the results of researches of peculiarities of burnout syndrome formation in healthcare workers with different types of work motivation. It is discovered that the syndrome is formed for each motivational type as mechanism of psychological protection against the action of certain stressful factors, namely: for instrumental type – an excessive concentration on obtaining material rewards; for professional type – an excessive control of emotions in substantial professional communications and high psycho-emotional overload; for patriotic type – high level of dependence on social approval, a high level of communicative activity, a high level of psycho-emotional overload, for economical type – distrust, for lumpenized – any labor. Prevention of burnout syndrome in healthcare workers has to be realized taking into account peculiarities of psycho-traumatic factors depending on the type of work motivation.

  10. [The "Rubicon-Misunderstanding" - a problem in motivating mentally ill employees to return to work].

    Science.gov (United States)

    Poersch, M; Schmitt, M

    2009-04-01

    The Rubicon model of action phases can help clear a typical misunderstanding between patient and medical rehabilitation measures in the return-to-work process. This misunderstanding is named "The Rubicon-Misunderstanding". Patients remain on their side of the Rubicon with insufficient motivation and volition to cross over, while rehabilitation professionals assume a motivational and volitional state beyond the Rubicon. So sophisticated help is offered to enhance their reduced abilities and occupationally relevant capabilities. To help overcome this misunderstanding, a Rubicon model with status-adapted intervention planning is presented in the following: (a) on this side of the Rubicon, for those patients who are searching clarification and individual meaning in life, the model empowers motivation for new goal settings, (b) on the verge of the Rubicon, the indecisive patient, where therapeutic experiments allow practising the crossing over, and (c) beyond the Rubicon, the active patient, where the model empowers individual coping with problems in the working place and in life.

  11. Hospital nurses working wounded: motivations and obstacles to return to work as experienced by nurses with injuries.

    Science.gov (United States)

    Mullen, Kathleen; Gillen, Marion; Kools, Susan; Blanc, Paul

    2015-01-01

    Despite the high rate of work-related injuries among hospital nurses, there is limited understanding of factors that serve to motivate or hinder nurses return to work following injury. Perspectives of nurses with work related injuries, as they relate to obstacles and motivations to return to work, consequences of injury, and influences of work climate were documented. This was a sub-study of nurses taken from a larger investigation of hospital workers. A purposive sample of 16 nurses was interviewed. Analysis was carried out using grounded theory as the research method. Nurses' responses fell into four concepts: organizational influences, personal conditions, costs and losses, and employee health as influenced by workers' compensation systems. Conceptualization of these concepts resulted in key categories: injury as an expected consequence of hospital work; nursing alone versus nursing together; the impact of injury on professional, family, and social roles; and nurses' understanding of and involvement with the workers' compensation system. The findings provide new perspective into features that support or hinder nurses' with injuries return to work and corroborate existing occupational health research. Consideration of these findings by hospital and employee health managers may help promote more effective return to work programs within the hospital setting.

  12. Extrinsic Motivation as Correlates of Work Attitude of the Nigerian Police Force: Implications for Counselling

    Science.gov (United States)

    Igun, Sylvester Nosakhare

    2008-01-01

    The study examined Extrinsic motivation as correlates of work attitude of the Nigeria Police Force and its implications for counselling. 300 Police personnel were selected by random sampling technique from six departments that make up police force Headquarters, Abuja. The personnel were selected from each department using simple sampling…

  13. [Gender differences in career motivation: female doctors' ambitions benefit from family friendly work environment

    NARCIS (Netherlands)

    Pas, B.R.; Lagro-Janssen, A.L.M.; Doorewaard, J.A.C.M.; Eisinga, R.N.; Peters, P.

    2008-01-01

    OBJECTIVE: To determine gender differences in career motivation and the effect of a family friendly work environment. DESIGN: Cross-sectional pilot investigation. METHOD: A web survey among male and female doctors (n = 107; 72 women and 35 men) in different specialties, including surgical, internal

  14. [Gender differences in career motivation: female doctors' ambitions benefit from family friendly work environment

    NARCIS (Netherlands)

    Pas, B.R.; Lagro-Janssen, A.L.M.; Doorewaard, J.A.C.M.; Eisinga, R.N.; Peters, P.

    2008-01-01

    OBJECTIVE: To determine gender differences in career motivation and the effect of a family friendly work environment. DESIGN: Cross-sectional pilot investigation. METHOD: A web survey among male and female doctors (n = 107; 72 women and 35 men) in different specialties, including surgical, internal

  15. Motivation and Quality of Work Life among Secondary School EFL Teachers

    Science.gov (United States)

    Baleghizadeh, Sasan; Gordani, Yahya

    2012-01-01

    This study set out to investigate the relationship between quality of work life and teacher motivation among 160 secondary school English as a foreign language (EFL) teachers in Tehran, Iran. In addition, 30 of the participants were randomly selected to take part in follow-up interviews which asked why they felt the way they reported. The results…

  16. Toward Motivating Participants to Assess Peers' Work More Fairly: Taking Programing Language Learning as an Example

    Science.gov (United States)

    Wang, Yanqing; Ai, Wenguo; Liang, Yaowen; Liu, Ying

    2015-01-01

    Peer assessment is an efficient and effective learning assessment method that has been used widely in diverse fields in higher education. Despite its many benefits, a fundamental problem in peer assessment is that participants lack the motivation to assess others' work faithfully and fairly. Nonconsensus is a common challenge that makes the…

  17. Promoting Career Preparedness and Intrinsic Work-Goal Motivation: RCT Intervention

    Science.gov (United States)

    Salmela-Aro, Katariina; Mutanen, Pertti; Vuori, Jukka

    2012-01-01

    We examined the role of an in-company training program aimed at enhancing employees' intrinsic work-goal motivation by increasing their career preparedness in a randomized field experimental study. The program activities were implemented using an organization-level two-trainer model with trainers from the human resources management and…

  18. Exploring School Counselors' Motivations to Work with LGBTQQI Students in Schools: A Q Methodology Study

    Science.gov (United States)

    Goodrich, Kristopher M.

    2017-01-01

    This study surveyed a national sample of school counselors who were members of ASCA to understand what motivated their work, or not, with lesbian, gay, bisexual, transgender, queer, questioning, and intersex (LGBTQQI) students in school. The author implemented Q methodology to collect and analyze the data, and results provide scholars and…

  19. Future time perspective and promotion focus as determinants of intraindividual change in work motivation

    NARCIS (Netherlands)

    Kooij, T.A.M.; Bal, P.M.; Kanfer, R.

    2014-01-01

    In the near future, workforces will increasingly consist of older workers. At the same time, research has demonstrated that work-related growth motives decrease with age. Although this finding is consistent with life span theories, such as the selection optimization and compensation (SOC) model, we

  20. Management-by-Results and Performance Measurement in Universities--Implications for Work Motivation

    Science.gov (United States)

    Kallio, Kirsi-Mari; Kallio, Tomi J.

    2014-01-01

    The 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…

  1. Toward Motivating Participants to Assess Peers' Work More Fairly: Taking Programing Language Learning as an Example

    Science.gov (United States)

    Wang, Yanqing; Ai, Wenguo; Liang, Yaowen; Liu, Ying

    2015-01-01

    Peer assessment is an efficient and effective learning assessment method that has been used widely in diverse fields in higher education. Despite its many benefits, a fundamental problem in peer assessment is that participants lack the motivation to assess others' work faithfully and fairly. Nonconsensus is a common challenge that makes the…

  2. Work Motivation and the Concept of Organizational Climate. Research Report No. 4.

    Science.gov (United States)

    Dachler, H. Peter

    Although the hypothesis that behavior is a function of the person in interaction with his environment is a very old one, an overview of current theory and research on work motivation and job satisfaction reveals an emphasis on either one or the other sets of variables, at the expense of investigating systematically the interaction between personal…

  3. Intrinsic Motivation and Environmental Factors Affecting Research of Social Work Faculty on Aging

    Science.gov (United States)

    Wells, Janice G.; Short, Glenda F. Lester

    2010-01-01

    Within the context of Self-determination Theory, this research identifies intrinsic motivation and environmental factors that support social-work-faculty research in aging. Intrinsic factors include faculty's interest in gerontology as a field of practice, the desire to advance knowledge in the field of gerontology, including producing…

  4. Promoting Career Preparedness and Intrinsic Work-Goal Motivation: RCT Intervention

    Science.gov (United States)

    Salmela-Aro, Katariina; Mutanen, Pertti; Vuori, Jukka

    2012-01-01

    We examined the role of an in-company training program aimed at enhancing employees' intrinsic work-goal motivation by increasing their career preparedness in a randomized field experimental study. The program activities were implemented using an organization-level two-trainer model with trainers from the human resources management and…

  5. Management-by-Results and Performance Measurement in Universities--Implications for Work Motivation

    Science.gov (United States)

    Kallio, Kirsi-Mari; Kallio, Tomi J.

    2014-01-01

    The 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…

  6. Factors Complicating Expectancy Theory Predictions of Work Motivation and Job Performance.

    Science.gov (United States)

    Kopelman, Richard E.

    The conventional paradigm for testing expectancy theory predictions of work behavior has been to correlate expectancy-value reports with concurrent measures of motivation and performance. Although this static, two-variable approach has typically yielded statistically significant results, correlations have not been sizable. This study, using a…

  7. Age-Differences in Work Motivation and Job Satisfaction. The Influence of Age on the Relationships between Work Characteristics and Workers' Outcomes

    Science.gov (United States)

    Boumans, Nicolle P. G.; de Jong, Ad H. J.; Janssen, Sara M.

    2011-01-01

    This study investigated the influence of age on the relationship between work characteristics and workers' work motivation and job satisfaction. In total, 1036 workers of a Dutch division of a multinational organization participated. Data were collected by a digital questionnaire. Two interaction terms in the regression on work motivation were…

  8. Age-Differences in Work Motivation and Job Satisfaction. The Influence of Age on the Relationships between Work Characteristics and Workers' Outcomes

    Science.gov (United States)

    Boumans, Nicolle P. G.; de Jong, Ad H. J.; Janssen, Sara M.

    2011-01-01

    This study investigated the influence of age on the relationship between work characteristics and workers' work motivation and job satisfaction. In total, 1036 workers of a Dutch division of a multinational organization participated. Data were collected by a digital questionnaire. Two interaction terms in the regression on work motivation were…

  9. Intrinsic and extrinsic motivation as predictors of work effort: the moderating role of achievement goals.

    Science.gov (United States)

    Dysvik, Anders; Kuvaas, Bård

    2013-09-01

    This research explored the roles of intrinsic motivation (IM) and extrinsic motivation (EM) and the 2 × 2 model of achievement goals as predictors of increased work effort (WE). A cross-lagged field study was conducted among 1,441 employees from three large Norwegian service organizations across a 10-month time span. The results showed that the relationship between IM and increased WE was more positive for employees with high levels of mastery-approach goals. This observation suggests that having congruent goals may accentuate the positive relationship between IM and WE. © 2012 The British Psychological Society.

  10. Work stress, work motivation and their effects on job satisfaction in community health workers: a cross-sectional survey in China.

    Science.gov (United States)

    Li, Li; Hu, Hongyan; Zhou, Hao; He, Changzhi; Fan, Lihua; Liu, Xinyan; Zhang, Zhong; Li, Heng; Sun, Tao

    2014-06-05

    It is well documented that both work stress and work motivation are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and motivation and their contribution to job satisfaction among community health workers in Heilongjiang Province, China. Cross-sectional survey. Heilongjiang Province, China. The participants were 930 community health workers from six cities in Heilongjiang Province. Multistage sampling procedures were used to measure socioeconomic and demographic status, work stress, work motivation and job satisfaction. Logistic regression analysis was performed to assess key determinants of job satisfaction. There were significant differences in some subscales of work stress and work motivation by some of the socioeconomic characteristics. Levels of overall stress perception and scores on all five work stress subscales were higher in dissatisfied workers relative to satisfied workers. However, levels of overall motivation perception and scores on the career development, responsibility and recognition motivation subscales were higher in satisfied respondents relative to dissatisfied respondents. The main determinants of job satisfaction were occupation; age; title; income; the career development, and wages and benefits subscales of work stress; and the recognition, responsibility and financial subscales of work motivation. The findings indicated considerable room for improvement in job satisfaction among community health workers in Heilongjiang Province in China. Healthcare managers and policymakers should take both work stress and motivation into consideration, as two subscales of work stress and one subscale of work motivation negatively influenced job satisfaction and two subscales of work motivation positively influenced job satisfaction. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  11. Work stress, work motivation and their effects on job satisfaction in community health workers: a cross-sectional survey in China

    Science.gov (United States)

    Li, Li; Hu, Hongyan; Zhou, Hao; He, Changzhi; Fan, Lihua; Liu, Xinyan; Zhang, Zhong; Li, Heng; Sun, Tao

    2014-01-01

    Objective It is well documented that both work stress and work motivation are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and motivation and their contribution to job satisfaction among community health workers in Heilongjiang Province, China. Design Cross-sectional survey. Setting Heilongjiang Province, China. Participants The participants were 930 community health workers from six cities in Heilongjiang Province. Primary and secondary outcome measures Multistage sampling procedures were used to measure socioeconomic and demographic status, work stress, work motivation and job satisfaction. Logistic regression analysis was performed to assess key determinants of job satisfaction. Results There were significant differences in some subscales of work stress and work motivation by some of the socioeconomic characteristics. Levels of overall stress perception and scores on all five work stress subscales were higher in dissatisfied workers relative to satisfied workers. However, levels of overall motivation perception and scores on the career development, responsibility and recognition motivation subscales were higher in satisfied respondents relative to dissatisfied respondents. The main determinants of job satisfaction were occupation; age; title; income; the career development, and wages and benefits subscales of work stress; and the recognition, responsibility and financial subscales of work motivation. Conclusions The findings indicated considerable room for improvement in job satisfaction among community health workers in Heilongjiang Province in China. Healthcare managers and policymakers should take both work stress and motivation into consideration, as two subscales of work stress and one subscale of work motivation negatively influenced job satisfaction and two subscales of work motivation positively influenced job satisfaction. PMID:24902730

  12. [Hygiene and motivation factors of nursing work in a cardiology ward].

    Science.gov (United States)

    Somense, Carolina Bueno; Duran, Erika Christiane Marocco

    2014-09-01

    The present study aimed to identify hygienic and motivational factors in the nursing work according to the Two-Factor Theory, as well as their relation with professional satisfaction/dissatisfaction. This exploratory-descriptive study involved nine nurses from the cardiology ward of a hospital in the interior of the State of São Paulo, between August and September 2013. A self-applied questionnaire was used, including open and closed questions. The data were categorized as hygienic and motivational. Results show the nurses' satisfaction with autonomy, work itself and teamwork, duties, content and responsibilities of the job. Dissatisfaction is related to career growth possibilities; work, political and administrative conditions at the institution, supervision and lack of institutional support. Satisfaction and dissatisfaction factors include relationships, acknowledgements and remuneration. Nurses' satisfaction is determined by multiple and often controversial factors.

  13. General patterns of managerial approaches to work motivation: Implications for rehabilitation professionals involved in occupational rehabilitation.

    Science.gov (United States)

    Murphy, G C; Foreman, P

    1993-03-01

    Calls for rehabilitation counselors to learn more about the world of work have been recently repeated. The validity of these calls is suggested by a group of studies which indicate that the rehabilitation counseling literature has an established emphasis on matters of counseling and adjustment rather than on matters related to behavior in organizations. A survey of rehabilitation counsellors' beliefs about key topics in organizational behavior indicates that their beliefs are often discrepant with those of practicing managers and supervisors. A summary of dominant models of work motivation adopted by managerial workers is presented and some implications for occupational rehabilitation practice identified. Finally, some contemporary literature relevant to managerial approaches to employee motivation are identified and it is suggested that familiarity with this literature could assist rehabilitation practitioners move from a more narrow occupational rehabilitation role to a broader involvement in organizational life via the expansion of the disability management approach in work organizations.

  14. Hygiene and motivation factors of nursing work in a cardiology ward

    Directory of Open Access Journals (Sweden)

    Carolina Bueno Somense

    Full Text Available The present study aimed to identify hygienic and motivational factors in the nursing work according to the Two-Factor Theory, as well as their relation with professional satisfaction/dissatisfaction. This exploratory-descriptive study involved nine nurses from the cardiology ward of a hospital in the interior of the State of São Paulo, between August and September 2013. A self-applied questionnaire was used, including open and closed questions. The data were categorized as hygienic and motivational. Results show the nurses' satisfaction with autonomy, work itself and teamwork, duties, content and responsibilities of the job. Dissatisfaction is related to career growth possibilities; work, political and administrative conditions at the institution, supervision and lack of institutional support. Satisfaction and dissatisfaction factors include relationships, acknowledgements and remuneration. Nurses' satisfaction is determined by multiple and often controversial factors.

  15. Work motivation for Japanese nursing assistants in small- to medium-sized hospitals.

    Science.gov (United States)

    Kudo, Yasushi; Kido, Shigeri; Shahzad, Machiko Taruzuka; Yoshimura, Emiko; Shibuya, Akitaka; Aizawa, Yoshiharu

    2011-12-01

    Nursing assistants can work without a professional certification to help registered nurses and licensed practical nurses. Nursing assistants engage in various tasks, e.g., washing laundry, cleaning up, and clerk tasks regarding nursing. Enhancing work motivation among nursing assistants is essential for every hospital, because when nursing assistants do their jobs well, it allows registered nurses and licensed practical nurses to complete their own specialized jobs. We examined the predictors significantly associated with nursing assistants' work motivation. For those predictors, we produced items to examine job satisfaction. Those items are classified into intrinsic and extrinsic facets. The subjects for this study were Japanese nursing assistants working in 26 hospitals with 62-376 beds (4 public and 22 private hospitals). A total of 516 nursing assistants were analyzed, with the average age and standard deviation of 42.7 ± 12.9 years; the age of 456 female subjects was 43.8 ± 12.7 years and that of 60 male subjects was 34.3 ± 11.0 years. Our results show that "work motivation" is significantly associated with "free time to do one's own things," "nursing assistants as important partners on the job," "feeling helpful to patients," "participating in decision making," and "job-skill improvement." Free time to do one's own things is an extrinsic item. Hospital administrators must monitor the workload and their quality of life among nursing assistants. All the other significant items are intrinsic. Nursing assistants are not only motivated by money. They highly value the intrinsic nature and experience of their jobs.

  16. Relationship between Hope to Work and Academic Motivation With Academic Burnout

    Directory of Open Access Journals (Sweden)

    Asieh Ajam Ekrami

    2015-04-01

    Full Text Available Introduction: Academic burnout results from mental fatigue and students uninterested to education is affected by various factors. Hope to work and educational interest are effective factors on academic burnout among students. The aim of this research is investigating the relationship between hope to work and education interest with student’s academic exhaustion at Shahroud university of medical science Methods: By using Kristi-Morgan table, 291 students are randomly selected. Three standard questionnaires were used including, sandier and worland academic motivation (AMS-HS28 and questionnaire of berso academic burnout. Data were statistically analyzed, using T-independent and regression. Results: There was found a significant inverse relationship between hope to work and academic burnout and also between academic motivation and academic burnout. Conclusion: It seems that The balance between student admission and labor market is an essential factor to increase the hope to work and academic motivation and could increase educational achievement and reduce academic burnout among students.

  17. Latina/o Food Industry Employees' Work Experiences: Work Barriers, Facilitators, Motivators, Training Preferences, and Perceptions

    Science.gov (United States)

    Kanagui-Munoz, Marlen; Garriott, Patton O.; Flores, Lisa Y.; Cho, Seonghee; Groves, James

    2012-01-01

    The present study explored the work experiences, job satisfaction, and work behaviors of Latina/o restaurant workers. A total of 10 semistructured focus group (N = 75) interviews were conducted in the Midwest and Southwest. Data were analyzed using a combination of Consensual Qualitative Research (CQR; Hill et al., 2005; Hill, Thompson, &…

  18. The Roles of Teachers' Work Motivation and Teachers' Job Satisfaction in the Organizational Commitment in Extraordinary Schools

    Science.gov (United States)

    Tentama, Fatwa; Pranungsari, Dessy

    2016-01-01

    Teachers' work motivation and teachers' job satisfaction are the factors influencing the organizational commitment. This research is aimed to empirically examine the roles of teachers' work motivation and teachers' job satisfaction in the commitment of the organization in extraordinary schools. The subjects of the research are the teachers in…

  19. Examining the Roles of Work Autonomous and Controlled Motivations on Satisfaction and Anxiety as a Function of Role Ambiguity.

    Science.gov (United States)

    Gillet, Nicolas; Fouquereau, Evelyne; Lafrenière, Marc-André K; Huyghebaert, Tiphaine

    2016-07-03

    Past research in the self-determination theory has shown that autonomous motivation is associated with positive outcomes (e.g., work satisfaction), whereas controlled motivation is related to negative outcomes (e.g., anxiety). The purpose of the present research was to examine the moderating function of role ambiguity on the relationships between work autonomous and controlled motivations on the one hand, and work satisfaction and anxiety on the other. Six hundred and ninety-eight workers (449 men and 249 women) participated in this study. Results revealed that autonomous motivation was most strongly related to satisfaction when ambiguity was low. In addition, controlled motivation was most strongly related to anxiety when ambiguity was high. In other words, the present findings suggest that the outcomes associated with each form of motivation may vary as a function of role ambiguity. The present study thus offers meaningful insights for organizations, managers, and employees.

  20. Collective autonomy and absenteeism within work teams: a team motivation approach.

    Science.gov (United States)

    Rousseau, Vincent; Aubé, Caroline

    2013-01-01

    This study investigates the role of collective autonomy in regard to team absenteeism by considering team potency as a motivational mediator and task routineness as a moderator. The sample consists of 90 work teams (327 members and 90 immediate superiors) drawn from a public safety organization. Results of structural equation modeling indicate that the relationships between collective autonomy and two indicators of team absenteeism (i.e., absence frequency and time lost) are mediated by team potency. Specifically, collective autonomy is positively related to team potency which in turn is negatively related to team absenteeism. Furthermore, results of hierarchical regression analyses show that task routineness moderates the relationships between collective autonomy and the two indicators of team absenteeism such that these relationships are stronger when the level of task routineness is low. On the whole, this study points out that collective autonomy may exercise a motivational effect on attendance at work within teams, but this effect is contingent on task routineness.

  1. Work motivation, task delegation and job satisfaction of general practice staff: a cross-sectional study.

    Science.gov (United States)

    Riisgaard, Helle; Søndergaard, Jens; Munch, Maria; Le, Jette V; Ledderer, Loni; Pedersen, Line B; Nexøe, Jørgen

    2017-04-01

    Recent research has shown that a high degree of task delegation is associated with the practise staff's overall job satisfaction, and this association is important to explore since job satisfaction is related to medical as well as patient-perceived quality of care. This study aimed: (1) to investigate associations between degrees of task delegation in the management of chronic disease in general practice, with chronic obstructive pulmonary disease (COPD) as a case and the staff's work motivation, (2) to investigate associations between the work motivation of the staff and their job satisfaction. The study was based on a questionnaire to which 621 members of the practice staff responded. The questionnaire consisted of a part concerning degree of task delegation in the management of COPD in their respective practice and another part being about their job satisfaction and motivation to work. In the first analysis, we found that 'maximal degree' of task delegation was significantly associated with the staff perceiving themselves to have a large degree of variation in tasks, odds ratio (OR) = 4.26, confidence interval (CI) = 1.09, 16.62. In the second analysis, we found that this perceived large degree of variation in tasks was significantly associated with their overall job satisfaction, OR = 2.81, confidence interval = 1.71, 4.61. The results suggest that general practitioners could delegate highly complex tasks in the management of COPD to their staff without influencing the staff's work motivation, and thereby their job satisfaction, negatively, as long as they ensure sufficient variation in the tasks.

  2. Testing an Integrated Self-Determined Work Motivation Model for People With Disabilities: A Path Analysis.

    Science.gov (United States)

    Tansey, Timothy N; Iwanaga, Kanako; Bezyak, Jill; Ditchman, Nicole

    2017-05-04

    Individuals with disabilities are more likely to live in poverty, have more health issues, and be less likely to be employed than their same-aged peers. Although these issues may be attenuated by vocational rehabilitation services, amotivation and ambivalence to employment can limit the readiness of persons with disabilities to engage in these services. Drawing on self-efficacy, self-determination, and stages of change theories, the purpose of this study was to develop and test an integrated self-determined work motivation model for people with disabilities. Participants included 277 people with disabilities recruited through vocational rehabilitation agencies across 8 states. Path analysis was used to evaluate the contribution of functional disability, self-determination, and social efficacy variables in a hypothesized integrated self-determined work motivation model. Model estimations used maximum likelihood estimation and model-data fit was examined using several goodness-of-fit indices. The initial path analysis indicated a less than optimal fit between the model and the observed data. Post hoc model modifications were conducted based on examination of the critical ratios and modification indices and theoretical consideration. The respecified integrated self-determined work motivation model fit the data very well, χ2/df = 1.88, CFI = .99, and RMSEA = 0.056. The R2 for the endogenous variables in the model ranged from .19 to .54. Findings from this study support the integrated self-determined work motivation model in vocational rehabilitation as a useful framework for understanding the relationship among functioning levels, self-determination and self-efficacy factors, vocational rehabilitation engagement, and readiness for employment. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  3. Sources of work motivation of business leaders in the USA and South Africa: a cross-cultural comparison using the Motivational Sources Inventory.

    Science.gov (United States)

    Barbuto, John E; Gifford, Gregory T

    2007-10-01

    Motivational differences in response to the Motivation Sources Inventory were tested between U.S. (n = 138) and South-African (n = 114) work samples. Analysis indicated that American managers scored significantly higher on intrinsic process (fun), while South-African managers scored significantly higher on self-concept external and goal internalization when measured using ratio analysis. Replication and extension with large groups representative of populations of interest in conjunction with Hofstede's cultural dimensions could allow generalization.

  4. Enhancing the intrinsic work motivation of community nutrition educators: how supportive supervision and job design foster autonomy.

    Science.gov (United States)

    Dickin, Katherine L; Dollahite, Jamie S; Habicht, Jean-Pierre

    2011-01-01

    Mixed-methods research investigated the work motivation of paraprofessional community nutrition educators (CNEs) delivering a long-running public health nutrition program. In interviews, CNEs (n = 9) emphasized "freedom," supportive supervision, and "making a difference" as key sources of motivation. Community nutrition educator surveys (n = 115) confirmed high levels of autonomy, which was associated with supervisors' delegation and support, CNE decision-making on scheduling and curricula, and job satisfaction. Supervisors (n = 32) rated CNEs' job design as having inherently motivating characteristics comparable to professional jobs. Supervisory strategies can complement job design to create structured, supportive contexts that maintain fidelity, while granting autonomy to paraprofessionals to enhance intrinsic work motivation.

  5. Two models of nursing practice: a comparative study of motivational characteristics, work satisfaction and stress.

    Science.gov (United States)

    Rantanen, Anja; Pitkänen, Anneli; Paimensalo-Karell, Irmeli; Elovainio, Marko; Aalto, Pirjo

    2016-03-01

    To examine the differences in work-related motivational and stress factors between two nursing allocation models (the primary nursing model and the individual patient allocation model). A number of nursing allocation models are applied in hospital settings, but little is known about the potential associations between various models and work-related psychosocial profiles in nurses. A cross-sectional study using an electronic questionnaire. The data were collected from nurses (n = 643) working in 22 wards. In total, 317 questionnaires were returned (response rate 49.3%). There were no significant differences in motivational characteristics between the different models. The nurses working according to the individual patient allocation model were more satisfied with their supervisors. The work itself and turnover caused more stress to the nurses working in the primary nursing model, whereas patient-related stress was higher in the individual patient allocation model. No consistent evidence to support the use of either of these models over the other was found. Both these models have positive and negative features and more comparative research is required on various nursing practice models from different points of view. Nursing directors and ward managers should be aware of the positive and negative features of the various nursing models. © 2015 John Wiley & Sons Ltd.

  6. Job Satisfaction, Quality of Work Life and Work Motivation in Employees with Intellectual Disability: A Systematic Review.

    Science.gov (United States)

    Kocman, Andreas; Weber, Germain

    2016-12-21

    Current research on employment options for people with Intellectual Disability emphasizes the importance of employee needs and satisfaction. The study aims at systematically reviewing the literature on job satisfaction and related constructs. A systematic literature search was conducted. Studies were included if (i) they are specific to effects of work, (ii) assessed variables are related to job satisfaction, QoWL, attitudes towards work or work motivation and if (iii) studies reported intellectual disability-specific results. Twenty-three studies met the inclusion criteria. Findings were classified according to the socio-cognitive model of job satisfaction. Current literature suggests high job satisfaction in people with intellectual disability. Predictors of job satisfaction are similar to people without disabilities, albeit the importance of factors differs. Stronger consideration of well-established theories and measures from organizational psychology would enhance future research. Findings indicate that high satisfaction ratings might result from lack of control over vocational decisions. © 2016 John Wiley & Sons Ltd.

  7. The Dynamics of Hope and Motivations in Groups Working on Complex Societal Issues

    Directory of Open Access Journals (Sweden)

    Pia Andersson

    2016-01-01

    Full Text Available This paper reports results from a study of how participants’ sense of personal hope and motivation was affected by a facilitated process in which four groups of people worked on different complex social issues. The group interventions were designed to scaffold increased understanding of the complexity of the chosen issue. A method called The Integral Process for Working on Complex Issues was used in all of the groups. Issues addressed in the four groups were: neighborhood deterioration, lack of community engagement, the need for better strategies for communication between rescue service actors in critical life-and-death situations, and transition to a more environmentally sustainable city. The study investigated the participants’ self-reported changes in their levels of hope regarding the possibility of achieving positive results on the selected issue, and changes in their motivation to engage in work to that end. The data were gathered through interviews with individual group participants before and after the group process. The sessions supported group members to develop more awareness of the complexity of the issues, and to develop strategies for action. The study indicates that the discovery of new potential pathways to manage an issue, through a more comprehensive understanding of the complexity involved, was a key factor influencing levels of hope and motivation. Reports from participants showed that when the participants formulated concrete actions that made sense to them, then “particularized hope” emerged, as well as motivation to continue to engage. Thus, increased levels of hope about a delimited part of the issue were reported, while in some cases, participants reported having less hope about the issue complex as a whole.

  8. Why Work with Undergraduate Researchers? Differences in Research Advisors’ Motivations and Outcomes by Career Stage

    Science.gov (United States)

    Hayward, Charles N.; Laursen, Sandra L.; Thiry, Heather

    2017-01-01

    Undergraduate research is often hailed as a solution to increasing the number and quality of science, technology, engineering, and mathematics graduates needed to fill the high-tech jobs of the future. Student benefits of research are well documented but the emerging literature on advisors’ perspectives is incomplete: only a few studies have included the graduate students and postdocs who often serve as research advisors, and not much is known about why research advisors choose to work with undergraduate researchers. We report the motivations for advising undergraduate researchers, and the related costs and benefits of doing so, from 30 interviews with research advisors at various career stages. Many advisors stated intrinsic motivations, but a small group of early-career advisors expressed only instrumental motivations. We explore what this means for how advisors work with student researchers, the benefits students may or may not gain from the experience, and the implications for training and retaining research advisors who can provide high-quality research experiences for undergraduate students. PMID:28213583

  9. Modulation of working memory function by motivation through loss-aversion.

    Science.gov (United States)

    Krawczyk, Daniel C; D'Esposito, Mark

    2013-04-01

    Cognitive performance is affected by motivation. Few studies, however, have investigated the neural mechanisms of the influence of motivation through potential monetary punishment on working memory. We employed functional MRI during a delayed recognition task that manipulated top-down control demands with added monetary incentives to some trials in the form of potential losses of bonus money. Behavioral performance on the task was influenced by loss-threatening incentives in the form of faster and more accurate performance. As shown previously, we found enhancement of activity for relevant stimuli occurs throughout all task periods (e.g., stimulus encoding, maintenance, and response) in both prefrontal and visual association cortex. Further, these activation patterns were enhanced for trials with possible monetary loss relative to nonincentive trials. During the incentive cue, the amygdala and striatum showed significantly greater activation when money was at a possible loss on the trial. We also evaluated patterns of functional connectivity between regions responsive to monetary consequences and prefrontal areas responsive to the task. This analysis revealed greater delay period connectivity between and the left insula and prefrontal cortex with possible monetary loss relative to nonincentive trials. Overall, these results reveal that incentive motivation can modulate performance on working memory tasks through top-down signals via amplification of activity within prefrontal and visual association regions selective to processing the perceptual inputs of the stimuli to be remembered.

  10. [Development of a scale for work motivation of home care workers and influencing factors].

    Science.gov (United States)

    Nakatani, Yasuhisa; Sugiura, Keiko; Mikami, Hiroshi

    2009-02-01

    To develop a scale for home care workers focusing on work motivation and to determine influential underlying factors. This study was an anonymous mailed survey of home care workers who provided home help services in July 2007. We collected information in the following areas: demographics of home care workers and care-recipients, burnout, stress, job satisfaction, life satisfaction, and self-esteem (SE). Hierarchical regression analysis was performed in order to identify factors related to work motivation. Construct validity was analyzed by factor analysis. Two subscales were obtained by the analysis and designated as "positive appraisal of the current state" (9 items) and "uplift of morale" (3 items). Content validity was analyzed by good-poor and item-total, and all correlations were strongly positive. Reliability was analyzed by internal consistency. Cronbach's ? values were 0.94 and 0.77, respectively. Concurrent validity was analyzed by correlation coefficient and a significant negative correlation was seen between the two subscales and burnout (r = -0.23--0.50), while positive correlations were noted for job or life satisfaction (r= 0.24-0.49). The positive influential factors on "positive appraisal of the current state" were satisfaction in 1) relation to care-recipients, 2) work environment for skill improvement and 3) the wages. The positive influential factors on "uplift of morale" were satisfaction with relation to care-recipients and their own life. This scale has sufficient reliability and validity. "Positive appraisal of the current state" and "uplift of morale" were confirmed as appropriate work motivation subscales for home care workers. Thus, support to augment job satisfaction with the work environment and wages appears to enhance "positive appraisal of the current state" and support to augment life satisfaction appears to enhance "uplift of morale".

  11. Working motivation as mediating variable for the influence of Spiritual quotient towards working performance: a study in the Regional Secretary of Puncak Jaya

    OpenAIRE

    NUHUJANAN ROMUALDUS PHILIPPUS; TROENO EKA AFNAN; NOERMIJATI N.; SUDIRO ACHMAD

    2016-01-01

    Spiritual quotient is an important element for an individual to achieve self-actualization. An individual who understands his or her talent and potentiality is creative, visionary and flexible. Such individual has strong motivation to improve his/her performance. The purpose of the study was to analyze the influence of spiritual quotient towards working performance that was mediated by working motivation. The subjects were 89 employees working in the Regional Secretary of Puncak Jaya. The pop...

  12. Work Engagement, Intrinsic Motivation and Job Satisfaction among Employees of A Coal Mining Company in South Borneo

    Directory of Open Access Journals (Sweden)

    Hasan Sartono

    2015-08-01

    Full Text Available This paper seeks to establish the relationships between three job characteristics constructs, namely work engagement, intrinsic motivation and job satisfaction in a workplace notorious for discord and conflict between workers and employers. A quantitative methodology was adopted using a cross-sectional survey. Respondents were selected from the workers at a mining company, with a final sample of 156 employees participating in the study. The Utrecht Work Engagement Scale, Intrinsic Motivation Inventory and the Minnesota Job Satisfaction Questionnaire were used to collect data. The results of the study indicate positive relationships between job satisfaction, work engagement and intrinsic motivation among the workers. Age and marital status were found to be significant contributors to workers’ job satisfaction, intrinsic motivation and work engagement. Implications of these results are that human resource interventions are required in order to deal with enhancing work engagement, intrinsic motivation and job satisfaction. Furthermore, the results indicate that intrinsic motivation and work engagement can enhance job satisfaction. The current study adds to the research pointing at job satisfaction as a promising underlying mechanism for employees’ to be internally motivated and engaged at work.

  13. Analysis of the Motivation and Work Climate of University Teaching Staff

    Science.gov (United States)

    González-Tirados, R. M.

    2012-04-01

    The scientific, social, economic and technological progress taking place in present-day advanced societies needs to be closely linked to the work of the university and to effectiveness, productivity and efficiency. Moreover, teaching staff play a predominant role and are the best point of reference for any changes to be introduced in teaching, in the way to manage classes, in the use of tools, changes in methodology or teaching strategies, and also in the ways students learn, etc. The teacher ceases to be a figure who only transmits knowledge and becomes a guide or facilitator of learning. The teacher, therefore, takes on a different commitment with the ways of learning, of approaching students, guiding tutorials, assessing student learning, etc. For these reasons staff motivationisone of the basic concerns. It would be expected that a demotivated staff with few incentives and a low opinion of their worth as teachers would be less committed to their teaching, research and management work, and as a result would achieve less success in their work with students. To put it another way, they would perform worse in all they do. But could it be that their vocation as teachers and the professionalism of university staff are sufficient motivating factors in themselves? The concepts of work climate, motivation and demotivation of teaching staff, feeling uneasy with teaching or academic work, conflicts of communication, a deterioration in relationships with colleagues, etc., are phrases that are heard more and more in the work environment. Most of these phrases would seem to be related to academic performance or the way of becoming involved in the centre's activities or to other variables which until proved are only supposition. It is for these reasons that we have wished to analyse the situation of teaching staff in universities in Madrid. In university organisations the teaching staff is one of the key elements that leads to work being done more or less effectively. Human

  14. The interplay of occupational motivation and well-being during the transition from university to work.

    Science.gov (United States)

    Haase, Claudia M; Heckhausen, Jutta; Silbereisen, Rainer K

    2012-11-01

    A successful entry into work is one of the key developmental tasks in young adulthood. The present 4-wave longitudinal study examined the interplay between occupational motivation (i.e., goal engagement and goal disengagement) and well-being (i.e., satisfaction with life, satisfaction with work, satisfaction with partnership, positive affect, depressive symptoms, autonomy, purpose in life, positive relations with others) during the transition from university to work. The sample consisted of 498 university graduates from 4 majors with favorable or unfavorable employment opportunities. Data were analyzed using latent growth curve modeling. The results showed that increases in goal engagement were associated with increases in numerous aspects of well-being. Increases in goal disengagement were associated with decreases in numerous aspects of well-being. However, this dynamic was not without exception. Goal engagement at graduation was associated with a decrease in autonomy and, for individuals with unfavorable employment opportunities, an increase in depressive symptoms. Goal disengagement at graduation was associated with an increase in satisfaction with work. These findings elucidate why some individuals may opt for overall maladaptive motivational strategies during the transition into the workforce: They provide selective well-being benefits. In sum, how young adults deal with their occupational goals is closely linked to changes in their well-being.

  15. The importance of autonomy support and the mediating role of work motivation for well-being: testing self-determination theory in a Chinese work organisation.

    Science.gov (United States)

    Nie, Youyan; Chua, Bee Leng; Yeung, Alexander Seeshing; Ryan, Richard M; Chan, Wai Yen

    2015-08-01

    We examine relations between perceived organisational autonomy support and different types of work motivation and well-being outcomes in 266 teachers from two government schools in China. We hypothesised that greater autonomy support would be associated with more autonomous forms of employee motivation, and that teacher motivation would in turn mediate the effects of autonomy support on indicators of work well-being (i.e., job satisfaction, work stress and physical ill symptoms). Results generally supported the hypothesised relations between perceived autonomy support and SDT's five types of motivations. Findings also showed that perceived autonomy support predicted job satisfaction directly and indirectly through the mediating roles of intrinsic motivation, identified regulation, introjected regulation and external regulation. Perceived autonomy support predicted work stress directly and indirectly through the mediating roles of external regulation and amotivation. Autonomy support also predicted illness symptoms via the mediating roles of intrinsic motivation, introjected regulation and amotivation. The current findings highlight how perceived organisational support for autonomy relates to motivational differences in a Chinese work context, and the potential relevance of autonomy support for employee well-being. © 2014 International Union of Psychological Science.

  16. The Scare Tactic: Do Fear Appeals Predict Motivation and Exam Scores?

    Science.gov (United States)

    Putwain, David; Remedios, Richard

    2014-01-01

    Prior to high-stakes exams, teachers use persuasive messages that highlight to students the possible consequences of failure. Such messages are known as fear appeals. This study examined whether fear appeals relate to self- and non-self-determined motivation and academic performance. Data were collected in 3 waves. Self-report data pertaining to…

  17. The role of ability, motivation, and opportunity to work in the transition from work to early retirement - testing and optimizing the Early Retirement Model

    NARCIS (Netherlands)

    de Wind, Astrid; Geuskens, Goedele A; Ybema, Jan Fekke; Bongers, Paulien M; van der Beek, Allard J

    2015-01-01

    OBJECTIVES: Determinants in the domains health, job characteristics, skills, and social and financial factors may influence early retirement through three central explanatory variables, namely, the ability, motivation, and opportunity to work. Based on the literature, we created the Early Retirement

  18. The role of ability, motivation, and opportunity to work in the transition from work to early retirement : testing and optimizing the Early Retirement Model

    NARCIS (Netherlands)

    Wind, A. de; Geuskens, G.A.; Ybema, J.F.; Bongers, P.M.; Beek, A.J. van der

    2015-01-01

    Objectives Determinants in the domains health, job characteristics, skills, and social and financial factors may influence early retirement through three central explanatory variables, namely, the ability, motivation, and opportunity to work. Based on the literature, we created the Early Retirement

  19. The role of ability, motivation, and opportunity to work in the transition from work to early retirement : testing and optimizing the Early Retirement Model

    NARCIS (Netherlands)

    Wind, A. de; Geuskens, G.A.; Ybema, J.F.; Bongers, P.M.; Beek, A.J. van der

    2015-01-01

    Objectives Determinants in the domains health, job characteristics, skills, and social and financial factors may influence early retirement through three central explanatory variables, namely, the ability, motivation, and opportunity to work. Based on the literature, we created the Early Retirement

  20. The role of ability, motivation, and opportunity to work in the transition from work to early retirement - testing and optimizing the Early Retirement Model

    NARCIS (Netherlands)

    de Wind, Astrid; Geuskens, Goedele A; Ybema, Jan Fekke; Bongers, Paulien M; van der Beek, Allard J

    2015-01-01

    OBJECTIVES: Determinants in the domains health, job characteristics, skills, and social and financial factors may influence early retirement through three central explanatory variables, namely, the ability, motivation, and opportunity to work. Based on the literature, we created the Early Retirement

  1. Effects of organizational change on work-related empowerment, employee satisfaction, and motivation.

    Science.gov (United States)

    Kuokkanen, Liisa; Suominen, Tarja; Härkönen, Eeva; Kukkurainen, Marja-Leena; Doran, Diane

    2009-01-01

    This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well.

  2. What motivated Dr David Livingstone (1813-73) in his work in Africa?

    Science.gov (United States)

    Beard, John A S

    2009-05-01

    Born of humble beginnings in a Scottish mill-town, David Livingstone would become one of the great explorers of the 19th century, traversing 30,000 miles of unknown Africa. His pioneering spirit and inquisitive mind brought knowledge and discoveries in the fields of tropical medicine, linguistics, botany, zoology, anthropology and geology. While it can be argued that Livingstone exhibited contradictions and shortcomings as a man, he nonetheless grasped the imagination of Victorian Britain and helped to change European attitudes towards Africa forever. His numerous endeavours were undertaken under the banner of divinely inspired missionary work -- 'If God has accepted my service, then my life is charmed till my work is done' (Livingstone D. Livingstone's Private Journals, 1851-53. London: Chatto & Windus, 1960:108). Yet whether it was indeed religion that truly motivated Livingstone, or rather that he used it as a vehicle for his other passions, is less certain.

  3. Are demographics, work and health associated with the ability and motivation to continue working until the age of 65 in construction workers?

    NARCIS (Netherlands)

    Oude Hengel, K.; Blatter, B.; Geuskens, G.; Koppes, L.; Bongers, P.

    2011-01-01

    Objectives: Because of the ageing and decreasing working population in the construction industry, it is important to encourage workers to prolong their working life. The objective of this study was to explore factors associated with the ability and motivation to continue working until the age of 65

  4. Workers' intrinsic work motivation when job demands are high : The role of need for autonomy and perceived opportunity for blended working

    NARCIS (Netherlands)

    Van Yperen, Nico W.; Wörtler, Burkhard; de Jonge, Kiki M.M.

    2016-01-01

    Work overload or work pressure may undermine workers' intrinsic motivation. In the present research, we tested the conditions under which this may (not) occur, including the perceived opportunity to blend on-site and off-site working through the effective use of computers and modern information and

  5. Prosocial motivation and physicians' work attitudes. Effects of a triple synergy on prosocial orientation in a healthcare organization.

    Science.gov (United States)

    Kim, Young Shin

    2015-01-01

    Employees work attitudes are key determinants to organizational performance. This article proposes a model integrating servant leadership, prosocial motivation, and corporate social responsibility (CSR) in order to explain a mechanism through which prosocial motivation plays a central role in enhanding physicians' work attitudes. A cross sectional survey from a sample of physicians indicates that (1) prosocial motivation can be shaped from servant leadership when physicians perceive high value fit with their supervisors, (2) prosocial motivation improves physicians' job satisfaction. Its effects is strengthened when physicians perceive high CSR, and (3) job satisfaction improves organizational commitment. The results provide meaningful insights that a triple synergy of prosocial orientation among physicians, supervisors and organization enhances physicians' work attitudes.

  6. Gender in relation to work motivation, satisfaction and use of day center services among people with psychiatric disabilities.

    Science.gov (United States)

    Eklund, Mona; Eklund, Lisa

    2017-05-01

    Day centres can prepare for open-market employment, and attendees' work motivation is key in this. Adopting a gender perspective, this study investigated (1) motivation for day centre attendance, satisfaction with the day centre services, number of hours spent there, and number and type of occupations performed; and (2) whether those factors were related with motivation for open-market employment. Women (n = 164) and men (n = 160) with psychiatric disabilities completed self-report questionnaires. There were no gender differences regarding satisfaction with the day centre services or number of hours spent there, but women engaged in more occupations. More women than men performed externally-oriented services and textile work, while men were in the majority in workshops. Externally oriented services, working in workshops, and low satisfaction with the day centre services were associated with higher motivation for employment. Women and men were equally motivated for employment. Women scored higher on motivation for attending the day centre, something that may deter transition into open-market employment. For men, less motivation for attending day centres may reduce their possibilities of gaining skills that can facilitate transitioning to open-market employment. Thus, the possibility for transitioning from day centre activities to open-market employment may be gendered.

  7. Motivations for active commuting: a qualitative investigation of the period of home or work relocation

    Directory of Open Access Journals (Sweden)

    Jones Caroline HD

    2012-09-01

    Full Text Available Abstract Background Promoting walking or cycling to work (active commuting could help to increase population physical activity levels. According to the habit discontinuity and residential self-selection hypotheses, moving home or workplace is a period when people (reassess, and may be more likely to change, their travel behavior. Research in this area is dominated by the use of quantitative research methods, but qualitative approaches can provide in-depth insight into the experiences and processes of travel behavior change. This qualitative study aimed to explore experiences and motivations regarding travel behavior around the period of relocation, in an effort to understand how active commuting might be promoted more effectively. Methods Participants were recruited from the Commuting and Health in Cambridge study cohort in the UK. Commuters who had moved home, workplace or both between 2009 and 2010 were identified, and a purposive sample was invited to participate in semi-structured interviews regarding their experiences of, and travel behavior before and after, relocating. A grounded theory approach was taken to analysis. Results Twenty-six commuters participated. Participants were motivated by convenience, speed, cost and reliability when selecting modes of travel for commuting. Physical activity was not a primary motivation, but incidental increases in physical activity were described and valued in association with active commuting, the use of public transport and the use of park-and-ride facilities. Conclusions Emphasizing and improving the relative convenience, cost, speed and reliability of active commuting may be a more promising approach to promoting its uptake than emphasizing the health benefits, at least around the time of relocation. Providing good quality public transport and free car parking within walking or cycling distance of major employment sites may encourage the inclusion of active travel in the journey to work

  8. Transfer of Training: A Reorganized Review on Work Environment and Motivation to Transfer

    Directory of Open Access Journals (Sweden)

    Imran Khan

    2015-11-01

    Full Text Available Effective application of skills & knowledge gained from a training program to a job situation, i.e. transfer of training, has become a great concern in training issues. Transfer of learned skills at the actual workplace is subject to a number of factors, with work environment being one of those factors. Research has shown a relatively profound role of the work environment in delineating the construct of transfer. However, some of the most important characteristics of the work environment have arguably remained under-researched and are still going empirical testing. So, in earnest, this paper is an attempt to make a holistic review of the literature and methodology by going through summative, formative and meta studies published from 1988–2014 on transfer. This paper proposes a conceptual framework by recognizing the influential role of two forms of work environments (i.e., support and climate on transfer of training, taking into account the mediating role played by transfer motivation with recommended methodological standards.

  9. THE MOTIVATION OF MAN TO WORK: IMPACT OF THE GLOBAL ECONOMIC CRISIS STUDY

    Directory of Open Access Journals (Sweden)

    Felipe Carvalho F. Nars

    2013-06-01

    Full Text Available The general objective of this research is to identify significant differences in the levels of ‘Satisfactionand Motivation’ among employees of the Best Companies to Work For in Brazil, elected by Guia VocêS/A-Exame, between 2007 and 2009. The specific objectives seek to: (1 verify if the result of the category‘Satisfaction and Motivation’ in 2009 differs significantly from 2007 and 2008, (2 assess the variations inthe indices that composes the result of this category in 2009 and relate them to the theory of motivation,and (3 identify elements in the speech of employees that demonstrate the actions taken by companiesbefore the global economic crisis in 2009 to keep them motivated and relate them to the theory of managementin the era of economic turbulence. The theoretical framework addresses three main issues: (1organizational climate - its relationship to the organizational system and motivation, the importance ofits measurement through organizational climate surveys structured by categories and actions of seniormanagement due to its results. (2 Motivation - a conceptual overview and the recent discussion aboutthe meaning assigned to work as a source of motivation. (3 The management in the era of economicturbulence - the role of leadership dealing with new challenges of management in the chaos, clarity andeffectiveness communication due to maintain team morale in times of crisis. In order to find the answersto the proposed problem, we performed a descriptive analysis with focus on quantitative and qualitativedata. The survey sample was comprised of 66 companies that figured in the Guides for 2007, 2008 and2009. The Statistical analysis was given by applying the Kolmogorov-Smirnov (KS test, additionally theGeneral Linear Model (GLM and the selection method of Wilks Lambda. The quantitative results obtainedby applying hypothesis and comparison tests between means showed a drop in the levels of ‘Satisfactionand Motivation’ in 2009

  10. A Profile Approach to Self-Determination Theory Motivations at Work

    Science.gov (United States)

    Moran, Christina M.; Diefendorff, James M.; Kim, Tae-Yeol; Liu, Zhi-Qiang

    2012-01-01

    Self-determination theory (SDT) posits the existence of distinct types of motivation (i.e., external, introjected, identified, integrated, and intrinsic). Research on these different types of motivation has typically adopted a variable-centered approach that seeks to understand how each motivation in isolation relates to employee outcomes. We…

  11. A Profile Approach to Self-Determination Theory Motivations at Work

    Science.gov (United States)

    Moran, Christina M.; Diefendorff, James M.; Kim, Tae-Yeol; Liu, Zhi-Qiang

    2012-01-01

    Self-determination theory (SDT) posits the existence of distinct types of motivation (i.e., external, introjected, identified, integrated, and intrinsic). Research on these different types of motivation has typically adopted a variable-centered approach that seeks to understand how each motivation in isolation relates to employee outcomes. We…

  12. MANAGEMENT STYLE AND WORK MOTIVATION IN THE BASIC SCHOOLS IN THE MUNICIPALITY OF MIRANDA

    Directory of Open Access Journals (Sweden)

    Sobeida del Carmen Alvarado Silva

    2016-10-01

    Full Text Available The aim of the study is to determine the relationship between management style and work motivation in national primary schools in the Altagracia Parish at the Municipality of Miranda. It is a descriptive correlational research, framed on the positivist approach. The design is field not experimental and transsectional. The quantitative statistical analysis is used to process the data obtained from subjects surveyed to measure the relationship of the variables. A population census comprised of 99 subjects of whom 09 are managers and 90 teachers was conducted. Two instruments made up of 36 items with Likert response options were designed: always, almost always, sometimes and never. The statistical analysis used to analyze the results was descriptive; with frequency distribution by items. As conclusion, a very low positive and statistically significant correlation between variables was detected.

  13. An Investigation of the Relationship between Work Motivation (Intrinsic & Extrinsic) and Employee Engagement : A Study on Allied Bank of Pakistan

    OpenAIRE

    Khan, Waseem; Iqbal, Yawar

    2013-01-01

    Introduction: Work motivation (intrinsic & extrinsic) and employee engagement is the hot issues for today’s management. Employee’s motivation has been in discussion for years, different compensation plans and strategies were adopted over years to make employees more productive. Recently, the introduction of employee engagement as a new construct to business, management, and human resource management fields make it an imperative to adopt in organizational settings. Many studies made indire...

  14. The role of locus of control and achievement motivation in the work performance of black managers

    Directory of Open Access Journals (Sweden)

    A. C. Bothma

    1997-06-01

    Full Text Available The primary objective of this study was to predict the work performance of Black managers by using three measures of Locus of Control and five measures of Achievement Motivation. Work performance was assessed by superiors with the aid of the Performance Appraisal Questionnaire of Schepers (1994 which yields three scores, viz, Work Performance, Creativity/Initiative and Management Skills. The sample comprised 102 Black male employees in supervisory and more senior positions in a diversified and geographically dispersed chemical company. In analysing the data, the three sets of measures were intercorrelated and subjected to a factor analysis. Three factors were identified; amongst others a factor representing work performance. A composite score was accordingly computed which served as the criterion measure in a regression analysis. Furthermore/ a canonical correlation procedure was used to maximise the correlation between the predictor variables and the dependent variables. Two statistically significant canonical correlations were obtained. It was found that both the Locus of Control Inventory and the Achievement Motivation Questionnaire can be used as predictors of work performance as assessed by means of the Performance Appraisal Questionnaire (PA. Opsomming Die primêre doelwit van hierdie studie was om die werkverrigting van Swart bestuurders te voorspel deur gebruik te maak van drie metings van Lokus van Beheer en vyf metings van Prestasiemotivering. Werkverrigting is deur bogeskiktes met behulp van die Prestasiebeoordelingsvraelys van Schepers (1994 beoordeel, wat drie tellings lewer, naamlik Werkverigting, Inisiatief/Kreatiwiteit en Bestuursvaardighede. Die steekproef het uit 102 Swart manlike werknemers in toesighoudende en meer senior posisies in 'n gediversifiseerde en geografies verspreide chemiese maatskappy bestaan. In die ontleding van die data is die drie stelle metings geïterkorreleer en aan 'n faktorontleding onderwerp. Drie

  15. Relationship between Instructional Leadership of Headmaster and Work Discipline and Work Motivation and Academic Achievement in Primary School at Special Areas of Central Jakarta

    Science.gov (United States)

    Supriadi, Eddi; Yusof, Hj. Abdul Raheem Bin Mohamad

    2015-01-01

    The study aimed to investigate the relationship between the instructional leadership of the headmaster and the work discipline of teachers and the work motivation and the academic achievement of primary school students from Special Province of Central Jakarta. The research method will be done with quantitative research methods. The study uses data…

  16. Deliberate Practice in Medicine: The Motivation to Engage in Work-Related Learning and Its Contribution to Expertise

    Science.gov (United States)

    van de Wiel, Margje W. J.; Van den Bossche, Piet

    2013-01-01

    This study examined physicians' motivation to engage in work-related learning and its contribution to expertise development beyond work experience. Based on deliberate practice theory, semi-structured interviews were conducted with 17 residents and 28 experienced physicians in internal medicine, focusing on the activities they engaged in during…

  17. Work Ethic, Motivation, and Parental Influences in Chinese and North American Children Learning to Play the Piano

    Science.gov (United States)

    Comeau, Gilles; Huta, Veronika; Liu, YiFei

    2015-01-01

    This study compared 50 Chinese and 100 North American Caucasian children aged 6 to 17 who were learning piano, in terms of their work ethic, motivation, and parental influences. Compared to North American Caucasians, Chinese children and parents believed more strongly that musical ability requires hard work, and Chinese children were more…

  18. Work Ethic, Motivation, and Parental Influences in Chinese and North American Children Learning to Play the Piano

    Science.gov (United States)

    Comeau, Gilles; Huta, Veronika; Liu, YiFei

    2015-01-01

    This study compared 50 Chinese and 100 North American Caucasian children aged 6 to 17 who were learning piano, in terms of their work ethic, motivation, and parental influences. Compared to North American Caucasians, Chinese children and parents believed more strongly that musical ability requires hard work, and Chinese children were more…

  19. Willingness and professional motivations of medical students to work in rural areas: a study in Alexandria, Egypt

    Directory of Open Access Journals (Sweden)

    Aida M. Mohamed

    2013-03-01

    Full Text Available Retaining health workers in rural areas is challenging for a number of reasons, e.g. personal preferences, difficult work conditions and low remuneration. Our aim was to determine the effect of motivational factors on willingness to accept postings to rural underserved areas in Alexandria, Egypt and to identify perceived attributes of rural service.,A cross-sectional survey involving 302 4th-year medical students was conducted in March-July 2012. Logistic regression analysis was used to assess the association between students’ willingness to accept rural postings and their professional motivations, rural exposure and family parental professional and educational status (PPES. Perceived attributes to rural service were also assessed. Over 85% students were born in urban areas and 41.4% came from affluent backgrounds. More than half students reported strong intrinsic motivation to study medicine. After controlling for demographic characteristics and rural exposure, motivational factors significantly influenced willingness to practice in rural areas. High-family PPES was consistently associated with lower willingness to work in rural areas. A sizable portion of medical students are motivated to study and practice medicine in rural areas. Efforts should be made to build on motivation during medical training and designing rural postings, as well as favor lower PPES students for admission and improving organizational and contextual issues of rural service.

  20. CHERKESSK MOTIVES IN THE WORKS OF TURKISH PROSE WRITER O. SEYFEDDIN

    Directory of Open Access Journals (Sweden)

    Kh. T. TIMIZHEV

    2016-01-01

    Full Text Available This article discusses the impact of the Adyghe (Circassian people's motives in the works of talented Turkish writer, a descendant of the Circassian Muhajirs Ömer Seyfeddin. The author establishes the laws of interaction of literary traditions, including the Turkish and Circassian. In the work from a different perspective is an attempt to analyze the works of wri ter, reveals that the creative individuality O. Seyfeddin related to the character and psychology of the Circassian ethnic group, which has developed its vision of the world, the mentality, a special look at the environment, the people, without which it is impossible to understand fully the artistic originality of the writer. Attention to issues such as ethno-cultural identity of the author, the language of art which was the Turkish Diaspora literature place in the history and current state of the Adyghe (Adygea, Kabardian, Circassian literatures. The article concludes that the writer's creative diversity of approaches to the problems of historicism and psychology, on the role of a bright creative personality in the artistic evolution of consciousness, place the test pieces in the current state of the Circassian art literature. Results of the analysis of works of O. Seyfeddin can be used in the development of private matters of national literature; they will greatly facilitate the search path to the researchers.

  1. EFFECTIVENESS ANALYSIS OF “SHANGRI-LA ACADEMY PROGRAM” TOWARDS EMPLOYEES’ WORKING MOTIVATION AT SHANGRI-LA HOTEL SURABAYA

    OpenAIRE

    Fandianto, Lina; Eddy M. Sutanto

    2015-01-01

    This research has taken place at Shangri-La Hotel Surabaya, an international management hotel. The population of research is 573 respondents. The purpose of this research is to understand the effectiveness of Shangri-La Academy Program and the employees’ working motivation at Shangri-La Hotel Surabaya. The analysis technique uses descriptive quantitative analysis. The result of research showed that there is a dependency between Shangri-La Academy Program and employees’ working motivation Shan...

  2. The Ratio of Instrumental and Terminal Values of Work Motivation of the Population (Case Study of Vologda Region

    Directory of Open Access Journals (Sweden)

    Popov Andrey, V.

    2016-07-01

    Full Text Available The paper analyses work motivation of Vologda region’s population with a special focus on defining the role of material needs as the major factor motivating to labor. The study shows that the majority of the population can be characterized by instrumental attitude to work. It is expressed by the predominant position of material needs over non-material in employment, labor, job change and searching for secondary employment, which consequently leads to employees‘ low level of social attitude, unwillingness of increasing labor activity. In conclusion it is stated that under such conditions the value of labor process itself decreases, which undoubtedly leads to losses in labor productivity.

  3. Promoting health and motivation at work: the relative importance of job demands, job resources and personal resources

    OpenAIRE

    2015-01-01

    While many employees are engaged in their jobs, others suffer from poor working conditions and impaired well-being. Research suggests that job demands may impair employee work attitudes and health while both job resources and personal resources can have positive effect. Therefore, the aim of this study was to examine the relative importance of job demands, job resources, and a personal resource (self-efficacy) for employees’ health and motivation at work. Questionnaire data were collected fro...

  4. Motivation of student teachers in educational psychology course: Its relation to the quality of seminar work and final achievement

    Directory of Open Access Journals (Sweden)

    Melita Puklek Levpušček

    2007-11-01

    Full Text Available The study examines various aspects of student teachers' initial motivation for educational psychology course and the motivation's effect on student teachers' engagement in a specific academic activity and on the final course achievement. At the beginning of the academic year 2004/2005 undergraduate student teachers filled in the Motivated Strategies for Learning Questionnaire (MSLQ, Pintrich et al., 1991, the part which assesses students' motivational orientations. During the academic year students prepared and then presented to their colleagues their seminar work in groups. After each presentation, members of the group assessed the quality of their individual preparation, analyzed the quality of group work and assessed their part of the seminar presentation. Students' achievement was measured by an exam after completing the entire educational psychology course. The results showed that those students who had found the educational psychology course interesting and useful, and who had participated in the course because of extrinsic reasons prepared seminar work better and assessed their seminar presentation with higher marks than those with low motivation for the course. Students' engagement in individual study and self-assessment of seminar presentation were related to the final course grade. In addition, students' perception of the course as interesting and useful (task value independently predicted final course grade, over and above the account of previous academic achievement.

  5. The role of ability, motivation, and opportunity to work in the transition from work to early retirement--testing and optimizing the Early Retirement Model.

    Science.gov (United States)

    de Wind, Astrid; Geuskens, Goedele A; Ybema, Jan Fekke; Bongers, Paulien M; van der Beek, Allard J

    2015-01-01

    Determinants in the domains health, job characteristics, skills, and social and financial factors may influence early retirement through three central explanatory variables, namely, the ability, motivation, and opportunity to work. Based on the literature, we created the Early Retirement Model. This study aims to investigate whether data support the model and how it could be improved. Employees aged 58-62 years (N=1862), who participated in the first three waves of the Dutch Study on Transitions in Employment, Ability and Motivation (STREAM) were included. Determinants were assessed at baseline, central explanatory variables after one year, and early retirement after two years. Structural equation modeling was applied. Testing the Early Retirement Model resulted in a model with good fit. Health, job characteristics, skills, and social and financial factors were related to the ability, motivation and/or opportunity to work (significant β range: 0.05-0.31). Lower work ability (β=-0.13) and less opportunity to work (attitude colleagues and supervisor about working until age 65: β=-0.24) predicted early retirement, whereas the motivation to work (work engagement) did not. The model could be improved by adding direct effects of three determinants on early retirement, ie, support of colleagues and supervisor (β=0.14), positive attitude of the partner with respect to early retirement (β=0.15), and not having a partner (β=-0.13). The Early Retirement Model was largely supported by the data but could be improved. The prolongation of working life might be promoted by work-related interventions focusing on health, work ability, the social work climate, social norms on prolonged careers, and the learning environment.

  6. Benefits Of High Internal Work Motivation Comparing Retail Sector To Manufacturing

    Directory of Open Access Journals (Sweden)

    Rickey Casey

    2011-07-01

    Full Text Available The Hackman and Oldhman Model has been tested in several areas with additional testing needed in the service sector.  This study tested the model within a manufacturing company and evaluated several of the dimensions of the model.  This paper will evaluate two of these dimensions; high internal work motivation and task significance.  The plan that was surveyed has a population of 1,000 with 200 sampled.  The company examined is a larger manufacturer of electric motors and the sample was taken from one plant with all three shifts samples.  The plant has a population of 1,000 with 200 sampled.  A comparison study was done in a major retail company.  From the survey sample of 534 employees of the retail company, 330 responses were returned, indicating a 62 percent response rate.  The average age of those responding to the survey was 37.9 years.  Males accounted for 22.7 percent of the respondents’ while 72.7 percent were female.

  7. The effect of "countrywide services management law" on the work motivation of the employees of Iranian ministry of health.

    Science.gov (United States)

    Shafeghat, Hossein; Jafari, Mehdi; Monavarian, Abbas; Shafayi, Maryam; Dehnavieh, Reza

    2014-02-01

    Labor laws and regulations have inevitable effects on employees' work motivation as well as the overall efficiency and productivity of the organization. This study was conducted to assess the effects of the "Countrywide Services Management Law" on the work motivation level of the employees of the Iranian Ministry of Health. This cross-sectional study was done in 2011 in the Iran's Ministry of Health. Data was collected by a 51-item Likert scale questionnaire, in five domains including: organizational structure, information technology, training patterns, salary and bonus system and re-engineering process. The reliability and validity of the questionnaire was evaluated (Cronbach's alpha= 0.96). Data analysis was conducted using descriptive and inferential statistics (t-test). Out of 192 samples examined, 55.2% of the respondents were female, 88 (45.8%) had BS degree and 116 (60.4%) had less than 10 years' experience. The mean scores in the domains of organizational structure, information technology, training patterns, salary and bonus system and re-engineering patterns were: 3.11, 3.51, 3.05, 3.21 and 3.14, respectively. Relationship between the items related to manpower in the "Countrywide Services Management Law", with employees' work motivation was significant (P work motivation regarding all the factors associated with motivation including: organizational structure, information technology, training patterns, salary and bonus system and re-engineering pattern. Finally, to enhance the workforce motivation and satisfaction level, application and implementation of the rules and regulations should be based on the organizational needs.

  8. Female peers in small work groups enhance women's motivation, verbal participation, and career aspirations in engineering.

    Science.gov (United States)

    Dasgupta, Nilanjana; Scircle, Melissa McManus; Hunsinger, Matthew

    2015-04-21

    For years, public discourse in science education, technology, and policy-making has focused on the "leaky pipeline" problem: the observation that fewer women than men enter science, technology, engineering, and mathematics fields and more women than men leave. Less attention has focused on experimentally testing solutions to this problem. We report an experiment investigating one solution: we created "microenvironments" (small groups) in engineering with varying proportions of women to identify which environment increases motivation and participation, and whether outcomes depend on students' academic stage. Female engineering students were randomly assigned to one of three engineering groups of varying sex composition: 75% women, 50% women, or 25% women. For first-years, group composition had a large effect: women in female-majority and sex-parity groups felt less anxious than women in female-minority groups. However, among advanced students, sex composition had no effect on anxiety. Importantly, group composition significantly affected verbal participation, regardless of women's academic seniority: women participated more in female-majority groups than sex-parity or female-minority groups. Additionally, when assigned to female-minority groups, women who harbored implicit masculine stereotypes about engineering reported less confidence and engineering career aspirations. However, in sex-parity and female-majority groups, confidence and career aspirations remained high regardless of implicit stereotypes. These data suggest that creating small groups with high proportions of women in otherwise male-dominated fields is one way to keep women engaged and aspiring toward engineering careers. Although sex parity works sometimes, it is insufficient to boost women's verbal participation in group work, which often affects learning and mastery.

  9. Female peers in small work groups enhance women's motivation, verbal participation, and career aspirations in engineering

    Science.gov (United States)

    Dasgupta, Nilanjana; Scircle, Melissa McManus; Hunsinger, Matthew

    2015-01-01

    For years, public discourse in science education, technology, and policy-making has focused on the “leaky pipeline” problem: the observation that fewer women than men enter science, technology, engineering, and mathematics fields and more women than men leave. Less attention has focused on experimentally testing solutions to this problem. We report an experiment investigating one solution: we created “microenvironments” (small groups) in engineering with varying proportions of women to identify which environment increases motivation and participation, and whether outcomes depend on students’ academic stage. Female engineering students were randomly assigned to one of three engineering groups of varying sex composition: 75% women, 50% women, or 25% women. For first-years, group composition had a large effect: women in female-majority and sex-parity groups felt less anxious than women in female-minority groups. However, among advanced students, sex composition had no effect on anxiety. Importantly, group composition significantly affected verbal participation, regardless of women’s academic seniority: women participated more in female-majority groups than sex-parity or female-minority groups. Additionally, when assigned to female-minority groups, women who harbored implicit masculine stereotypes about engineering reported less confidence and engineering career aspirations. However, in sex-parity and female-majority groups, confidence and career aspirations remained high regardless of implicit stereotypes. These data suggest that creating small groups with high proportions of women in otherwise male-dominated fields is one way to keep women engaged and aspiring toward engineering careers. Although sex parity works sometimes, it is insufficient to boost women’s verbal participation in group work, which often affects learning and mastery. PMID:25848061

  10. Developing a tool to assess motivation among health service providers working with public health system in India.

    Science.gov (United States)

    Purohit, Bhaskar; Maneskar, Abhishek; Saxena, Deepak

    2016-04-14

    Addressing the shortage of health service providers (doctors and nurses) in rural health centres remains a huge challenge. The lack of motivation of health service providers to serve in rural areas is one of the major reasons for such shortage. While many studies have aimed at analysing the reasons for low motivation, hardly any studies in India have focused on developing valid and reliable tools to measure motivation among health service providers. Hence, the objective of the study was to test and develop a valid and reliable instrument to assess the motivation of health service providers working with the public health system in India and the extent to which the motivation factors included in the study motivate health service providers to perform better at work. The present study adapted an already developed tool on motivation. The reliability and validity of the tool were established using different methods. The first stage of the tool development involved content development and assessment where, after a detailed literature review, a predeveloped tool with 19 items was adapted. However, in light of the literature review and pilot test, the same tool was modified to suit the local context by adding 7 additional items so that the final modified tool comprised of 26 items. A correlation matrix was applied to check the pattern of relationships among the items. The total sample size for the study was 154 health service providers from one Western state in India. To understand the sampling adequacy, the Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett's test of sphericity were applied and finally factor analysis was carried out to calculate the eigenvalues and to understand the relative impact of factors affecting motivation. A correlation matrix value of 0.017 was obtained narrating multi-co-linearity among the observations. Based on initial factor analysis, 8 out of 26 study factors were excluded from the study components with a cutoff range of less than

  11. Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation

    NARCIS (Netherlands)

    Nijp, H.H.; Beckers, D.G.J.; Kompier, M.A.J.; Bossche, S.N.J. van den; Geurts, S.A.E.

    2015-01-01

    OBJECTIVE: Worktime control (WTC) has been suggested as a tool to reduce employees' work-home interference and fatigue and improve job motivation. The purpose of this study was twofold: (i) to examine the prevalence of employees' need for, access to, and use of WTC, as well as the incongruence

  12. Does computerized working memory training with game elements enhance motivation and training efficacy in children with ADHD?

    NARCIS (Netherlands)

    Prins, P.J.M.; Dovis, S.; Ponsioen, A.; ten Brink, E.; van der Oord, S.

    2011-01-01

    This study examined the benefits of adding game elements to standard computerized working memory (WM) training. Specifically, it examined whether game elements would enhance motivation and training performance of children with ADHD, and whether it would improve training efficacy. A total of 51 child

  13. Take a Break: Examining College Students' Media Multitasking Activities and Motivations during Study- or Work-Related Tasks

    Science.gov (United States)

    Kononova, Anastasia G.; Yuan, Shupei

    2017-01-01

    A survey (N = 524) examined how frequently college students engage in multitasking with social media, texting/instant messaging (IM), and music while studying/working and what motivates them to multitask with each medium. Four out of five participants multitasked with Facebook and texting/IM, and two out of three multitasked with music. Habit was…

  14. Enabling employees to work safely: the influence of motivation and ability in the design of safety instructions

    NARCIS (Netherlands)

    Cornelissen, P.A.; Hoof, van J.J.; Vuuren, van M.

    2014-01-01

    Purpose: One of the major challenges for modern organizations is to create healthy and safe work environments, as evidenced by the number of occupational deaths (worldwide: four per minute), and an even higher number of injuries. This study explores different levels of motivation and ability, to ide

  15. Mind Wandering and Reading Comprehension: Examining the Roles of Working Memory Capacity, Interest, Motivation, and Topic Experience

    Science.gov (United States)

    Unsworth, Nash; McMillan, Brittany D.

    2013-01-01

    Individual differences in mind wandering and reading comprehension were examined in the current study. In particular, individual differences in mind wandering, working memory capacity, interest in the current topic, motivation to do well on the task, and topic experience and their relations with reading comprehension were examined in the current…

  16. The Effect of Work Motivation on Employees’ Job Performance (Case Study: Employees of Isfahan Islamic Revolution Housing Foundation

    Directory of Open Access Journals (Sweden)

    Maryam Azar

    2013-09-01

    Full Text Available The being philosophy of any organization depends on its human resources. Almost all scholars have been considered human resources as the most important factor. Therefore, human resources play a critical role in organizational development, and major organizational developments and changes derive from the unlimited intellectual abilities of this factor. Motivation is one of important instruments in inducing employees to produce effective and efficient results, and to create a positive work environment and to successfully execute the anticipated programs. Present research has been carried out for the purpose of measuring the effect of work motivation on job performance of employees in Islamic Revolution Housing Foundation, which has taken place in 2013. In this study, a sample containing 70 individuals was randomly selected according to Morgan table among the statistic population of 85 employees in Islamic Revolution Housing Foundation. Work motivation and job performance questionnaires were designed and the collected information were put into data analysis and hypothesis testing by using AMOS and SPSS software and the results show that the work motivation has a positive and significant effect on job performances of employees in Islamic Revolution Housing Foundation.

  17. Enabling employees to work safely: the influence of motivation and ability in the design of safety instructions

    NARCIS (Netherlands)

    Cornelissen, Pieter August; van Hoof, Joris Jasper; van Vuuren, Hubrecht A.

    2014-01-01

    Purpose: One of the major challenges for modern organizations is to create healthy and safe work environments, as evidenced by the number of occupational deaths (worldwide: four per minute), and an even higher number of injuries. This study explores different levels of motivation and ability, to

  18. Finding Team Mates who are not prone to Sucker and Free-Rider effects: The Protestant Work Ethic as a Moderator of Motivation Losses in Group Performance

    NARCIS (Netherlands)

    S.C. Abele (Susanne); M. Diehl (Michael)

    2005-01-01

    textabstractThis study examines the contribution of a personality variable in motivation losses in group performance. Differences in the endorsement of the ‘Protestant Work Ethic’ can account for variance in motivation losses in group work. Male student scores on the Mirels- Garrett Protestant Work

  19. Work Engagement, Intrinsic Motivation and Job Satisfaction among Employees of A Coal Mining Company in South Borneo

    OpenAIRE

    2015-01-01

    This paper seeks to establish the relationships between three job characteristics constructs, namely work engagement, intrinsic motivation and job satisfaction in a workplace notorious for discord and conflict between workers and employers. A quantitative methodology was adopted using a cross-sectional survey. Respondents were selected from the workers at a mining company, with a final sample of 156 employees participating in the study. The Utrecht Work Engagement Scale, Intrinsic Mot...

  20. Listening to the rural health workers in Papua New Guinea - the social factors that influence their motivation to work.

    Science.gov (United States)

    Razee, Husna; Whittaker, Maxine; Jayasuriya, Rohan; Yap, Lorraine; Brentnall, Lee

    2012-09-01

    Despite rural health services being situated and integrated within communities in which people work and live, the complex interaction of the social environment on health worker motivation and performance in Low Middle Income Countries has been neglected in research. In this article we investigate how social factors impact on health worker motivation and performance in rural health services in Papua New Guinea (PNG). Face-to-face in-depth interviews were conducted with 33 health workers from three provinces (Central, Madang, and Milne Bay) in PNG between August and November 2009. They included health extension officers, community health workers and nursing officers, some of whom were in charge of the health centres. The health centres were a selection across church based, government and private enterprise health facilities. Qualitative analysis identified the key social factors impacting on health worker motivation and performance to be the local community context, gender roles and family related issues, safety and security and health beliefs and attitudes of patients and community members. Our study identified the importance of strong supportive communities on health worker motivation. These findings have implications for developing sustainable strategies for motivation and performance enhancement of rural health workers in resource poor settings. Copyright © 2012 Elsevier Ltd. All rights reserved.

  1. [How educating students in depression among older people can affect their motivation to work with this population].

    Science.gov (United States)

    Favier, S; Izaute, M; Teissèdre, F

    2017-04-01

    Negative representations of ageing are conveyed in our society. We see that people frequently avoid working with older people, due to a lack of motivation. Depressive signs in older people are more frequently associated with normal ageing, rather than a pathology, giving health professionals the feeling that therapeutic efforts are likely to be unproductive. Yet, depression is a major public health problem, particularly among older people. It is a real pathology, affecting 20% of people aged 65 and older. In retirement homes the percentage can be as high as 45%. To study and evaluate how theoretical knowledge about older people and depression affects the motivation of 2nd year psychology students to work with this population. The study involves two groups. One of the groups (experimental group) followed an 8hour course on depression in older people, whereas the other (control group) followed an 8hour course on a different topic. The study was conducted in two parts. First, the two groups answered an initial questionnaire which measured how motivated they were to work with older people and what they knew about depression in older people. Then, after the experimental phase, all of the students answered the same questionnaire a second time. The comparison shows a significant decline in knowledge between T1 and T2 for the control group (Pstudents are more motivated to work with older people. Moreover, we observe that the more knowledge students have in this field, the more motivated they will be to work with older people. Whereas there were no differences in knowledge before the course, we observed that the knowledge of the group who took part in the course about older people improved. Also, the evaluation showed that students who took the course were significantly more knowledgeable. Regarding motivation, our results vary according to the type of motivation. Overall, as regards intrinsic motivation, we observed an increase in motivation, insofar as the students who

  2. Mind wandering and reading comprehension: examining the roles of working memory capacity, interest, motivation, and topic experience.

    Science.gov (United States)

    Unsworth, Nash; McMillan, Brittany D

    2013-05-01

    Individual differences in mind wandering and reading comprehension were examined in the current study. In particular, individual differences in mind wandering, working memory capacity, interest in the current topic, motivation to do well on the task, and topic experience and their relations with reading comprehension were examined in the current study. Using confirmatory factor analysis and structural equation modeling it was found that variation in mind wandering while reading was influenced by working memory capacity, topic interest, and motivation. Furthermore, these same factors, along with topic experience, influenced individual differences in reading comprehension. Importantly, several factors had direct effects on reading comprehension (and mind wandering), while the relation between reading comprehension (and mind wandering) and other factors occurred via indirect effects. These results suggest that both domain-general and domain-specific factors contribute to mind wandering while reading and to reading comprehension.

  3. Motivation, values, and work design as drivers of participation in the R open source project for statistical computing.

    Science.gov (United States)

    Mair, Patrick; Hofmann, Eva; Gruber, Kathrin; Hatzinger, Reinhold; Zeileis, Achim; Hornik, Kurt

    2015-12-01

    One of the cornerstones of the R system for statistical computing is the multitude of packages contributed by numerous package authors. This amount of packages makes an extremely broad range of statistical techniques and other quantitative methods freely available. Thus far, no empirical study has investigated psychological factors that drive authors to participate in the R project. This article presents a study of R package authors, collecting data on different types of participation (number of packages, participation in mailing lists, participation in conferences), three psychological scales (types of motivation, psychological values, and work design characteristics), and various socio-demographic factors. The data are analyzed using item response models and subsequent generalized linear models, showing that the most important determinants for participation are a hybrid form of motivation and the social characteristics of the work design. Other factors are found to have less impact or influence only specific aspects of participation.

  4. Journalism Students' Motivations and Expectations of Their Work in Comparative Perspective

    Science.gov (United States)

    Hanusch, Folker; Mellado, Claudia; Boshoff, Priscilla; Humanes, María Luisa; de León, Salvador; Pereira, Fabio; Márquez Ramírez, Mireya; Roses, Sergio; Subervi, Federico; Wyss, Vinzenz; Yez, Lyuba

    2015-01-01

    Based on a survey of 4,393 journalism students in Australia, Brazil, Chile, Mexico, South Africa, Spain, Switzerland, and the United States, this study provides much-needed comparative evidence about students' motivations for becoming journalists, their future job plans, and expectations. Findings show not only an almost universal decline in…

  5. What Motivates Us for Work? Intricate Web of Factors beyond Money and Prestige.

    Directory of Open Access Journals (Sweden)

    Nadja Damij

    Full Text Available Efficiency at doing a certain task, at the workplace or otherwise, is strongly influenced by how motivated individuals are. Exploring new ways to motivate employees is often at the top of a company's agenda. Traditionally identified motivators in Western economies primarily include salary and prestige, often complemented by meaning, creation, challenge, ownership, identity, etc. We report the results of a survey conducted in Slovenia, involving an ensemble of highly educated employees from various public and private organizations. Employing new methodologies such as network analysis, we find that Slovenians are stimulated by an intricate web of interdependent factors, largely in contrast to the traditional understanding that mainly emphasizes money and prestige. In fact, these key motivators only weakly correlate with the demographic parameters. Unexpectedly, we found the evidence of a general optimism in Slovenian professional life - a tendency of the employees to look at the "bright side of things", thus seeing more clearly the benefits of having something than the drawbacks of not having it. We attribute these particularities to Slovenian recent history, which revolves around gradually embracing the Western (economic values.

  6. The Effect of School Choice on Intrinsic Motivation and Academic Outcomes. NBER Working Paper No. 18324

    Science.gov (United States)

    Hastings, Justine S.; Neilson, Christopher A.; Zimmerman, Seth D.

    2012-01-01

    Using data on student outcomes and school choice lotteries from a low-income urban school district, we examine how school choice can affect student outcomes through increased motivation and personal effort as well as through improved school and peer inputs. First we use unique daily data on individual-level student absences and suspensions to show…

  7. What Motivates Us for Work? Intricate Web of Factors beyond Money and Prestige.

    Science.gov (United States)

    Damij, Nadja; Levnajić, Zoran; Rejec Skrt, Vesna; Suklan, Jana

    2015-01-01

    Efficiency at doing a certain task, at the workplace or otherwise, is strongly influenced by how motivated individuals are. Exploring new ways to motivate employees is often at the top of a company's agenda. Traditionally identified motivators in Western economies primarily include salary and prestige, often complemented by meaning, creation, challenge, ownership, identity, etc. We report the results of a survey conducted in Slovenia, involving an ensemble of highly educated employees from various public and private organizations. Employing new methodologies such as network analysis, we find that Slovenians are stimulated by an intricate web of interdependent factors, largely in contrast to the traditional understanding that mainly emphasizes money and prestige. In fact, these key motivators only weakly correlate with the demographic parameters. Unexpectedly, we found the evidence of a general optimism in Slovenian professional life - a tendency of the employees to look at the "bright side of things", thus seeing more clearly the benefits of having something than the drawbacks of not having it. We attribute these particularities to Slovenian recent history, which revolves around gradually embracing the Western (economic) values.

  8. Implicit Motives, Explicit Traits, and Task and Contextual Performance at Work

    DEFF Research Database (Denmark)

    Lang, J.W.B.; Zettler, Ingo; Ewen, C.

    2012-01-01

    Personality psychologists have long argued that explicit traits (as measured by questionnaires) channel the expression of implicit motives (as measured by coding imaginative verbal behavior) such that both interact in the prediction of relevant life outcome variables. In the present research, we...

  9. Does competition work as a motivating factor in e-learning?

    DEFF Research Database (Denmark)

    Worm, Bjarne Skjødt; Buch, Steen Vigh

    2014-01-01

    Examinations today are often computerized and the primary motivation and curriculum is often based on the examinations. This study aims to test if competition widgets in e-learning quiz modules improve post-test and follow-up test results and self-evaluation. The secondary aim is to evaluate...

  10. English for University Administrative Work: English Officialization Policy and Foreign Language Learning Motivation

    Science.gov (United States)

    Kim, Jeongyeon; Choi, Jinsook

    2014-01-01

    This study examines how the English officialization policy of higher education in an EFL context interplays with administrative workers' motivational orientations towards English learning. The data consisted of questionnaire responses of 117 administrative members with undergraduate degrees and qualitative interviews with 9 who answered the…

  11. Employee motivation and work performance: A comparative study of mining companies in Ghana

    Energy Technology Data Exchange (ETDEWEB)

    Kuranchie-Mensah, E.; Amponsah-Tawiah, K.

    2016-07-01

    The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest. (Author)

  12. Employee motivation and work performance: A comparative study of mining companies in Ghana

    Directory of Open Access Journals (Sweden)

    Elizabeth Boye Kuranchie-Mensah

    2016-04-01

    Full Text Available Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings: The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP of the country. Research Limitations/Implications: Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. Originality/Value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

  13. Relationships Among Individual Motivation, Work Environment, and Updating in Engineers. Final Report.

    Science.gov (United States)

    Farr, James L.; And Others

    Reported is a validation study of the Dubin technical updating model, one which identifies variables that may be combined with expectancy theory to predict whether or not engineers will need technical updating. The basic hypothesis is that the likelihood of engaging in updating activities is a function of individual motivation and characteristics…

  14. [Understanding Vygotsky's Motive and Goal: An Exploration of the Work of A. N. Leontiev.] Commentary.

    Science.gov (United States)

    Kozulin, Alex

    1996-01-01

    Maintains that, although Leontiev's sociocultural orientation and its activity emphasis were inherited from Vygotsky's theory, the two men's theoretical motives and goals differed. Vygotsky's focus on symbolic mediation transforming psychological processes and Leontiev's on activities leading to internalization of action in mental processes were…

  15. National wealth and thermal climate as predictors of motives for volunteer work

    NARCIS (Netherlands)

    Van de Vliert, E; Huang, X; Levine, RV

    2004-01-01

    A voluntary worker may have both self-serving and altruistic motivations for helping, which may be positively or negatively linked together. Multilevel analyses of World Values Survey data, representatively sampled from 13,584 inhabitants of 33 countries, uncover a pattern of cross-cultural differen

  16. Barriers to Encourage Motivation in Relation to Work Performance of Nurses in Buleleng District Hospital

    Directory of Open Access Journals (Sweden)

    Budiastri .

    2014-08-01

    Full Text Available Background and purpose: Nurses at hospitals regularly receives criticism from the general public, negativelycommenting on their lack of patient care, lack of professionalism and diminished quality of service. Survey findings onpatient satisifaction at Buleleng Public Hospital from 2011 indicate that 2.03% of patients remained unsatisfied withstaff workplace attitudes and 6.39% felt that nursing service overall was unsatisifactory. Preliminary interviews withward nurses on 24 November 2012 exposed a number of issues: a lack of career support and development for nurses,including opportunities to expand their skills, and a lack of workplace satisifaction from patient supplementary income.Weakness regarding technical support and motivation from ward supervisors evidently also has an impact on nursesworkplace motivation and therefore quality of service. This research investigates the influence of supervision, careerdevelopment, supplementary income support, and administrational records on the workplace attitude of nursing staff.Methods: Research was formulated using qualitative and phenomenology methods. Informants were purposivelyselected. Data was collected through in-depth interviews and administration documentation study and analysed usingthematic analysis.Results and conclusion: Findings indicated that little monitoring and evaluation of nurse workplace attitudes, alack of support and motivational direction from supervisors, administrational documentation issues, minimunsupplementary income support, as well as career development had a large impact on nurse quality of care. Mostdominant variables included supervision, career development and supplementary income support.Keywords: motivation, nurse’s performance, nursing care

  17. Applying an expectancy-value model to study motivators for work-task based information seeking

    DEFF Research Database (Denmark)

    Sigaard, Karen Tølbøl; Skov, Mette

    2015-01-01

    Purpose: The purpose of this paper is to operationalise and verify a cognitive motivation model that has been adapted to information seeking. The original model was presented within the field of psychology. Design/methodology/approach: An operationalisation of the model is presented based on the ...

  18. National wealth and thermal climate as predictors of motives for volunteer work

    NARCIS (Netherlands)

    Van de Vliert, E; Huang, X; Levine, RV

    A voluntary worker may have both self-serving and altruistic motivations for helping, which may be positively or negatively linked together. Multilevel analyses of World Values Survey data, representatively sampled from 13,584 inhabitants of 33 countries, uncover a pattern of cross-cultural

  19. The Effect of Work Motivation on Employees’ Job Performance (Case Study: Employees of Isfahan Islamic Revolution Housing Foundation)

    OpenAIRE

    2013-01-01

    The being philosophy of any organization depends on its human resources. Almost all scholars have been considered human resources as the most important factor. Therefore, human resources play a critical role in organizational development, and major organizational developments and changes derive from the unlimited intellectual abilities of this factor. Motivation is one of important instruments in inducing employees to produce effective and efficient results, and to create a positive work envi...

  20. Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation.

    Science.gov (United States)

    Nijp, Hylco H; Beckers, Debby G J; Kompier, Michiel A J; van den Bossche, Seth N J; Geurts, Sabine A E

    2015-07-01

    Worktime control (WTC) has been suggested as a tool to reduce employees' work-home interference and fatigue and improve job motivation. The purpose of this study was twofold: (i) to examine the prevalence of employees' need for, access to, and use of WTC, as well as the incongruence between need for and access to WTC (ie, mismatch); and (ii) to examine the associations of this mismatch and the use of WTC with employees' work-home interference (WHI), fatigue and job motivation. Questionnaire data were collected among a large (N=2420) quasi-representative sample of Dutch employees. The prevalence of WTC need, access, use, and mismatch was assessed by means of descriptive statistics. Associations with employees' outcomes were assessed by analyses of covariance. The need for WTC was highly prevalent. For many employees, we observed a negative mismatch between access to and need for WTC (ie, accessWTC mismatch was associated with relatively high levels of WHI and fatigue, and lower job motivation. The use of WTC was also highly prevalent, but no meaningful associations were found with the outcome variables. It is relevant to examine WTC comprehensively, that is, to include measurements of employees' need for and access to WTC and assess employees' (mis)match between components of WTC. For practice, we recommend to introduce WTC on an organizational level and assess employees' need for WTC on an individual basis.

  1. Does computerized working memory training with game elements enhance motivation and training efficacy in children with ADHD?

    Science.gov (United States)

    Prins, Pier J M; Dovis, Sebastiaan; Ponsioen, Albert; ten Brink, Esther; van der Oord, Saskia

    2011-03-01

    This study examined the benefits of adding game elements to standard computerized working memory (WM) training. Specifically, it examined whether game elements would enhance motivation and training performance of children with ADHD, and whether it would improve training efficacy. A total of 51 children with ADHD aged between 7 and 12 years were randomly assigned to WM training in a gaming format or to regular WM training that was not in a gaming format. Both groups completed three weekly sessions of WM training. Children using the game version of the WM training showed greater motivation (i.e., more time training), better training performance (i.e., more sequences reproduced and fewer errors), and better WM (i.e., higher scores on a WM task) at post-training than children using the regular WM training. Results are discussed in terms of executive functions and reinforcement models of ADHD. It is concluded that WM training with game elements significantly improves the motivation, training performance, and working memory of children with ADHD. The findings of this study are encouraging and may have wide-reaching practical implications in terms of the role of game elements in the design and implementation of new intervention efforts for children with ADHD.

  2. Show them the money? The role of pay, managerial need support, and justice in a self-determination theory model of intrinsic work motivation.

    Science.gov (United States)

    Olafsen, Anja H; Halvari, Hallgeir; Forest, Jacques; Deci, Edward L

    2015-08-01

    The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM-analyses tested a self-determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.

  3. Specific determinants of intrinsic work motivation, burnout and turnover intentions: A study among nurses

    NARCIS (Netherlands)

    Janssen, P.P.M.; Jonge, J. de; Bakker, A.B.

    1999-01-01

    This study of 156 Dutch general hospital nurses tested a theoretically derived model of specific relationships between work stressors and stress reactions. The model proposes four central domains of the work situation, namely work content, working conditions, social and labour relations, and

  4. Specific determinants of intrinsic work motivation, burnout and turnover intentions: A study among nurses

    NARCIS (Netherlands)

    Janssen, P.P.M.; Jonge, J. de; Bakker, A.B.

    1999-01-01

    This study of 156 Dutch general hospital nurses tested a theoretically derived model of specific relationships between work stressors and stress reactions. The model proposes four central domains of the work situation, namely work content, working conditions, social and labour relations, and conditi

  5. Motivations of persons with psychiatric disabilities to work in mental health peer services: a qualitative study using self-determination theory.

    Science.gov (United States)

    Moran, Galia Sharon; Russinova, Zlatka; Yim, Jung Yeon; Sprague, Catherine

    2014-03-01

    Individuals with psychiatric disabilities have low rates of employment and occupational rehabilitation success. Mental health peer services are a new occupational modality that opened a promising occupational path: persons with serious mental illnesses employed to provide support to others with psychiatric conditions. However challenges to successful peer work exist. Work motivation is central to understanding and supporting peer workers, yet little is known about sources of motivation to work as mental health peer providers. The aim of this study was to identify what drives individuals to mental health peer work using self determination theory (SDT). Motivations of 31 mental health peer workers were explored as part of a larger study. A theory driven approach was employed to emerging qualitative data using SDT concepts: external motivation and internally regulated motivations derived from basic needs (autonomy, competence, relatedness). External motivations included generic occupational goals and getting away from negative work experiences. Internal motivations corresponded with SDT basic needs: autonomy met-needs was reflected in having freedom to disclose and finding that work accords with personal values; competence met-needs was reflected in using personal experience as a resource to help others; and relatedness met-needs were reflected in having opportunity to connect intimately and reciprocate with consumers. This study identified external and internal motivations of persons with psychiatric disabilities to work as peer providers-a novel occupation in mental health. Employing personal experience and enabling peer contact emerge as major motivational tenets of mental health peer work. According to SDT instrumental occupational goals are considered more external than satisfaction of basic psychological needs. The study demonstrates the applicability of SDT in the design of autonomy supported environments to promote work engagement and sustenance of mental

  6. Can Motivation Normalize Working Memory and Task Persistence in Children with Attention-Deficit/Hyperactivity Disorder? The Effects of Money and Computer-Gaming

    Science.gov (United States)

    Dovis, Sebastiaan; van der Oord, Saskia; Wiers, Reinout W.; Prins, Pier J. M.

    2012-01-01

    Visual-spatial "Working Memory" (WM) is the most impaired executive function in children with Attention-Deficit/Hyperactivity Disorder (ADHD). Some suggest that deficits in executive functioning are caused by motivational deficits. However, there are no studies that investigate the effects of motivation on the visual-spatial WM of children with-…

  7. The now habit at work: perform optimally, maintain focus, and ignite motivation in yourself and others

    National Research Council Canada - National Science Library

    Fiore, Neil A

    2010-01-01

    ... rather than seeing only obstacles. This one-of-a-kind program offers tools to enable superior quality work that creates work-life balance, strategies to maintain focus and self-confidence, tips to conquer stress through effective time...

  8. Lending a Helping Hand at Work: A Multilevel Investigation of Prosocial Motivation, Inclusive Climate and Inclusive Behavior.

    Science.gov (United States)

    Nelissen, Philippe T J H; Hülsheger, Ute R; van Ruitenbeek, Gemma M C; Zijlstra, Fred R H

    2016-11-11

    Purpose People with disabilities often encounter difficulties at the workplace such as exclusion or unfair treatment. Researchers have therefore pointed to the need to focus on behavior that fosters inclusion as well as variables that are antecedents of such 'inclusive behavior'. Therefore the purpose of this study was to research the relationship between prosocial motivation, team inclusive climate and employee inclusive behavior. Method A survey was conducted among a sample of 282 paired employees and colleagues, which were nested in 84 teams. Employees self-rated prosocial motivation and team inclusive climate, their inclusive behavior was assessed by colleagues. Hypotheses were tested using multilevel random coefficient modeling. Results Employees who are prosocially motivated will display more inclusive behavior towards people with disabilities, and this relationship is moderated by team inclusive climate in such a way that the relationship is stronger when the inclusive climate is high. Conclusion This study shows that inclusive organizations, which value a diverse workforce, need to be aware of not only individual employee characteristics, but also team level climate to ensure the smooth integrations of people with disabilities into regular work teams.

  9. Achievement Motivation among Urban Adolescents: Work Hope, Autonomy Support, and Achievement-Related Beliefs

    Science.gov (United States)

    Kenny, Maureen E.; Walsh-Blair, Lynn Y.; Blustein, David L.; Bempechat, Janine; Seltzer, Joanne

    2010-01-01

    Drawing upon expectancy value, hope, and self-determination theories, this study explores the contributions of work-based beliefs and autonomy support as predictors of adaptive achievement-related beliefs. Two hundred and one urban high school students who were enrolled in a work-based learning program completed measures of work hope, autonomy…

  10. Skill versus luck: A motivational analysis of gambling involvement.

    Science.gov (United States)

    Chantal, Y; Vallerand, R J

    1996-12-01

    The purpose of the present investigation was to test the skill/luck distinction among gambling games by comparing the motivations underlying participation in a skill (horse racing) and a luck (lottery) betting activity. Predictions were made using Self-Determination Theory (Deci & Ryan, 1985, 1991). It was predicted that self-determined motivations (intrinsic motivation and identified regulation) would be more prominent for the skill game because it is conducive to optimal challenges, fun, and self-involvement. Conversely, the non self-determined forms of motivation (especially external regulation) should be more important for the game of luck because the luck dimension precludes true involvement of the self and orients the individual towards material gains. Results from a hierarchical discriminant function analysis, with 120 gamblers predominantly involved in one of the two betting activities, supported these hypotheses. These results highlight the relevance of a motivational analysis for a better understanding of the inherent properties of gambling games.

  11. Auditing the socio-environmental determinants of motivation towards physical activity or sedentariness in work-aged adults: a qualitative study.

    Science.gov (United States)

    Keegan, Richard; Middleton, Geoff; Henderson, Hannah; Girling, Mica

    2016-05-26

    There is a lack of understanding of work aged adults' (30-60 years old) perspectives on the motivation of physical activity versus sedentariness. This study aims to: (1) identify which socio-environmental factors motivate physical activity and/or sedentary behavior, in adults aged 30-60 years; and (2) explore how these motivators interact and combine. Fifteen work-aged adults who, were able to engage in physical activity (Mean age = 43.9 years; SD 9.6, range 31-59), participated in semi-structured interviews. Inductive content analysis was used to generate an inventory of socio-environmental factors and their specific influences on motivation towards physical activity or sedentariness. Key socio-environmental agents found to influence motivation included: Spouse/partner, parents, children, siblings, whole family, grandchildren, friends, work-mates, neighbors, strangers, team-mates and class-mates, instructors, health care professionals, employers, gyms and health companies, governments, media and social media, cultural norms, and the physical environment. Mechanisms fell into five broad themes of socio-environmental motivation for both physical activity and sedentariness: (1) competence and progress; (2) informational influences, (3) emotional influences, (4) pragmatics and logistics, and (5) relationships. Similar socio-environmental factors were frequently reported as able to motivate both activity and sedentariness. Likewise, individual categories of influence could also motivate both behaviors, depending on context. The findings of this paper 'unpack' theoretical concepts into specific and targeted behavioral recommendations. The data suggested no simple solutions for promoting physical activity or reducing sedentariness, but rather complex and interacting systems surrounding work-aged adults. Findings also suggest that health professionals should be encouraged to support adults' health by examining the socio-environmental motivational influences, or

  12. Implementation of a residency program in anesthesiology in the Northeast of Brazil: impact on work processes and professional motivation

    Directory of Open Access Journals (Sweden)

    Cláudia Regina Fernandes

    2015-04-01

    Full Text Available BACKGROUND AND OBJECTIVES: To understand, through the theory of social representations, the influence exerted by the establishment of a residency program in anesthesiology on anesthetic care and professional motivation in a tertiary teaching hospital in the Northeast of Brazil. METHOD: Qualitative methodology. The theoretical framework comprised the phenomenology and the social representation theory. Five multidisciplinary focus groups were formed with 17 health professionals (five surgeons, five anesthesiologists, two nurses, and five nursing technicians, who work in operating rooms and post-anesthesia care units, all with a prior and a posteriori experience to the establishment of residency. RESULTS: From the response content analysis, the following empirical categories emerged: motivation to upgrade, recycling of anesthesiologists and improving anesthetic practice, resident as an interdisciplinary link in perioperative care, improvements in the quality of perioperative care, and recognition of weaknesses in the perioperative process. It was evident from upper gastrointestinal bleeding secondary to prolonged intubation that the creation of a residency in anesthesiology brings advancements that are reflected in the motivation of anesthesiologists; the resident worked as an interdisciplinary link between the multidisciplinary team; there was recognition of weaknesses in the system, which were identified and actions to overcome it were proposed. CONCLUSION: The implementation of a residency program in anesthesiology at a tertiary education hospital in the Northeast of Brazil promoted scientific updates, improved the quality of care and processes of interdisciplinary care, recognized the weaknesses of the service, developed action plans and suggested that this type of initiative may be useful in remote areas of developing countries.

  13. [Implementation of a residency program in anesthesiology in the Northeast of Brazil: impact on work processes and professional motivation].

    Science.gov (United States)

    Fernandes, Cláudia Regina; Sousa, Rafael Queiroz de; Arcanjo, Francisco Sávio Alves; Neto, Gerardo Cristino de Menezes; Gomes, Josenília Maria Alves; Giaxa, Renata Rocha Barreto

    2015-01-01

    Understand, through the theory of social representations, the influence exerted by the establishment a residency program in anesthesiology on anesthetic care and professional motivation in a tertiary teaching hospital in the Northeast of Brazil. Qualitative methodology. The theoretical framework comprised the phenomenology and the Social Representation Theory. Five multidisciplinary focus groups were formed with 17 health professionals (five surgeons, five anesthesiologists, two nurses, and five nursing technicians), who work in operating rooms and post-anesthesia care units, all with prior and posterior experience to the establishment of residency. From the response content analysis, the following empirical categories emerged: motivation to upgrade, recycling of anesthesiologists and improving anesthetic practice, resident as an interdisciplinary link in perioperative care, improvements in the quality of perioperative care, recognition of weaknesses in the perioperative process. It was evident upper gastrointestinal bleeding secondary to prolonged intubation that the creation of a residency in anesthesiology brings advancements that are reflected in the motivation of anesthesiologists; the resident worked as an interdisciplinary link between the multidisciplinary team; there was recognition of weaknesses in the system, which were identified and actions to overcome it were proposed. The implementation of a residency program in anesthesiology at a tertiary education hospital in the Northeast of Brazil promoted scientific updates, improved the quality of care and processes of interdisciplinary care, recognized the weaknesses of the service, developed action plans and suggested that this type of initiative may be useful in remote areas of developing countries. Copyright © 2014 Sociedade Brasileira de Anestesiologia. Publicado por Elsevier Editora Ltda. All rights reserved.

  14. Better get back to work: a role for motor beta desynchronization in incentive motivation.

    Science.gov (United States)

    Meyniel, Florent; Pessiglione, Mathias

    2014-01-01

    Much research has been devoted to characterizing brain representations of reward and movement. However, the mechanisms allowing expected rewards to influence motor commands remain poorly understood. Unraveling such mechanisms is crucial to providing explanations of how behavior can be driven by goals, hence accounting for apathy cases in clinics. Here, we propose that the reduction of motor beta synchrony (MBS) before movement onset could participate in this incentive motivation process. To test this hypothesis, we recorded brain activity using magnetoencenphalography (MEG) while human participants were exerting physical effort to win monetary incentives. Knowing that the payoff was proportional to the time spent above a target force, subjects spontaneously took breaks when exhausted and resumed effort production when repleted. Behavioral data indicated that the rest periods were shorter when higher incentives were at stake. MEG data showed that the amplitude of MBS reduction correlated to both incentive level and rest duration. Moreover, the time of effort initiation could be predicted by MBS reduction measured at the beginning of rest periods. Incentive effects on MBS reduction and rest duration were also correlated across subjects. Finally, Bayesian comparison between possible causal models suggested that MBS reduction mediates the impact of incentive level on rest duration. We conclude that MBS reduction could represent a neural mechanism that speeds the initiation of effort production when the effort is more rewarded.

  15. On Working Stress and Motivation of Hotel Employees%论酒店业员工压力与激励

    Institute of Scientific and Technical Information of China (English)

    黄文波

    2001-01-01

    对压力的产生来源分别从外部和内部进行了分析,对压力的后果和影响从生理表现、心理表现、行为表现进行了论述,在此基础上提出了酒店应如何采用激励策略,以缓解员工的工作压力,提高绩效。%Based on the analysis of the stressors and their physicalsymptoms,psychological symptoms and behavior symptoms,this research offered eight different ways to motivate the hotel employees in order to cope with the work stress and increase the work performance.

  16. Working memory moderates the effect of the integrative process of implicit and explicit autonomous motivation on academic achievement.

    Science.gov (United States)

    Gareau, Alexandre; Gaudreau, Patrick

    2017-03-10

    In previous research, autonomous motivation (AM) has been found to be associated with school achievement, but the relation has been largely heterogeneous across studies. AM has typically been assessed with explicit measures such as self-report questionnaires. Recent self-determination theory (SDT) research has suggested that converging implicit and explicit measures can be taken to characterize the integrative process in SDT. Drawing from dual-process theories, we contended that explicit AM is likely to promote school achievement when it is part of an integrated cognitive system that combines easily accessible mental representations (i.e., implicit AM) and efficient executive functioning. A sample of 272 university students completed a questionnaire and a lexical decision task to assess their explicit and implicit AM, respectively, and they also completed working memory capacity measures. Grades were obtained at the end of the semester to examine the short-term prospective effect of implicit and explicit AM, working memory, and their interaction. Results of moderation analyses have provided support for a synergistic interaction in which the association between explicit AM and academic achievement was positive and significant only for individuals with high level of implicit AM. Moreover, working memory was moderating the synergistic effect of explicit and implicit AM. Explicit AM was positively associated with academic achievement for students with average-to-high levels of working memory capacity, but only if their motivation operated synergistically with high implicit AM. The integrative process thus seems to hold better proprieties for achievement than the sole effect of explicit AM. Implications for SDT are outlined.

  17. What motivates older employees to be physically active at work? Using the Experience Sampling Method

    NARCIS (Netherlands)

    Evers, Mirka; van Velsen, Lex Stefan; Vollenbroek-Hutten, Miriam Marie Rosé; Boerema, Simone Theresa; Hermens, Hermanus J.

    2016-01-01

    Background: Increasing retirement ages brings the challenge to keep our older employees sufficiently physically fit to perform their work. As a first step in the development of preventive strategies, this study investigates current (physical) activities, satisfaction and energy levels of older

  18. Security, Dignity, Caring Relationships, and Meaningful Work: Needs Motivating Participation in a Job-Training Program

    Science.gov (United States)

    Ayers, David F.; Miller-Dyce, Cherrel; Carlone, David

    2008-01-01

    Researchers asked 17 participants in a job-training program to describe their personal struggles following an economic restructuring. Examined through a critical theoretical lens, findings indicate that the learners enrolled in the program to reclaim security, dignity, meaningful work, and caring relationships. Program planners at community…

  19. Identification, Job Satisfaction and Work Motivation among Tutors at the Open University of Israel

    Science.gov (United States)

    Beyth-Marom, Ruth; Harpaz-Gorodeisky, Gal; Bar-Haim, Aviad; Godder, Eti

    2006-01-01

    Tutors working for The Open University of Israel (OUI), a distance learning institution, are often the only academic staff who have direct contact with students. Their performance is therefore crucial for the university. The nature of their job, however, might hinder optimal performance: they are temporary and part time employees, and thus have…

  20. Exploring the linkage between the home domain and absence from work: Health, motivation, or both?

    NARCIS (Netherlands)

    Brummelhuis, Lieke L.; ter Hoeven, C.L.; de Jong, Menno D.T.; Peper, Bram

    2013-01-01

    The aim of this study was twofold. First, we examined depleting and enriching effects of employees' home domain (home demands and quality time spent at home) on unscheduled absence from work. Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency ar

  1. Measuring Group Work Dynamics and Its Relation with L2 Learners' Task Motivation and Language Production

    Science.gov (United States)

    Poupore, Glen

    2016-01-01

    While learners of a second language (L2) are increasingly interacting in small groups as part of a communicative methodological paradigm, very few studies have investigated the social dynamics that occur in such groups. The aim of this study is to introduce a group work dynamic measuring instrument and to investigate the relationship between group…

  2. Understanding Vygotsky's Motive and Goal: An Exploration of the Work of A. N. Leontiev.

    Science.gov (United States)

    Glassman, Michael

    1996-01-01

    Contrasts work of Leontiev and Vygotsky. Suggests that Leontiev concentrated on social activity as a whole, whereas Vygotsky made semiotic mediation through culturally developed symbols a central aspect of his analysis. Maintains that they shared a philosophical base and that Leontiev used Vygotsky's ideas as a starting point to explore human…

  3. Exploring the linkage between the home domain and absence from work: Health, motivation, or both?

    NARCIS (Netherlands)

    ten Brummelhuis, L.L.; ter Hoeven, C.L.; de Jong, M.D.T.; Peper, B.

    2013-01-01

    The aim of this study was twofold. First, we examined depleting and enriching effects of employees' home domain (home demands and quality time spent at home) on unscheduled absence from work. Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency ar

  4. Exploring the linkage between the home domain and absence from work: Health, motivation, or both?

    NARCIS (Netherlands)

    Brummelhuis, Lieke L.; ter Hoeven, C.L.; de Jong, Menno D.T.; Peper, Bram

    2013-01-01

    The aim of this study was twofold. First, we examined depleting and enriching effects of employees' home domain (home demands and quality time spent at home) on unscheduled absence from work. Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency

  5. Generation Y New Zealand Registered Nurses' views about nursing work: a survey of motivation and maintenance factors.

    Science.gov (United States)

    Jamieson, Isabel; Kirk, Ray; Wright, Sarah; Andrew, Cathy

    2015-07-01

    The aim of this article was to report on the analysis of qualitative, open text data, received from a national on-line survey of what factors Generation Y New Zealand Registered Nurses wish to change about nursing and consideration of the potential policy and practice impacts of these requests on their retention. Prior to the economic recession of 2007-2010, the growing shortage of nurses in New Zealand presented a serious concern for the healthcare workforce. Given the ageing New Zealand nursing workforce, an ageing population and the increasing demands for health care, it is imperative that issues of retention of Generation Y nurses are resolved prior to the imminent retirement of more experienced nurses. A descriptive exploratory approach using a national wide, on-line survey, eliciting both quantitative and qualitative data was used. The survey, conducted from August 2009-January 2010, collected data from Generation Y New Zealand Registered Nurses (n = 358) about their views about nursing, work and career. Herzberg's Motivation-Hygiene theory was used as the framework for the analysis of the open text data. The factors that nurses wanted changed were skewed towards Herzberg's hygiene-maintenance factors rather than motivating factors. This is of concern because hygiene-maintenance factors are considered to be dissatisfiers that are likely to push workers to another employment option.

  6. The scare tactic: do fear appeals predict motivation and exam scores?

    Science.gov (United States)

    Putwain, David; Remedios, Richard

    2014-12-01

    Prior to high-stakes exams, teachers use persuasive messages that highlight to students the possible consequences of failure. Such messages are known as fear appeals. This study examined whether fear appeals relate to self- and non-self-determined motivation and academic performance. Data were collected in 3 waves. Self-report data pertaining to perceived fear appeals were collected in the first wave, self-report data pertaining to self-determined motivation were collected in the second wave, and exam scores were collected in the third wave. An increased frequency of fear appeals and the appraisal of fear appeals as threatening predicted lower self-determined motivation but were largely unrelated to non-self-determined motivation. An increased frequency of fear appeals and the appraisal of fear appeals as threatening predicted lower examination performance that was partly mediated by lower self-determined motivation. These findings support a position derived from self-worth theory that the negative consequences of fear appeals arise from their focus on avoiding failure rather than their focus on extrinsic consequences. We suggest that teachers and instructors need to be aware how seemingly motivational statements can unwittingly promote lower self-determined motivation.

  7. Intelligent physical exercise at work: effect of supervision on motivation and reduction in neck-shoulder pain. Result from VIMS-study

    DEFF Research Database (Denmark)

    Gram, Bibi; Zebis, Mette Kreutzfeldt; Pedersen, Mogens Theisen

    that physical exercise at work is effective in managing musculoskeletal pain (1,2). However, the effect of supervision during training sessions in workplace interventions needs to be clarified. Thus, the aim of this study was to evaluate the effect of different amount of supervision on training motivation......INTELLIGENT PHYSICAL EXERCISE AT WORK: EFFECT OF SUPERVISION ON MOTIVATION AND REDUCTION IN NECK-SHOULDER PAIN? RESULT FROM VIMS-STUDY. Gram B1,Zebis MK1, Pedersen MT2, Andersen LL3, Sjøgaard G1 1: Inst. of Sports Science and Clinical Biomechanics, University of Southern Denmark, Odense, Denmark 2...... in shoulder pain. Looking at pre vs. post data (paired t-test) in the exercise groups shoulder pain reduced significantly in both groups but not the REF group. Between the two exercise groups motivation to training did no change. In both groups motivation decreased significantly in the interventions period...

  8. Willingness to work in rural areas and the role of intrinsic versus extrinsic professional motivations - a survey of medical students in Ghana

    Directory of Open Access Journals (Sweden)

    Dzodzomenyo Mawuli

    2011-08-01

    Full Text Available Abstract Background Retaining health workers in rural areas is challenging for a number of reasons, ranging from personal preferences to difficult work conditions and low remuneration. This paper assesses the influence of intrinsic and extrinsic motivation on willingness to accept postings to deprived areas among medical students in Ghana. Methods A computer-based survey involving 302 fourth year medical students was conducted from May-August 2009. Logistic regression was used to assess the association between students' willingness to accept rural postings and their professional motivations, rural exposure and family parental professional and educational status (PPES. Results Over 85% of students were born in urban areas and 57% came from affluent backgrounds. Nearly two-thirds of students reported strong intrinsic motivation to study medicine. After controlling for demographic characteristics and rural exposure, motivational factors did not influence willingness to practice in rural areas. High family PPES was consistently associated with lower willingness to work in rural areas. Conclusions Although most Ghanaian medical students are motivated to study medicine by the desire to help others, this does not translate into willingness to work in rural areas. Efforts should be made to build on intrinsic motivation during medical training and in designing rural postings, as well as favour lower PPES students for admission.

  9. Willingness to work in rural areas and the role of intrinsic versus extrinsic professional motivations - a survey of medical students in Ghana.

    Science.gov (United States)

    Agyei-Baffour, Peter; Kotha, S Rani; Johnson, Jennifer C; Gyakobo, Mawuli; Asabir, Kwesi; Kwansah, Janet; Nakua, Emmanuel; Dzodzomenyo, Mawuli; Snow, Rachel C; Kruk, Margaret E

    2011-08-09

    Retaining health workers in rural areas is challenging for a number of reasons, ranging from personal preferences to difficult work conditions and low remuneration. This paper assesses the influence of intrinsic and extrinsic motivation on willingness to accept postings to deprived areas among medical students in Ghana. A computer-based survey involving 302 fourth year medical students was conducted from May-August 2009. Logistic regression was used to assess the association between students' willingness to accept rural postings and their professional motivations, rural exposure and family parental professional and educational status (PPES). Over 85% of students were born in urban areas and 57% came from affluent backgrounds. Nearly two-thirds of students reported strong intrinsic motivation to study medicine. After controlling for demographic characteristics and rural exposure, motivational factors did not influence willingness to practice in rural areas. High family PPES was consistently associated with lower willingness to work in rural areas. Although most Ghanaian medical students are motivated to study medicine by the desire to help others, this does not translate into willingness to work in rural areas. Efforts should be made to build on intrinsic motivation during medical training and in designing rural postings, as well as favour lower PPES students for admission.

  10. THE ENTREPRENEURSHIP – AN AVAILABLE AND FEASIBLE SOLUTION FOR ENHANCING THE SOCIAL WORKERS’ MOTIVATION AND SATISFACTION IN WORK

    Directory of Open Access Journals (Sweden)

    Vlăduţ Oana-Magda

    2013-12-01

    Full Text Available Social work is a support profession that regards the category of persons in situations of social difficulty, embodying preventive and/or reparatory endeavours oriented towards ensuring an optimum level of psycho-social functioning at individual, familial, group or community levels. Every time there is a discussion on social work, the beneficiary and the primordially of his/her interests are placed in the limelight. This time, the attention is focus on the social worker. The subject of the motivations and satisfactions in the professional activity of the social workers, although crucial from the quality of the social assistance act’s point of view is insufficiently approached. The boldness to tackle this sensitive subject is grounded on the conviction that, in this moment, the social services market in Romania offers enough opportunities to launch entrepreneurial activities in this domain, either in the form of private practice, or through non-profit s, but also as social enterprises. In this regard, we plead for empowering the social workers, so that they develop the courage to detach of the limitative working contexts and to maximally exploit their professional potential, in personal benefit, but also in the benefit of his/her profession and of the society.

  11. Positive benefits of caring on nurses' motivation and well-being: a diary study about the role of emotional regulation abilities at work.

    Science.gov (United States)

    Donoso, Luis Manuel Blanco; Demerouti, Evangelia; Garrosa Hernández, Eva; Moreno-Jiménez, Bernardo; Carmona Cobo, Isabel

    2015-04-01

    Recent research reveals that not all job demands have negative effects on workers' well-being and suggests that the negative or positive effects of specific job demands depend on the occupational sector. Specifically, emotional job demands form the heart of the work for nurses and for this reason they can be interpreted by nurses as a challenge that promotes motivation and well-being among these professionals, especially if personal and job resources become available. The study had two objectives. First, to examine whether daily emotional demands within a nursing work context have a positive effect on nurses' daily motivation at work (vigour) and well-being at home (vitality and positive affect). Second, to explore whether this positive effect could be enhanced by nurses' emotional regulation abilities. This research used a diary design to explore daily experiences and to analyze how variations in specific job or personal characteristics can affect levels of motivation and well-being across days. Fifty-three nurses working in different Spanish hospitals and primary health care centres completed a general questionnaire and a diary booklet over 5 consecutive working days in two different moments, after work and at night (N=53 participants and N=265 observations). In line with our hypotheses, multi-level analyses revealed that, on the one hand, day-level emotional demands at work had a positive effect on vigour at work and on vitality at home. On the other hand, analyses showed that nurses with higher emotional regulation abilities have more motivation at work and well-being at home when they have to face high emotional demands at work, showing a spill over effect after work. These findings support the idea that emotional demands from the nursing profession can act as challenges which promote motivation and well-being, especially if internal emotional resources become available. Copyright © 2015 Elsevier Ltd. All rights reserved.

  12. Understanding Employee Motivation.

    Science.gov (United States)

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  13. Understanding Employee Motivation.

    Science.gov (United States)

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  14. Attitudes towards money and motivational orientation to work in Brazilian young workers

    Directory of Open Access Journals (Sweden)

    Danielli Leite Campos Monteiro

    2015-01-01

    Full Text Available La teoría de la autodeterminación asume la existencia de dos tipos de orientación motivacional: motivación intrínseca y extrínseca. El dinero es un medio para lograr diferentes fines y, por tanto, se considera fuente externa de motivación, pero las personas también pueden atribuirle otros significados. El objetivo de esta investigación fue indagar la relación entre orientación motivacional y la actitud hacia el dinero en jóvenes empleados en Brasil. La muestra fue de 163 trabajadores jóvenes que cursaban la carrera de Administración de Empresas en una universidad pública en Fortaleza, Brasil. Los cuestionarios aplicados fueron el Work Preference Inventory (WPI, Love of Money Scale (LOMS y otro de variables sociodemográficas. Los datos fueron analizados a través de correlaciones, análisis factorial y análisis y comparación de clúster. Se encontró que la orientación motivacional de los individuos hacia el trabajo estaba asociada con su actitud hacia el dinero. Se identificaron dos perfiles, basándose en las diferencias entre la fuente de motivación y la percepción del dinero como recompensa o como vil. El identificar los perfiles que conectan la motivación con el significado del dinero permitirá a las organizaciones diseñar e implementar sistemas de compensación acordes a las necesidades de sus empleados.

  15. Motivational Interviewing Improves Sustainable Return to Work in Injured Workers After Rehabilitation: A Cluster Randomized Controlled Trial.

    Science.gov (United States)

    Gross, Douglas P; Park, Joanne; Rayani, Fahreen; Norris, Colleen M; Esmail, Shaniff

    2017-06-21

    To examine whether motivational interviewing (MI) leads to more sustainable return-to-work outcomes for injured workers undergoing rehabilitation. Cluster randomized controlled trial. Workers' compensation rehabilitation facility. Claimants (N=728) undergoing rehabilitation for musculoskeletal conditions, who were predominantly employed (529, 72.7%) men (460, 63.2%) with chronic conditions (mean duration, 234d). MI is a goal-oriented, client-centered counseling approach that facilitates behavioral change through identifying and resolving ambivalence. Treating clinicians at the facility were randomized into 2 groups. One group included 6 clinicians who were trained to conduct MI interventions during rehabilitation, while the control group included 6 clinicians who continued standard procedures. Outcomes included compensation outcomes over 1 year after discharge. This included reception of disability benefits and recurrence rates. Analysis was stratified by admission employment status and included chi-square test, t test, and multivariable regression. Participants included 728 claimants, of whom 367 (50.4%) were treated with MI. Unemployed claimants in the MI group received significantly more partial temporary disability benefits (mean, 8.2d vs 0.2d; P=.02), indicating return to modified work duties. Employed claimants in the control group had a higher recurrence rate (9.1% vs 4.5%; P=.04). The adjusted odds ratio for benefit recurrence was 2.7 (95% confidence interval, 1.1-6.5) after controlling for age, sex, and number of previous claims. Use of MI appears to lead to more sustainable return to work after rehabilitation and facilitates transition to modified work duties. Copyright © 2017 American Congress of Rehabilitation Medicine. Published by Elsevier Inc. All rights reserved.

  16. Why Work for Extension? An Examination of Job Satisfaction and Motivation in a Statewide Employee Retention Study

    Science.gov (United States)

    Harder, Amy; Gouldthorpe, Jessica; Goodwin, Jeff

    2014-01-01

    Understanding motivation and job satisfaction is important for increasing rates of employee retention within Extension. The purpose of the study reported here was to explore factors positively affecting the motivation of Extension professionals in their careers. An online survey of Extension professionals in Colorado was conducted. Factors such as…

  17. Why Work for Extension? An Examination of Job Satisfaction and Motivation in a Statewide Employee Retention Study

    Science.gov (United States)

    Harder, Amy; Gouldthorpe, Jessica; Goodwin, Jeff

    2014-01-01

    Understanding motivation and job satisfaction is important for increasing rates of employee retention within Extension. The purpose of the study reported here was to explore factors positively affecting the motivation of Extension professionals in their careers. An online survey of Extension professionals in Colorado was conducted. Factors such as…

  18. Comparing of Employees Motivation Level in Enterprises of Wood Working Industry with other Manufacturing Enterprises in Slovak Republic

    Directory of Open Access Journals (Sweden)

    Miloš Hitka

    2011-09-01

    Full Text Available This paper is focused on the area of motivation and motivational programs for employees in the wood industry and in other manufacturing enterprises (engineering, food, chemical and textile. The main objective of this paper is to compare the motivation of employees within manufacturing companies of various categories. We analyzed the current state of motivation of employees within manufacturing companies throughout Slovakia. The analysis was made of 21 enterprises with 2 576 employees in different job positions. The order of importance was made for 30 selected motivational factors in wood industry and other manufacturing enterprises. The evaluation of statistical correlation between the two compared groups was made by use of the Spearman correlation coefficient, by which statistical dependence was defined between the category of workers and the category of technical-economic employees. The results show fundamental difference of the importance of motivational factors within technical and marketing staff of woodworking companies and other manufacturing companies. In the category of workers, diversity of the importance of motivational factors is less signifi cant. Our analysis showed that in a long period of time all employees keep their motivation at a constant level.

  19. The Effect of School Supervisors Competence and School Principals Competence on Work Motivation and Performance of Junior High School Teachers in Maros Regency, Indonesia

    Science.gov (United States)

    Arman; Thalib, Syamsul Bachri; Manda, Darman

    2016-01-01

    This study aims at analyzing the effect of the competence of school supervisors and school principals on work motivation and performance of Junior High School teachers in Maros Regency. This research was a quantitative research by using survey approach. This approach was used because it is adjusted to the nature and assumptions of the study in…

  20. An Examination and Comparative Study of Job Characteristics Levels and Internal Work Motivation Among U.S. Air Force Navigators Based on Aircraft and Type of Mission Flown

    Science.gov (United States)

    1989-09-01

    the onset of the Great Depression, a second school of thought called Human Relations Theory began to evolve. Associated with Elton Mayo and his...Maslow’s theory and some of the wo;rks of Elton Mayo , Douglas McGregor developed the well-known "Theory X-Theory Y" framework of motivational behavior

  1. Can motivation normalize working memory and task persistence in children with attention-deficit/hyperactivity disorder? The effects of money and computer-gaming

    NARCIS (Netherlands)

    Dovis, S.; van der Oord, S.; Wiers, R.W.; Prins, P.J.M.

    2012-01-01

    Visual-spatial Working Memory (WM) is the most impaired executive function in children with Attention-Deficit/Hyperactivity Disorder (ADHD). Some suggest that deficits in executive functioning are caused by motivational deficits. However, there are no studies that investigate the effects of motivati

  2. Explaining career motivation among female doctors in the Netherlands: The effects of children, views on motherhood and work-home cultures

    NARCIS (Netherlands)

    Pas, B.R.; Peters, P.; Eisinga, R.N.; Doorewaard, J.A.C.M.; Lagro-Janssen, A.L.M.

    2011-01-01

    The gender imbalance in senior medical positions is often attributed to an alleged lack of motivation on the part of female doctors, especially those with young children. Some researchers argue that an unsupportive work-home culture in the medical workplace also plays a role. This study investigates

  3. Explaining career motivation among female doctors in the Netherlands: The effects of children, views on motherhood and work-home cultures

    NARCIS (Netherlands)

    Pas, B.R.; Peters, P.; Eisinga, R.N.; Doorewaard, J.A.C.M.; Lagro-Janssen, A.L.M.

    2011-01-01

    The gender imbalance in senior medical positions is often attributed to an alleged lack of motivation on the part of female doctors, especially those with young children. Some researchers argue that an unsupportive work-home culture in the medical workplace also plays a role. This study investigates

  4. The Mediating Effect of Internal Work Motivation Between Perfectionism and Work Satisfaction%企事业员工内在工作动机对完美主义和工作满意度的中介作用

    Institute of Scientific and Technical Information of China (English)

    杨宏飞; 龚若芸

    2013-01-01

    To investigate perfectionism and its correlations with work satisfaction and motivation of employees of enterprises and public services,444 employees (including 132 workers,192 clerks,67 managers and 53 technical personnel) were tested on the Perfectionism Scale,Minnesota Satisfaction Questionnaire and Internal Work Motivation Scale of Enterprise and Public Service.The results showed:(1)the positive perfectionism of manages was better than other employees; (2)the developmental motivations and achievement motivations of workers and managers are stronger than others,positive perfectionism had significant positive correlation with all factors of work satisfaction and internal work motivation,while negative perfectionism were not correlated with most factors of them; (3)internal work motivation had partial mediation between perfectionism and work satisfaction,but there were differences among the mediation models of different employees.%探讨企事业员工的完美主义与工作满意度、内在工作动机的关系.用完美主义量表、明尼苏达满意度问卷和企事业员工内在工作动机量表对444员工进行了测验.结果发现:①管理人员的积极完美主义高于其他员工;②积极完美主义与工作满意度和内在工作动机的所有指标呈显著正相关,消极完美主义与绝大多数指标不相关;③内在工作动机对积极完美主义和工作满意度中起部分中介作用,但不同员工的中介模型存在差异.

  5. Intelligent physical exercise at work: effect of supervision on motivation and reduction in neck-shoulder pain. Result from VIMS-study

    DEFF Research Database (Denmark)

    Gram, Bibi; Zebis, Mette Kreutzfeldt; Pedersen, Mogens Theisen

    INTELLIGENT PHYSICAL EXERCISE AT WORK: EFFECT OF SUPERVISION ON MOTIVATION AND REDUCTION IN NECK-SHOULDER PAIN? RESULT FROM VIMS-STUDY. Gram B1,Zebis MK1, Pedersen MT2, Andersen LL3, Sjøgaard G1 1: Inst. of Sports Science and Clinical Biomechanics, University of Southern Denmark, Odense, Denmark 2...... that physical exercise at work is effective in managing musculoskeletal pain (1,2). However, the effect of supervision during training sessions in workplace interventions needs to be clarified. Thus, the aim of this study was to evaluate the effect of different amount of supervision on training motivation....... Inst. of Exercise and Sport Sciences, University of Copenhagen, Denmark 3: National Research Centre for the Working Environment, Denmark Introduction It is well known that sedentary occupation with computer work is associated with development of pain in neck and shoulder. Studies have shown...

  6. Impact of Gamification on User’s Knowledge-Sharing Practices:Relationships between Work Motivation, Performance Expectancy and Work Engagement

    OpenAIRE

    Silic, Mario; Back, Andrea

    2017-01-01

    How to engage and motivate employees to share their knowledge has become one of the main organizational strategic goals. This study, supported by the Flow theory and Kahn’s theory of engagement, investigated how the impact of gamification on user’s knowledge-sharing practices. We ran an online survey of 147 participants from a large organization that implemented social engagement and motivational systems to leverage internal knowledgesharing practices. Our study revealed important drivers of ...

  7. Exogenous cortisol shifts a motivated bias from fear to anger in spatial working memory for facial expressions.

    NARCIS (Netherlands)

    Putman, P.; Hermans, E.J.; Honk, J. van

    2007-01-01

    Studies assessing processing of facial expressions have established that cortisol levels, emotional traits, and affective disorders predict selective responding to these motivationally relevant stimuli in expression specific manners. For instance, increased attentional processing of fearful faces

  8. Work-related self-efficacy as a moderator of the impact of a worksite stress management training intervention: Intrinsic work motivation as a higher order condition of effect.

    Science.gov (United States)

    Lloyd, Joda; Bond, Frank W; Flaxman, Paul E

    2017-01-01

    Employees with low levels of work-related self-efficacy may stand to benefit more from a worksite stress management training (SMT) intervention. However, this low work-related self-efficacy/enhanced SMT benefits effect may be conditional on employees also having high levels of intrinsic work motivation. In the present study, we examined this proposition by testing three-way, or higher order, interaction effects. One hundred and fifty-three U.K. government employees were randomly assigned to a SMT intervention group (n = 68), or to a waiting list control group (n = 85). The SMT group received three half-day training sessions spread over two and a half months. Findings indicated that there were significant overall reductions in psychological strain, emotional exhaustion and depersonalization in the SMT group, in comparison to the control group. Furthermore, there were significant higher order Group (SMT vs. control) × Time 1 Work-Related Self-Efficacy × Time 1 Intrinsic Work Motivation interactions, such that reductions in emotional exhaustion and depersonalization at certain time points were experienced only by those who had low baseline levels of work-related self-efficacy and high baseline levels of intrinsic work motivation. Implications for work-related self-efficacy theory and research and SMT research and practice are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  9. Nurses' motivations for studying third level post-registration nursing programmes and the effects of studying on their personal and work lives.

    Science.gov (United States)

    Cooley, Mary Clodagh

    2008-07-01

    Internationally nurses' motivations for post-registration education and the effects of studying are important concerns for the profession. This paper describes Irish nurses' motivations for studying post-registration nursing programmes and the effects of studying on their personal and work lives. Eighteen nurses participated in this qualitative study. Data were collected using three focus groups and a one-to-one interview. Data were analysed using the qualitative data analysis method Framework [Ritchie, J., Spencer, L., 1994. Qualitative data analysis for applied policy research. In: Bryman, A., Burgess, R. (Eds.), Analyzing Qualitative Data. Routledge, London, pp. 173-194]. Three themes were identified: "I want to keep up and I want to keep in there," "It's about juggling and getting the balance" and "I'm looking at things differently." Findings revealed that nurses studied to aid their professional development. Contextual factors influenced their motivations including a free fees initiative and Irish nursing developing into an all graduate profession. The impact of studying on their personal and work lives was broader in scope than their motivations.

  10. RELATIONSHIP BETWEEN PARENTS' MOTIVATION FOR PHYSICAL ACTIVITY AND THEIR BELIEFS, AND SUPPORT OF THEIR CHILDREN'S PHYSICAL ACTIVITY: A CLUSTER ANALYSIS.

    Science.gov (United States)

    Naisseh, Matilda; Martinent, Guillaume; Ferrand, Claude; Hautier, Christophe

    2015-08-01

    Previous studies have neglected the multivariate nature of motivation. The purpose of the current study was to first identify motivational profiles of parents' own physical activity. Second, the study examined if such profiles differ in the way in which parents perceive their children's competence in physical activity and the importance and support given to their children's physical activity. 711 physically active parents (57% mothers; M age = 39.7 yr.; children 6-11 years old) completed the Situational Motivation Scale, the Parents' Perceptions of Physical Activity Importance and their Children's Ability Questionnaire, and the Parental Support for Physical Activity Scale. Cluster analyses indicated four motivational profiles: Highly self-determined, Moderately self-determined, Non-self-determined, and Externally motivated profiles. Parents' beliefs and support toward their children's physical activity significantly differed across these profiles. It is the first study using Self-Determination Theory that provides evidence for the interpersonal outcomes of motivation.

  11. Who wants to work in a rural health post? The role of intrinsic motivation, rural background and faith-based institutions in Ethiopia and Rwanda.

    Science.gov (United States)

    Serneels, Pieter; Montalvo, Jose G; Pettersson, Gunilla; Lievens, Tomas; Butera, Jean Damascene; Kidanu, Aklilu

    2010-05-01

    To understand the factors influencing health workers' choice to work in rural areas as a basis for designing policies to redress geographic imbalances in health worker distribution. A cohort survey of 412 nursing and medical students in Rwanda provided unique contingent valuation data. Using these data, we performed a regression analysis to examine the determinants of future health workers' willingness to work in rural areas as measured by rural reservation wages. These data were also combined with those from an identical survey in Ethiopia to enable a two-country analysis. Health workers with higher intrinsic motivation - measured as the importance attached to helping the poor - as well as those who had grown up in a rural area and Adventists who had participated in a local bonding scheme were all significantly more willing to work in a rural area. The main result for intrinsic motivation in Rwanda was strikingly similar to the result obtained for Ethiopia and Rwanda combined. Intrinsic motivation and rural origin play an important role in health workers' decisions to work in a rural area, in addition to economic incentives, while faith-based institutions can also influence the decision.

  12. [A need to implement new tools for diagnosing tobacco-addition syndrome and readiness/motivation to quit smoking in the working-age population in Poland].

    Science.gov (United States)

    Broszkiewicz, Marzenna; Drygas, Wojciech

    2016-01-01

    High rates of tobacco use is still observed in working-age population in Poland. The present level of the state tobacco control has been achieved through adopting legal regulations and population-based interventions. In Poland a sufficient contribution of health professionals to the diagnosis of the tobacco-addition syndrome (TAS) and the application of the 5A's (ask, advice, assess, assist, arrange follow-up) brief intervention, has not been confirmed by explicit research results. Systemic solutions of the health care system of the professional control, specialist health care, health professional trainings and reference centres have not as yet been elaborated. The tools for diagnosing tobacco dependence and motivation to quit smoking, developed over 30 years ago and recommended by experts to be used in clinical and research practice, have not met the current addiction criteria. In this paper other tools than those previously recommended - tests developed in the first decade of the 21st century (including Cigarette Dependence Scale and Nicotine Dependence Syndrome Scale), reflecting modern concepts of nicotine dependence are presented. In the literature on the readiness/motivation to change health behaviors, a new approach dominates. The motivational interviewing (MI) by Miller and Rollnick concentrates on a smoking person and his or her internal motivation. Motivational interviewing is recommended by the World Health Organization as a 5R's (relevance, risks, rewards, roadblocks, repetition) brief motivational advice, addressed to tobacco users who are unwilling to make a quit attempt. In Poland new research studies on the implementation of new diagnostic tools and updating of binding guidelines should be undertaken, to strengthen primary health care in treating tobacco dependence, and to incorporate MI and 5R's into trainings in TAS diagnosing and treating addressed to health professionals.

  13. When the fire dies: Perceived success and support for innovation shape the motivating potential of innovative work behaviour

    NARCIS (Netherlands)

    Devloo, T.; Anseel, F.; Beuckelaer, A. De; Feys, M.

    2016-01-01

    In recent years, there seems to have grown a perspective in the literature that innovation will have uniformly positive outcomes for individuals and organizations. This is unfortunate as innovative individuals may not always experience the assumed positive motivational consequences of being innovati

  14. The Influence of Organisational Commitment, Job Involvement and Utility Perceptions on Trainees' Motivation to Improve Work through Learning

    Science.gov (United States)

    von Treuer, Kathryn; McHardy, Katherine; Earl, Celisha

    2013-01-01

    Workplace training is a key strategy often used by organisations to optimise performance. Further, trainee motivation is a key determinant of the degree to which the material learned in a training programme will be transferred to the workplace, enhancing the performance of the trainee. This study investigates the relationship between several…

  15. Emotional and Motivational Outcomes of Lab Work in the Secondary Intermediate Track: The Contribution of a Science Center Outreach Lab

    Science.gov (United States)

    Itzek-Greulich, Heike; Vollmer, Christian

    2017-01-01

    Students' interest in science declines in secondary school. Therefore, motivating students to become competent and engaged in science topics that are relevant for their everyday lives is an important goal, so they can be better citizens and decision makers with socioscientific issues (e.g., climate change and waste disposal). The present study…

  16. Putting Off until Tomorrow What Is Better Done Today: Academic Procrastination as a Function of Motivation toward College Work.

    Science.gov (United States)

    Reasinger, Renne; Brownlow, Sheila

    This study examined the relative impact of intrinsic and extrinsic motivation and personality variables on procrastination behavior of college students. A total of 96 undergraduates completed the Procrastination Assessment Scale-Students, the Multidimensional-Multiattributional Causality Scale, the Brief Fear of Negative Evaluation Scale, the Work…

  17. The Influence of Organisational Commitment, Job Involvement and Utility Perceptions on Trainees' Motivation to Improve Work through Learning

    Science.gov (United States)

    von Treuer, Kathryn; McHardy, Katherine; Earl, Celisha

    2013-01-01

    Workplace training is a key strategy often used by organisations to optimise performance. Further, trainee motivation is a key determinant of the degree to which the material learned in a training programme will be transferred to the workplace, enhancing the performance of the trainee. This study investigates the relationship between several…

  18. The Influence of Organisational Commitment, Job Involvement and Utility Perceptions on Trainees' Motivation to Improve Work through Learning

    Science.gov (United States)

    von Treuer, Kathryn; McHardy, Katherine; Earl, Celisha

    2013-01-01

    Workplace training is a key strategy often used by organisations to optimise performance. Further, trainee motivation is a key determinant of the degree to which the material learned in a training programme will be transferred to the workplace, enhancing the performance of the trainee. This study investigates the relationship between several…

  19. Work Motivation and the Negative Effects of Extrinsic Rewards: A Reward With Implications for Theory and Practice

    Science.gov (United States)

    Notz, William W.

    1975-01-01

    Summarizes and discusses findings on two hypotheses predicting interaction between intrinsic and extrinsic motivation: extrinsic rewards are those which provide satisfaction independent of the actual activity itself and are controlled by someone other than the employee, whereas intrinsic rewards are those over which the employee has a high degree…

  20. Women's motivation for boardroom work : factors that led women to refuse or accept actual requests to serve on a board of directors

    OpenAIRE

    Skjønnhaug, Ida Muri

    2007-01-01

    This paper concerns the motivation of women in management for boardroom work, and the purpose was to explore factors that led women to refuse or accept actual requests to serve on a board of directors. Eleven women participated in this study: five who had refused an invitation to serve on a board; and six, who had accepted such invitations. All Participants had previously attended the Female Future Program conducted by the Norwegian Confederation of Business and Industry. Individual semi- str...

  1. Teachers' Work Motivation Research Commentary%我国教师工作动机研究述评

    Institute of Scientific and Technical Information of China (English)

    戴剑

    2011-01-01

    近年来,国内学者对教师工作动机的概念界定、结构划分以及影响因素等方面进行了探讨。这些研究对于提高教师工作动机以及促进学校和教师的自身发展产生了重要影响,对进一步认识和研究教师工作动机奠定了基础。目前研究的不足在于对动机概念的界定存在分歧,结构维度的划分仍然较为混乱,对于影响因素的研究还需要进一步深入,同时还需关注变量对于教师工作动机的影响。%In recent years,scholars define the concept of teacher motivation,structure,boundaries and the impact of factors were discussed.These studies for improving teacher motivation and promoting self-development schools and teachers had an important impact on the further understanding and research laid the foundation for teacher motivation.The current study is the lack of definition of the concept of motivation differences,the structure of any course dimension into more chaos,the influencing factors need to be further in-depth,but need to concern variable for teacher motivation.

  2. What I experienced yesterday is who I am today: relationship of work motivations and behaviors to within-individual variation in the five-factor model of personality.

    Science.gov (United States)

    Judge, Timothy A; Simon, Lauren S; Hurst, Charlice; Kelley, Ken

    2014-03-01

    Historically, organizational and personality psychologists have ignored within-individual variation in personality across situations or have treated it as measurement error. However, we conducted a 10-day experience sampling study consistent with whole trait theory (Fleeson, 2012), which conceptualizes personality as a system of stable tendencies and patterns of intraindividual variation along the dimensions of the Big Five personality traits (Costa & McCrae, 1992). The study examined whether (a) internal events (i.e., motivation), performance episodes, and interpersonal experiences at work predict deviations from central tendencies in trait-relevant behavior, affect, and cognition (i.e., state personality), and (b) there are individual differences in responsiveness to work experiences. Results revealed that personality at work exhibited both stability and variation within individuals. Trait measures predicted average levels of trait manifestation in daily behavior at work, whereas daily work experiences (i.e., organizational citizenship, interpersonal conflict, and motivation) predicted deviations from baseline tendencies. Additionally, correlations of neuroticism with standard deviations in the daily personality variables suggest that, although work experiences influence state personality, people higher in neuroticism exhibit higher levels of intraindividual variation in personality than do those who are more emotionally stable.

  3. Motivating crowding theory - opening the black box of intrinsic motivation

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher

    2010-01-01

    employees. Motivation crowding theory claims that this may be at the expense of intrinsic motivation, if the extrinsic motivation factor is perceived to be controlling. On the other hand, intrinsic motivation will be enhanced (crowded in), if the extrinsic motivation factor is perceived to be supportive......Public employees work for many other reasons than because they are paid for it. In other words, intrinsic motivation is an important determinant for their performance. Nonetheless, public sector organizations increasingly rely on extrinsic motivation factors such as monetary incentives to motivate....... Studies have found support for the motivation crowding claim, but have neglected intrinsic motivation. This study opens the black box of intrinsic motivation and finds a meaningful distinction between task motivation and public service motivation. Among 2,772 physiotherapists in the Danish public sector...

  4. Motivating crowding theory - opening the black box of intrinsic motivation

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher

    2010-01-01

    Public employees work for many other reasons than because they are paid for it. In other words, intrinsic motivation is an important determinant for their performance. Nonetheless, public sector organizations increasingly rely on extrinsic motivation factors such as monetary incentives to motivate...... employees. Motivation crowding theory claims that this may be at the expense of intrinsic motivation, if the extrinsic motivation factor is perceived to be controlling. On the other hand, intrinsic motivation will be enhanced (crowded in), if the extrinsic motivation factor is perceived to be supportive....... Studies have found support for the motivation crowding claim, but have neglected intrinsic motivation. This study opens the black box of intrinsic motivation and finds a meaningful distinction between task motivation and public service motivation. Among 2,772 physiotherapists in the Danish public sector...

  5. Public Service Motivation

    Directory of Open Access Journals (Sweden)

    Raluca-Marilena Mihalcioiu

    2011-05-01

    Full Text Available Public Service Motivation concept was developed in North America and focuses on specific motivations of public servants, such as employee satisfaction, organizational commitment, reward preferences, organizational and individual performance. Other types of motivation, as financial consideration, are relevant but have less important influences with regard to this kind of work outcomes. This strengthen the assertion for a diversified motivational strategy, which affect various types of motivation, while not losing sight of the public value that one organization shows and therefore valuing public service motivation as a specific contribution to work outcomes. The concept has been increasingly applied in European public administration. This paper presents Status Quo of international Public Service Motivation research and locates in them empirical evidences from contries that are already working with this concept, like Austria. It also analyses implications for central questions of public management. The main focus of this article is general appropriateness and possible applications for Romanian public management research.

  6. How do doctors choose where they want to work? - motives for choice of current workplace among physicians registered in Finland 1977-2006.

    Science.gov (United States)

    Heikkilä, Teppo Juhani; Hyppölä, Harri; Aine, Tiina; Halila, Hannu; Vänskä, Jukka; Kujala, Santero; Virjo, Irma; Mattila, Kari

    2014-02-01

    Though there are a number of studies investigating the career choices of physicians, there are only few concerning doctors' choices of workplace. A random sample (N=7758) of physicians licensed in Finland during the years 1977-2006 was surveyed. Respondents were asked: "To what extent did the following motives affect your choice of your current workplace?" Respondents were grouped based on several background variables. The groups were used as independent variables in univariate analysis of covariance (ANCOVA). The factors Good workplace, Career and professional development, Non-work related issues, Personal contacts and Salary were formed and used as dependent variables. There were significant differences between groups of physicians, especially in terms of gender, working sector and specialties. The association of Good workplace, Career and professional development, and Non-work related issues with the choice of a workplace significantly decreased with age. Female physicians were more concerned with Career and professional development and Non-work related issues. Since more females are entering the medical profession and there is an ongoing change of generations, health care organizations and policy makers need to develop a new philosophy in order to attract physicians. This will need to include more human-centric management and leadership, better possibilities for continuous professional development, and more personalized working arrangements depending on physician's personal motives. Copyright © 2014 Elsevier Ireland Ltd. All rights reserved.

  7. [Undergraduate Medical Students "On Call" to Assist in Theatre: Analysis of the Financial Aspects and a Mixed-Method Study Exploring Their Motives for Working].

    Science.gov (United States)

    Rabe, C; Ghadimi, M; König, S

    2017-02-01

    Background/Purpose: Surgical patient care has grown in complexity, as hospital workload has continuously increased. We therefore established a pool of "undergraduate medical students on call" to assist in the theatre outside working hours. We aimed to recruit talented students to reduce the burden on physicians and to motivate students into entering surgery. Methods: An exploratory mixed-method study was performed. In a qualitative study, guided interviews were conducted with five students about their reasons for working in the theatre and the results were used to construct an online questionnaire using EvaSys®. This was presented to 16 current and former students in a subsequent quantitative study. Furthermore, the cost of student employment was calculated and compared with physicians' salaries. Results: In 2013 and 2014, 8-9 students worked a total of 1063 and 1211 hours in the theatre, respectively. The difference in salaries between the students and surgical residents was € 28.37 per hour. We calculated that the annual savings were approximately € 60,000. When questioned on their motives during the interview, only a few students emphasised the financial aspects, whereas the majority emphasised the gain in experience. The analysis was based on comparison of the mean values (online survey) with a 4-point Likert scale (1 = high acceptance; 4 = no acceptance). We defined the motives with a mean ≤ 1.3 as primary. Based on this selection, gathering experience, fun/enjoyment, interest in surgery, and the change from studying were considered as distinct motives. In the interviews, students clearly pointed out that teaching and learning opportunities in the theatre were not commonly taken advantage of and that interaction with the surgeons should be improved. Conclusion: Students actively chose to work as assistants in the theatre, for a variety of motives. The financial aspects were subordinate. The concept of students assisting in the theatre is

  8. [A motivational approach of cognitive efficiency in nursing home residents].

    Science.gov (United States)

    Clément, Evelyne; Vivicorsi, Bruno; Altintas, Emin; Guerrien, Alain

    2014-06-01

    Despite a widespread concern with self-determined motivation (behavior is engaged in "out of pleasure" or "out of choice and valued as being important") and psychological adjustment in later life (well-being, satisfaction in life, meaning of life, or self-esteem), very little is known about the existence and nature of the links between self-determined motivation and cognitive efficiency. The aim of the present study was to investigate theses links in nursing home residents in the framework of the Self-determination theory (SDT) (Deci & Ryan, 2002), in which motivational profile of a person is determined by the combination of different kinds of motivation. We hypothesized that self-determined motivation would lead to higher cognitive efficiency. Participants. 39 (32 women and 7 men) elderly nursing home residents (m= 83.6 ± 9.3 year old) without any neurological or psychiatric disorders (DSM IV) or depression or anxiety (Hamilton depression rating scales) were included in the study. Methods. Cognitive efficiency was evaluated by two brief neuropsychological tests, the Mini mental state examination (MMSE) and the Frontal assessment battery (FAB). The motivational profile was assessed by the Elderly motivation scale (Vallerand & 0'Connor, 1991) which includes four subscales assessing self- and non-self determined motivation to engage oneself in different domains of daily life activity. Results. The neuropsychological scores were positively and significantly correlated to self-determined extrinsic motivation (behavior is engaged in "out of choice" and valued as being important), and the global self-determination index (self-determined motivational profile) was the best predictor of the cognitive efficiency. Conclusion. The results support the SDT interest for a qualitative assessment of the motivation of the elderly people and suggest that a motivational approach of cognitive efficiency could help to interpret cognitive performances exhibited during neuropsychological

  9. Motivating pharmacy employees.

    Science.gov (United States)

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.

  10. Can motivation normalize working memory and task persistence in children with attention-deficit/hyperactivity disorder? The effects of money and computer-gaming.

    Science.gov (United States)

    Dovis, Sebastiaan; Van der Oord, Saskia; Wiers, Reinout W; Prins, Pier J M

    2012-07-01

    Visual-spatial Working Memory (WM) is the most impaired executive function in children with Attention-Deficit/Hyperactivity Disorder (ADHD). Some suggest that deficits in executive functioning are caused by motivational deficits. However, there are no studies that investigate the effects of motivation on the visual-spatial WM of children with- and without ADHD. Studies examining this in executive functions other than WM, show inconsistent results. These inconsistencies may be related to differences in the reinforcement used. The effects of different reinforcers on WM performance were investigated in 30 children with ADHD and 31 non-ADHD controls. A visual-spatial WM task was administered in four reinforcement conditions: Feedback-only, 1 euro, 10 euros, and a computer-game version of the task. In the Feedback-only condition, children with ADHD performed worse on the WM measure than controls. Although incentives significantly improved the WM performance of children with ADHD, even the strongest incentives (10 euros and Gaming) were unable to normalize their performance. Feedback-only provided sufficient reinforcement for controls to reach optimal performance, while children with ADHD required extra reinforcement. Only children with ADHD showed a decrease in performance over time. Importantly, the strongest incentives (10 euros and Gaming) normalized persistence of performance in these children, whereas 1 euro had no such effect. Both executive and motivational deficits give rise to visual-spatial WM deficits in ADHD. Problems with task-persistence in ADHD result from motivational deficits. In ADHD-reinforcement studies and clinical practice (e.g., assessment), reinforcement intensity can be a confounding factor and should be taken into account. Gaming can be a cost-effective way to maximize performance in ADHD.

  11. Prevalence and diagnostic validity of motivational impairments and deficits in visuospatial short-term memory and working memory in ADHD subtypes.

    Science.gov (United States)

    Dovis, Sebastiaan; Van der Oord, Saskia; Huizenga, Hilde M; Wiers, Reinout W; Prins, Pier J M

    2015-05-01

    Deficits in working memory (WM) and reinforcement sensitivity are thought to give rise to symptoms in the combined (ADHD-C) and inattentive subtype (ADHD-I) of ADHD. Children with ADHD are especially impaired on visuospatial WM, which is composed of short-term memory (STM) and a central executive. Although deficits in visuospatial WM and reinforcement sensitivity appear characteristic of children with ADHD on a group-level, the prevalence and diagnostic validity of these impairments is still largely unknown. Moreover, studies investigating this did not control for the interaction between motivational impairments and cognitive performance in children with ADHD, and did not differentiate between ADHD subtypes. Visuospatial WM and STM tasks were administered in a standard (feedback-only) and a high-reinforcement (feedback + 10 euros) condition, to 86 children with ADHD-C, 27 children with ADHD-I (restrictive subtype), and 62 typically developing controls (aged 8-12). Reinforcement sensitivity was indexed as the difference in performance between the reinforcement conditions. WM and STM impairments were most prevalent in ADHD-C. In ADHD-I, only WM impairments, not STM impairments, were more prevalent than in controls. Motivational impairments were not common (22% impaired) and equally prevalent in both subtypes. Memory and motivation were found to represent independent neuropsychological domains. Impairment on WM, STM, and/or motivation was associated with more inattention symptoms, medication-use, and lower IQ scores. Similar results were found for analyses of diagnostic validity. The majority of children with ADHD-C is impaired on visuospatial WM. In ADHD-I, STM impairments are not more common than in controls. Within both ADHD subtypes only a minority has an abnormal sensitivity to reinforcement.

  12. Motivação para o trabalho e o comportamento humano nas organizações (Motivation for work and human behavior in organizations

    Directory of Open Access Journals (Sweden)

    Priscila Maria Gregolin Patzlaff

    2011-01-01

    Full Text Available Resumo: Os termos discorridos neste artigo se propõem a descrever a motivação como mecanismo de propulsão para o trabalho nas empresas, além de evidenciar a existência de diferentes fatores motivacionais capazes de guiar as ações de um indivíduo. A fim de concretizar tal estudo, buscou-se fundamento nas teorias motivacionais de diferentes vertentes e épocas, corroborando as teorias organizacionais da motivação através de excertos oriundos da Psicologia e da Psicanálise. As ponderações trazidas no presente estudo são resultados de uma pesquisa bibliográfica realizada com o intuito de oferecer uma compreensão básica no que tange a determinados instrumentos motivacionais utilizados na gestão. Entre as contribuições evidenciadas, enfatiza-se a possibilidade de os líderes articularem os mecanismos motivacionais a fim de alavancar o desenvolvimento nas organizações contemporâneas. Por fim, assevera-se que os temas abordados no artigo não se acham esgotados em suas reflexões, ao revés, almejam demonstrar a importância prática de suas aplicações por meio de uma compreensão suficientemente clara para despertar o interesse dos gestores em se aprofundar nos assuntos explanados.Abstract: The present article aims at portraying motivation as a driving force for corporate work, demonstrating that not all people and not all kind of work are motivated by the same factors. In order to do so, the authors based their research on motivational theories from different places and times, strengthening the motivation organizational theories through excerpts derived from Psychology and Psychiatry. The conceptual aspects of this study result from a bibliographical research conducted with the aim of offering a basic understanding of certain motivational instruments used in management. The themes approached in this article were not treated exhaustively; on the contrary they demonstrate the practical importance of their applications through

  13. Motivating Workers in Construction

    Directory of Open Access Journals (Sweden)

    Jason E. Barg

    2014-01-01

    Full Text Available The study of the motivation of construction workers is limited to a relatively small body of knowledge. Although there is considerable research available regarding motivation and productivity, few researchers have provided a comprehensive analysis on the motivation of construction workers. The research stated that productivity in construction has not improved compared to other industry sectors such as manufacturing. This trend has been echoed in publications throughout the past five decades, and suggested that motivation is one of the key factors impacting productivity. This paper offers a comprehensive review of the published work that directly links the key words—construction and motivation. The findings have been presented in five themes, that is, motivation models, environment and culture, incentives and empowerment, and worker management. This paper concludes with two methods suggested by previous researchers to improve motivation of construction workers: (1 relevant worker incentives (intrinsic or extrinsic and (2 improved management practices, specifically regarding communication with workers.

  14. Motivation and library management

    Directory of Open Access Journals (Sweden)

    Tatjana Likar

    2000-01-01

    Full Text Available The present article deals with motivation, its relation to management and its role and use in librarianship in our country and abroad. The countries where librarianship is well developed started to deal with library management and questions of motivation of library workers decades ago, whereas elsewhere the subject is at its start. The prerequisite for modern policy making is attention to the elements of modern library management. Librarians, library managers and directors of libraries should create a work environment providing long term satisfaction with work by means of certain knowledge and tools. The level of motivation of the staff is influenced by the so called higher factors deriving from the work process itself and related to work contents: achieve¬ment, recognition, trust and work itself. Extrinsic factors (income, interpersonal relations, technology of administration, company policy, working conditions, work con¬trol, personal security, job security and position... should exercise lesser impact on the level of motivation.

  15. Motivation and episodic memory performance

    OpenAIRE

    Ngaosuvan, Leonard

    2004-01-01

    In everyday life, motivation and learning are connected like music and dancing. Many educators realize this and work hard to improve their students' motivation. A motivated student may repeat and self-rehearse the content of a chapter more often, which leads to better learning. However, from a cognitive psychology point of view, it is still uncertain if motivation without differences in repetition or attention, affects episodic memory performance. That is, would a motivated student perform be...

  16. How to Motivate Employees?

    Directory of Open Access Journals (Sweden)

    Andreja Kušar

    2014-02-01

    Full Text Available Research Question (RQ: How to motivate employees and keep them motivated? Purpose: The purpose of this study is to find out what motivates employees and what motivates employees for work. Method: The results of the questionnaire are graphically presented and described. Random sampling was utilized that included participants from various professional areas and demographic characteristics. The results showed a relationship between individual motivational factors related to education, age and type of employment. All of the questions were closed - type questions except for the last question, which was an open question, in which the respondents answered in their own words. Questions were analyzed using frequency analysis of individual responses. Pearson's Chi - squared test, Spearman's rank correlation and Fisher’s Exact test was made using R Commander. Results: The research findings showed which motivational factors motivate employees the most. These are especially non - material motivational factors, such as good relationships, jobs with challenges, advancement opportunities, clear instructions, good work conditions, company reputation, etc. Organization: The study will help managers understand their role in motivating employees as well as the types of motivational factors. Society: The research shows how individuals are motivated. Originality: Certain motivators in the study are ranked differently than was found in previous literature. Most probably the reason is that the respondents in this study favored intangible motivators (good relations with leadership and their colleagues, good working conditions, etc.. Limitations/Future Research: The limitation of this study was that the sample included employees of different ages, gender and years of service in various organizations. To enhance the study and to find similar results as in previous literature, more questions should have been asked as well as increasing the sample size.

  17. Using cluster analysis to examine the combinations of motivation regulations of physical education students.

    Science.gov (United States)

    Ullrich-French, Sarah; Cox, Anne

    2009-06-01

    According to self-determination theory, motivation is multidimensional, with motivation regulations lying along a continuum of self-determination (Ryan & Deci, 2007). Accounting for the different types of motivation in physical activity research presents a challenge. This study used cluster analysis to identify motivation regulation profiles and examined their utility by testing profile differences in relative levels of self-determination (i.e., self-determination index), and theoretical antecedents (i.e., competence, autonomy, relatedness) and consequences (i.e., enjoyment, worry, effort, value, physical activity) of physical education motivation. Students (N= 386) in 6th- through 8th-grade physical education classes completed questionnaires of the variables listed above. Five profiles emerged, including average (n = 81), motivated (n = 82), self-determined (n = 91), low motivation (n = 73), and external (n = 59). Group difference analyses showed that students with greater levels of self-determined forms of motivation, regardless of non-self-determined motivation levels, reported the most adaptive physical education experiences.

  18. A mensuração da motivação e do significado do trabalho Measuring motivation and work meaning

    Directory of Open Access Journals (Sweden)

    Livia de Oliveira Borges

    2001-01-01

    Full Text Available O artigo apresenta um questionário elaborado para mensurar dois componentes do significado do trabalho -- atributos valorativos e descritivos -- e da motivação no trabalho -- valência, expectativa e instrumentalidade -- e relata pesquisa realizada para avaliar suas qualidades psicométricas, bem como explorar as inter-relações dos dois fenômenos. A pesquisa foi desenvolvida em Natal com uma amostra de 642 participantes, sendo 487 profissionais de saúde e 155 bancários. Aplicada análise fatorial para cada componente dos fenômenos enfocados e estimados os coeficientes por fator identificado, constata-se que o questionário apresenta qualidades psicométricas satisfatórias. Bancários e profissionais de saúde se aproximam bastante nos escores dos fatores identificados nos atributos valorativos, mas diferem significativamente nos escores dos fatores dos atributos descritivos. A força motivacional da amostra como um todo coincide com a mediana, porém os bancários são menos motivados, o que provavelmente está associado às questões de organização do trabalho e de redução do número de empregos.The article presents a questionnaire that was elaborated to measure components of the work meaning -- value and descriptive attributes -- and of the work motivation -- valence, expectancy and instrumentality -- and it relates the research that intended to evaluate their psychometric conditions and to explore also the relationship of the two phenomena. The research was developed in Natal though a sample of 642 participants (487 health professionals, and 155 employees of a bank. Applied factor was applied to each component of the phenomena and coefficients were estimated for identified factors. It was found that the questionnaire presents satisfactory measuring conditions. Employees of bank and health professionals obtained similar scores in the factors of value attributes, but they differed meaningfully in the scores of the factors of

  19. Work.

    Science.gov (United States)

    Haines, Annette M.

    2003-01-01

    Draws upon Maria Montessori's writings to examine work as a universal human tendency throughout life. Discusses the work of adaptation of the infant, work of "psycho-muscular organism" for the preschooler, work of the imagination for the elementary child, community work of the adolescent, and work of the adult. Asserts that…

  20. Relationships between physical education students' motivational profiles, enjoyment, state anxiety, and self-reported physical activity.

    Science.gov (United States)

    Yli-Piipari, Sami; Watt, Anthony; Jaakkola, Timo; Liukkonen, Jarmo; Nurmi, Jari-Erik

    2009-01-01

    The purpose of this study was to analyze motivational profiles based on the self-determination theory (Deci and Ryan, 2000) and how these profiles are related to physical education students' enjoyment, state anxiety, and physical activity. The participants, 429 sixth grade students (girls = 216; boys = 213) completed SMS, Sport Enjoyment Scale, PESAS, and Physical Activity Scale. Cluster analyses identified two motivational profiles: 1) the "High motivation profile", in which the students had high intrinsic and extrinsic motivation, and low levels of amotivation, and 2) the "Low motivation profile", in which the students had low intrinsic and extrinsic motivation, and low levels of amotivation. The students in the first cluster enjoyed physical education more and were physically more active. The results revealed that students may be motivated towards physical education lessons both intrinsically and extrinsically, and still experience enjoyment in physical education. Key pointsTWO MOTIVATIONAL PROFILES WERE REVEALED: 1) the "High motivation profile", in which the students had high intrinsic and extrinsic motivation, and low levels of amotivation, and 2) the "Low motivation profile", in which the students had low intrinsic and extrinsic motivation, and low levels of amotivation.The students in the first profile enjoyed physical education more and were physically more active than the students in the second profile.Moreover, the representatives of the "High motivation profile "experienced greater anxiety toward physical education than the representatives of the "Low motivation profile"These findings raised an interesting question whether students engaging in physical education benefit more from the presence of both self-determined and non-self-determined forms of motivation, or are the benefits higher if students are primarily self-determined?

  1. Beyond Cognition: Reading Motivation and Reading Comprehension

    OpenAIRE

    Wigfield, Allan; Gladstone, Jessica; Turci, Lara

    2016-01-01

    The authors review research on children’s reading motivation and its relation to their reading comprehension. They begin by discussing work on the development of school motivation in general and reading motivation in particular, reviewing work showing that many children’s reading motivation declines over the school years. Girls tend to have more positive motivation for reading than do boys, and there are ethnic differences in children’s reading motivation. Over the last 15 years researchers h...

  2. Factors associated with motivation and hesitation to work among health professionals during a public crisis: a cross sectional study of hospital workers in Japan during the pandemic (H1N1) 2009.

    Science.gov (United States)

    Imai, Hissei; Matsuishi, Kunitaka; Ito, Atsushi; Mouri, Kentaro; Kitamura, Noboru; Akimoto, Keiko; Mino, Koichi; Kawazoe, Ayako; Isobe, Masanori; Takamiya, Shizuo; Mita, Tatsuo

    2010-11-04

    The professionalism of hospital workers in Japan was challenged by the pandemic (H1N1) 2009. To maintain hospital function under critical situations such as a pandemic, it is important to understand the factors that increase and decrease the willingness to work. Previous hospital-based studies have examined this question using hypothetical events, but so far it has not been examined in an actual pandemic. Here, we surveyed the factors that influenced the motivation and hesitation of hospital workers to work in Japan soon after the pandemic (H1N1) 2009. Self-administered anonymous questionnaires about demographic character and stress factors were distributed to all 3635 employees at three core hospitals in Kobe city, Japan and were collected from June to July, 2009, about one month after the pandemic (H1N1) in Japan. Of a total of 3635 questionnaires distributed, 1693 (46.7%) valid questionnaires were received. 28.4% (N = 481) of workers had strong motivation and 14.7% (N = 249) had strong hesitation to work. Demographic characters and stress-related questions were categorised into four types according to the odds ratios (OR) of motivation and hesitation to work: some factors increased motivation and lowered hesitation; others increased motivation only; others increased hesitation only and others increased both motivation and hesitation. The strong feeling of being supported by the national and local governments (Multivariate OR: motivation; 3.5; CI 2.2-5.4, hesitation; 0.2; CI 0.1-0.6) and being protected by hospital (Multivariate OR: motivation; 2.8; CI 2.2-3.7, hesitation; 0.5; CI 0.3-0.7) were related to higher motivation and lower hesitation. Here, protection included taking precautions to prevent illness among workers and their families, providing for the care of those who do become ill, reducing malpractice threats, and financial support for families of workers who die on duty. But 94.1% of the respondents answered protection by the national and local

  3. Factors associated with motivation and hesitation to work among health professionals during a public crisis: a cross sectional study of hospital workers in Japan during the pandemic (H1N1 2009

    Directory of Open Access Journals (Sweden)

    Kawazoe Ayako

    2010-11-01

    Full Text Available Abstract Background The professionalism of hospital workers in Japan was challenged by the pandemic (H1N1 2009. To maintain hospital function under critical situations such as a pandemic, it is important to understand the factors that increase and decrease the willingness to work. Previous hospital-based studies have examined this question using hypothetical events, but so far it has not been examined in an actual pandemic. Here, we surveyed the factors that influenced the motivation and hesitation of hospital workers to work in Japan soon after the pandemic (H1N1 2009. Methods Self-administered anonymous questionnaires about demographic character and stress factors were distributed to all 3635 employees at three core hospitals in Kobe city, Japan and were collected from June to July, 2009, about one month after the pandemic (H1N1 in Japan. Results Of a total of 3635 questionnaires distributed, 1693 (46.7% valid questionnaires were received. 28.4% (N = 481 of workers had strong motivation and 14.7% (N = 249 had strong hesitation to work. Demographic characters and stress-related questions were categorised into four types according to the odds ratios (OR of motivation and hesitation to work: some factors increased motivation and lowered hesitation; others increased motivation only; others increased hesitation only and others increased both motivation and hesitation. The strong feeling of being supported by the national and local governments (Multivariate OR: motivation; 3.5; CI 2.2-5.4, hesitation; 0.2; CI 0.1-0.6 and being protected by hospital (Multivariate OR: motivation; 2.8; CI 2.2-3.7, hesitation; 0.5; CI 0.3-0.7 were related to higher motivation and lower hesitation. Here, protection included taking precautions to prevent illness among workers and their families, providing for the care of those who do become ill, reducing malpractice threats, and financial support for families of workers who die on duty. But 94.1% of the respondents

  4. Graph 500 on OpenSHMEM: Using a Practical Survey of Past Work to Motivate Novel Algorithmic Developments

    Energy Technology Data Exchange (ETDEWEB)

    Grossman, Max [Rice Univ., Houston, TX (United States); Pritchard Jr., Howard Porter [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Budimlic, Zoran [Rice Univ., Houston, TX (United States); Sarkar, Vivek [Rice Univ., Houston, TX (United States)

    2016-12-22

    Graph500 [14] is an effort to offer a standardized benchmark across large-scale distributed platforms which captures the behavior of common communicationbound graph algorithms. Graph500 differs from other large-scale benchmarking efforts (such as HPL [6] or HPGMG [7]) primarily in the irregularity of its computation and data access patterns. The core computational kernel of Graph500 is a breadth-first search (BFS) implemented on an undirected graph. The output of Graph500 is a spanning tree of the input graph, usually represented by a predecessor mapping for every node in the graph. The Graph500 benchmark defines several pre-defined input sizes for implementers to test against. This report summarizes investigation into implementing the Graph500 benchmark on OpenSHMEM, and focuses on first building a strong and practical understanding of the strengths and limitations of past work before proposing and developing novel extensions.

  5. Working memory as a moderator of impulsivity and alcohol involvement: testing the cognitive-motivational theory of alcohol use with prospective and working memory updating data.

    Science.gov (United States)

    Ellingson, Jarrod M; Fleming, Kimberly A; Vergés, Alvaro; Bartholow, Bruce D; Sher, Kenneth J

    2014-11-01

    Research consistently shows that individuals high in impulsivity are at increased risk for excessive alcohol use and alcohol-related problems including alcohol use disorders (AUDs). Recent theorizing posits that working memory (WM) ability might moderate this association, but extant studies have suffered from methodological shortcomings, particularly mischaracterizing WM as a single, unitary construct and using only cross-sectional designs. This paper reports two studies that attempted to replicate and extend previous investigations of the relationship between WM, impulsivity, and alcohol involvement using two independent samples. Study 1 used a large (N=489 at baseline), prospective cohort of college students at high and low risk for AUD to investigate interactions between WM capacity and impulsivity on cross-sectional and prospective alcohol involvement. Study 2 used a large (N=420), cross-sectional sample of participants in an alcohol challenge study to investigate similar interactions between WM updating and impulsivity on recent alcohol involvement. Whereas Study 1 found that WM capacity moderates the relationship between some measures of impulsivity and alcohol involvement, with effects prospectively predicting alcohol involvement for up to three years, Study 2 did not find similar moderation effects when using measures of WM updating. These findings highlight the multifaceted nature of WM, which is often overlooked in the alcohol and impulsivity literature.

  6. Necessidades de treinamento organizacional e motivação para trabalhar Training needs and work motivation: analysis of the relationship

    Directory of Open Access Journals (Sweden)

    Gisela Gomes da Silva

    2012-04-01

    : bons índices psicométricos de validação e confiabilidade dos instrumentos de necessidades e de motivação foram obtidos; dois grupos de comparação puderam ser estatisticamente formados em função dos níveis de motivação de seus integrantes; e o tempo de serviço pôde ser selecionado como variável de controle estatístico para a composição do modelo final de investigação. Apesar desses resultados positivos, a análise de covariância efetuada não evidenciou relação alguma entre motivação e necessidades de treinamento, contrariando parte da literatura, não diretamente relacionada à área de treinamento, que atesta esta relação direta. Este resultado torna necessária a ampliação e o aprofundamento de pesquisas nesse sentido, principalmente pelo fato de a motivação ser uma das principais variáveis individuais responsáveis pela explicação de medidas de desempenho pós-treinamento.Although contributing to the planning, execution and results evaluation, the needs analysis subsystem has been consistently neglected by the training scientific literature and professional practice, whose bulky investments, therefore, tend to be wasted. The models that guide this important field have been proposed about 50 years ago, so they are not capable, today, of theoretical and methodological guide scholars and practitioners in the area. Thus, this study aimed, through implementation of analysis of covariance in a sample of 213 participants, to investigate the relationship between motivation to work and complexity of training needs, in order to allow the composition of future needs analysis theoretical models integrated not only for components related to the tasks, as prescribed in the literature, but also by variables related to the individual, group and organizational level of analysis. Specifically, four specific objectives, each one associated with particular procedures and research techniques were determined: (1 developing, through documental research

  7. On Working Motivation and Efficiency of the Faculty of Institutions%高等学校教职工工作动机与效率研究

    Institute of Scientific and Technical Information of China (English)

    钱显忠

    2012-01-01

    The key to overall development of institutions is to promote the working enthusiasm of and enhance the efficiency of working. The expectation, equity and steady object should be according to need gradation theory and motivation--hygiene theory to arouse the enthusiasm of the and make the faculty serve the construction of the instituion persistently, efficiently and firmly. faculty set up faculty%充分调动高校教职工的工作积极性,提高工作效率,是高校能否全面发展的关键。根据需要层次理论和激励保健理论,建立高校教职工期望、公平和坚定的目标,充分调动高校教职工作积极性,使高校教职工能够持续、高效、坚定地为学校建设发展服务。

  8. Motivational aspects of sport volunteers

    OpenAIRE

    Mičinec, Adam

    2017-01-01

    Title: The motivational aspects of sport volunteerism. Objectives: The main aim of this bachelor work is to find out motivational aspects of sport volunteers, who have taken part in sport event. Methods: In this thesis was used quality method to get informations - specifically it was a structure interview with associated questions. Results: It was find out that it is appropriate to get those volunteers with inner motivation. These volunteers do not need to be so much motivated by external mot...

  9. A Preliminary Study of Classroom Motivators and De-Motivators from a Motivation-Hygiene Perspective

    Science.gov (United States)

    Katt, James A.; Condly, Steven J.

    2009-01-01

    This study seeks to begin answering two simple questions: "What motivates our students?" and its corollary, "What prevents our students from being motivated?" The motivation-hygiene theory (F. Herzberg, "Work and the nature of man," World Publishing, Cleveland, OH, 1966), a well-tested theory from organizational…

  10. A Preliminary Study of Classroom Motivators and De-Motivators from a Motivation-Hygiene Perspective

    Science.gov (United States)

    Katt, James A.; Condly, Steven J.

    2009-01-01

    This study seeks to begin answering two simple questions: "What motivates our students?" and its corollary, "What prevents our students from being motivated?" The motivation-hygiene theory (F. Herzberg, "Work and the nature of man," World Publishing, Cleveland, OH, 1966), a well-tested theory from organizational psychology, holds that people's…

  11. Work Motivation: Theory and Practice

    Science.gov (United States)

    1981-09-01

    reinforcement relationships: positive reinforcement, escape type negative reinforcement , and avoidance type negative reinforcement . Escape type negative ... reinforcement is usually called "escape" and avoidance type negative reinforcement is usually called "avoidance." For all three types of reinforcement, the

  12. Musculoskeletal 2: Are demographics, work and health associated with the ability and motivation to continue working until the age of 65 in construction workers? Oral presentations: Day 3: Friday, September 9, 2011. 22nd International Conference on Epidemiology in Occupational Health EPICOH 2011 September 7-9, 2011, Oxford, UK

    NARCIS (Netherlands)

    Oude Hengel, K.; Blatter, B.; Geuskens, G.; Koppes, L.; Bongers, P.

    2011-01-01

    Objectives: Because of the ageing and decreasing working population in the construction industry, it is important to encourage workers to prolong their working life. The objective of this study was to explore factors associated with the ability and motivation to continue working until the age of 65

  13. Motivated explanation

    Science.gov (United States)

    Patterson, Richard; Operskalski, Joachim T.; Barbey, Aron K.

    2015-01-01

    Although motivation is a well-established field of study in its own right, and has been fruitfully studied in connection with attribution theory and belief formation under the heading of “motivated thinking,” its powerful and pervasive influence on specifically explanatory processes is less well explored. Where one has a strong motivation to understand some event correctly, one is thereby motivated to adhere as best one can to normative or “epistemic” criteria for correct or accurate explanation, even if one does not consciously formulate or apply such criteria. By contrast, many of our motivations to explain introduce bias into the processes involved in generating, evaluating, or giving explanations. Non-epistemic explanatory motivations, or following Kunda's usage, “directional” motivations, include self-justification, resolution of cognitive dissonance, deliberate deception, teaching, and many more. Some of these motivations lead to the relaxation or violation of epistemic norms; others enhance epistemic motivation, so that one engages in more careful and thorough generational and evaluative processes. We propose that “real life” explanatory processes are often constrained by multiple goals, epistemic and directional, where these goals may mutually reinforce one another or may conflict, and where our explanations emerge as a matter of weighing and satisfying those goals. We review emerging evidence from psychology and neuroscience to support this framework and to elucidate the central role of motivation in human thought and explanation. PMID:26528166

  14. Motivational Goal Bracketing

    DEFF Research Database (Denmark)

    Nafziger, Julia; Koch, Alexander

    It is a puzzle why people often evaluate consequences of choices separately (narrow bracketing) rather than jointly (broad bracketing). We study the hypothesis that a present-biased individual, who faces two tasks, may bracket his goals narrowly for motivational reasons. Goals motivate because th...... of the tasks. Narrow goals have a stronger motivational force and thus can be optimal. In particular, if one task outcome becomes known before working on the second task, narrow bracketing is always optimal.......It is a puzzle why people often evaluate consequences of choices separately (narrow bracketing) rather than jointly (broad bracketing). We study the hypothesis that a present-biased individual, who faces two tasks, may bracket his goals narrowly for motivational reasons. Goals motivate because...

  15. Motivation and values of hospital consultants in south-east England who work in the national health service and do private practice.

    Science.gov (United States)

    Humphrey, Charlotte; Russell, Jill

    2004-09-01

    In the UK, a small private health care sector has always existed alongside the national health service (NHS). The conventional assumption is that doctors who work as salaried employees of the NHS are guided in their clinical practice by professional values which encourage them to put their patients' interests first. A common suspicion is that doctors undertaking fee-for-service practice in the private sector are motivated by self-interest, with commitment to their patients compromised by consideration for their purse. The great majority of hospital consultants are salaried employees of the NHS, but most also undertake some private practice. This paper uses findings from an interview study of 60 surgeons and physicians engaged in dual practice of this kind to investigate their reasons for working in this way and look at how they reconcile their personal, professional and public sector values and responsibilities with the temptations of the market. The existence of the private sector and their own engagement in it was regarded by almost all respondents as a net benefit, not only to themselves and their private patients, but also to the NHS, so long as they handled it properly. The interviews revealed a complex range of beliefs and assumptions through which these doctors justify their activities and a variety of informal principles for dealing with such conflicts of interest as they acknowledge. Neither their values nor their actions can be adequately explained using generic concepts of professional self-interest or public service values without consideration of what such concepts represented in the specific social, economic, professional and policy context of health care in south-east England at the time of the study. Copyright 2003 Elseiver Ltd.

  16. The purpose of this research is to find out whether there is an influence of leadership, internal communication, and work motivation to the Department of Women's Empowerment, Child Protection and Family Planning in Central Java either simultaneously or pa

    Directory of Open Access Journals (Sweden)

    Niken Dwi Ardilla

    2016-02-01

    Full Text Available The purpose of this research is to find out whether there is an influence of leadership, internal communication, and work motivation to the Department of Women's Empowerment, Child Protection and Family Planning in Central Java either simultaneously or partially. The population in this research are 87 employees in the Department of Women's Empowerment, Child Protection and Family Planning in Central Java. The research methods used in this study were interview, questionnaire and documentation. The analysis data used in this study were descriptive analysis percentage and multiple linear regression analysis with SPSS for Windows release 16. The results of the regression equation: Y = -0448 + 0.320X1 + 0.518X2 + 0.242X3 with Y (employee performance, X1 (leadership, X2 (internal communication, and X3 (work motivation. The results of this study that there is influence between leadership, internal communication and work motivation to employee performance was 51,4%. Partially, the influence of leadership (X1 on Y by 0.320 with a value by 10.63% partial relations at the significance level of 0.002, while the influence of internal communication (X2 to Y of 0.518 with 10.17% for partial relations at the significance level of 0.003, and the influence of work motivation (X3 to Y with values of 0.242 relations partially by 10.17% at the significance level of 0.003.

  17. A Data Mining Approach to Study the Impact of the Methodology Followed in Chemistry Lab Classes on the Weight Attributed by the Students to the Lab Work on Learning and Motivation

    Science.gov (United States)

    Figueiredo, M.; Esteves, L.; Neves, J.; Vicente, H.

    2016-01-01

    This study reports the use of data mining tools in order to examine the influence of the methodology used in chemistry lab classes, on the weight attributed by the students to the lab work on learning and own motivation. The answer frequency analysis was unable to discriminate the opinions expressed by the respondents according to the type of the…

  18. A Data Mining Approach to Study the Impact of the Methodology Followed in Chemistry Lab Classes on the Weight Attributed by the Students to the Lab Work on Learning and Motivation

    Science.gov (United States)

    Figueiredo, M.; Esteves, L.; Neves, J.; Vicente, H.

    2016-01-01

    This study reports the use of data mining tools in order to examine the influence of the methodology used in chemistry lab classes, on the weight attributed by the students to the lab work on learning and own motivation. The answer frequency analysis was unable to discriminate the opinions expressed by the respondents according to the type of the…

  19. Adaptive Motivation Theory

    Science.gov (United States)

    1985-06-01

    in behavior left to explain. Kleinginna and Kleinginna (1981) have gathered no fewer than 140 definitions of motivation that have appeared in the...34 ( Kleinginna 4 - . .o. . Z. and Kleinginna , 1981). As a result, if you are inclined to accept Maslow’s notions, you are less interested in the choice aspect of...Snyderman, B. (1959). The motivation to work. New York: Wiley. Jaques, E. (1961). Equitable payment. New York: Wiley, 1961. 45 Kleinginna , P. R. and

  20. Motivated Explanation

    Directory of Open Access Journals (Sweden)

    Richard ePatterson

    2015-10-01

    Full Text Available Although motivation is a well-established field of study in its own right, and has been fruitfully studied in connection with attribution theory and belief formation under the heading of motivated thinking, its powerful and pervasive influence on explanatory processes is less well explored. Where one has a strong motivation to understand some event correctly, one is thereby motivated to adhere as best one can to normative or epistemic criteria for correct or accurate explanation, even if one does not consciously formulate or apply such criteria. By contrast, many of our motivations to explain introduce bias into the processes involved in generating, evaluating, or giving of explanations. Non-epistemic explanatory motivations, or (following Kunda’s usage, directional motivations, include self-justification, resolution of cognitive dissonance, deliberate deception, teaching, and many more. Some of these motivations lead to the relaxation or violation of epistemic norms, combined with an effort to preserve the appearance of accuracy; others enhance epistemic motivation, so that one engages in more careful and thorough generational and evaluative processes. In short, real life explanatory processes are often constrained by multiple goals, epistemic and directional, where these goals may mutually reinforce one another or may conflict, and where our explanations emerge as a matter of weighing and satisfying those goals. Our proposals are largely programmatic, although we do review a good deal of relevant behavioral and neurological evidence. Specifically, we recognize five generative processes, some of which cover further sub-processes, and six evaluative processes. All of these are potential points of entry for the influence of motivation. We then suggest in some detail how specific sorts of explanatory motivation interact with specific explanatory processes.

  1. EMPLOYEES MOTIVATION THEORIES DEVELOPED AT AN INTERNATIONAL LEVEL

    Directory of Open Access Journals (Sweden)

    Manolescu Aurel

    2009-05-01

    Full Text Available International specialized literature speaks about motivational strategies, about methods of increasing the employees\\' satisfaction at work and of obtaining the best results by increasing work motivation. But what does motivation really represent? Whic

  2. EMPLOYEES MOTIVATION THEORIES DEVELOPED AT AN INTERNATIONAL LEVEL

    OpenAIRE

    Manolescu Aurel; Marinas Cristian; Puia Ramona Stefania; Lefter Viorel

    2009-01-01

    International specialized literature speaks about motivational strategies, about methods of increasing the employees\\\\\\' satisfaction at work and of obtaining the best results by increasing work motivation. But what does motivation really represent? Whic

  3. Situating Motivation

    Science.gov (United States)

    Nolen, Susan Bobbitt; Horn, Ilana Seidel; Ward, Christopher J.

    2015-01-01

    This article describes a situative approach to studying motivation to learn in social contexts. We begin by contrasting this perspective to more prevalent psychological approaches to the study of motivation, describing epistemological and methodological differences that have constrained conversation between theoretical groups. We elaborate on…

  4. Motivational interviewing

    DEFF Research Database (Denmark)

    Karlsen, Kamilla; Humaidan, Peter; Sørensen, Lise H;

    2013-01-01

    This is a retrospective study to investigate whether motivational interviewing increases weight loss among obese or overweight women prior to fertility treatment. Women with body mass index (BMI) > 30 kg/m(2) approaching the Fertility Clinic, Regional Hospital Skive, were given advice about diet...... and physical activity with the purpose of weight loss. In addition, they were asked if they wanted to receive motivational interviewing. Among other data, age, height and weight were obtained. Main outcomes were weight loss measured in kg and decrease in BMI. We studied 187 women: 110 received sessions...... of motivational interviewing (intervention group, n = 110), 64 received motivational support by phone or e-mail only and 13 women did not wish any motivational support (control group, n = 77). The mean weight loss and decrease in BMI was greater in the intervention group compared with the control group (9.3 kg...

  5. Factor Construction Exploring of the College and Technical Secondary School Graduates' Selective Work Motivation%大中专毕业生择业动机维度的因素探析

    Institute of Scientific and Technical Information of China (English)

    牟海鹰

    2001-01-01

    对自行设计的大中专毕业生择业动机问卷做因素分析,结果显示出大中专毕业生择业动机的自主性、发展、愉悦感、成就、物质利益、评价、地点、制约等维度。经检验,该结果具有良好的信度和效度。此外,进一步的分析还显示出以内在、外在、内外动机并存为基础的毕业生择业动机层次结构。%The factor analysis of self-made selective work motivation questionaire of the college and technical secondary school graduates displays that there are several factors in their selective work motivation, such as self-determination, development, enjoyment, achievement, loaves and fishes, evaluation, place, restrict and so on. Tests show the result has a good reliability and validity. Further analysis also displays a structure of their selective work motivation based on intrinsic,extrinsic and intrinsic-extrinsic motivation.

  6. The Measurement of Motivation with Science Students

    Science.gov (United States)

    Mubeen, Sarwat; Reid, Norman

    2014-01-01

    Motivation is an inner force that activates and provides direction to our thought, feelings and actions. Two main characteristics of motivation are goal directed behavior and persistence. Motivated people persistently work for the goal until it is achieved. This paper explores the nature of motivation in the context of learning and seeks to relate…

  7. Handling motivation the Kindergarten

    DEFF Research Database (Denmark)

    Lund, Ole

    2016-01-01

    In this paper I will investigate the construction of motivation in interactions between educators and pre-school children. Hitherto research on this subject has typically been preoccupied with the minds and motives of children at the expense of their sensuous and bodily presence. On the basis...... of field work observations in a Danish Kindergarten, and interpretations drawing on theorizations of embodiment I intend to show how children’s motivation to engage can be developed from the ways the educators apply themselves bodily in the educational environment, and act upon and manipulate the bodily...... presence of the children, rather than explaining the intellectual or instrumental reasons behind the activities. Furthermore I will argue that the prerequisites for motivation is developed when educators hold on to activities; that is making the children repeat activities and over time making them capable...

  8. Motivations and marketing manager age

    Directory of Open Access Journals (Sweden)

    Gutić Dragutin

    2008-01-01

    Full Text Available Motivation research up to now perceive managers as a homogeneous group and do not include numerous individual differences. Age differences between people are an important factor which influences their motivation altogether. Motifs are not static but dynamic categories and structures which, among other things, also depend on a person's experience during person's development. This work's objective is first of all to define whether a real marketing manager's motivation profile in Croatia today corresponds to their expected or supposed profile? In this work secondary and primary data resources are used. Field examination of marketing manager's motives and motivation was conducted by a structured questionnaire on an intended occasional sample of 60 examinees (N=60 from the whole Croatia, the very same being marketing managers (marketing service managers, sales managers (sales service managers and tourist community directors. We divided the group of 60 examinees into three homogeneous age groups: :'A' (n = 20, aged to 35; 'B' (n = 20, aged between 35 and 50; 'C' (n = 20, aged over 50. Examinees' registered motives were classified into four groups: direct material motives (Ms; job safety and job (work promotion motives (Mt; professional improving and profession promotion motives: gaining new knowledge, abilities and skills (Mc; work climate and atmosphere, and other similar motives (Mp. Authors entered this research with belief that younger managers will be mostly motivated for professional improving and gaining new knowledge and skills; we expect middle aged managers to be mostly motivated for safety and job promotion, and managers in an advanced age should probably be mostly motivated for direct income and earnings.

  9. Designing motivation

    DEFF Research Database (Denmark)

    are grappling with how to create motivating products, and as a primer for students who want a brief introduction to some of the relevant theories, findings and design interventions in these fields. The editor's introduction raises a number of issues encountered when we try to apply behavioural research......How can products be designed to change our habits for the better? What is some of the leading research that designers can draw on to create new systems that motivate people towards healthier behaviour? Designing Motivation is an edited collection of ‘industrialist cheat sheets’: 22 single......-page summaries of research articles relating to technology design, motivation, and behaviour change. Ranging across the fields of economics, sociology, design research and behavioural science, each summary draws out the design implications of the research. It is intended as a resource for designers who...

  10. Motivating pharmacists.

    Science.gov (United States)

    Donehew, G R

    1979-01-01

    Although pharmacists are developing interest in many types of pharmacy practice, they are still spending the bulk of their time in the prescription dispensing process. Any effort to provide motivation must consider the prescription dispensing process. The pharmacy literature includes only a few studies that dealt with pharmacists as people. The studies usually showed that pharmacists basically were unhappy with their jobs. In developing a motivational climate for pharmacists, pharmacy supervisors have several concepts to consider: the hierarchy of needs by Maslow; the expectancy theory by Hampton; the gygiene-motivator theory by Herzberg; and the Theory Y management approach by McGregor. Because pharmacists must be induced to enter and remain in an organization, supervisors should be aware of the need to use any technique available in developing a motivational climate.

  11. Designing motivation

    DEFF Research Database (Denmark)

    are grappling with how to create motivating products, and as a primer for students who want a brief introduction to some of the relevant theories, findings and design interventions in these fields. The editor's introduction raises a number of issues encountered when we try to apply behavioural research......How can products be designed to change our habits for the better? What is some of the leading research that designers can draw on to create new systems that motivate people towards healthier behaviour? Designing Motivation is an edited collection of ‘industrialist cheat sheets’: 22 single......-page summaries of research articles relating to technology design, motivation, and behaviour change. Ranging across the fields of economics, sociology, design research and behavioural science, each summary draws out the design implications of the research. It is intended as a resource for designers who...

  12. Drinking Motives

    DEFF Research Database (Denmark)

    Grunert, Klaus G; Rosendahl, Jacob; Andronikidis, Andreas I.

    2013-01-01

    , and quenching one’s thirst. The non-alcoholic products scoring low on functionality are coffee, tea, soft drinks, and energy drinks. Analysis of socio-demographic differences resulted in only a few effects. Men, lower education groups, and lower income groups are more likely to drink alcohol for reasons other......This chapter presents an analysis of what consumer in Europe drink and why they drink what they drink. The concept of drinking motives is developed and defined, and analysis of data on drinking motives shows that these can be grouped into two major classes: self-expressive and functional....... This distinction is universal and henceapplies across Europe. However, the importance of self-expressive as compared to functional motives, as well as the way in which these relate to different beverages, does differ across Europe. Both dimensions are relevant for the motives for drinking non-alcoholic drinks...

  13. Environmental Participation and Environmental Motivation

    OpenAIRE

    Torgler, Benno; María A. García Valiñas; Macintyre, Alison

    2009-01-01

    We explore whether environmental motivation affects environmental behavior by focusing on volunteering. The paper first introduces a theoretical model of volunteering in environmental organizations. In a next step, it tests the hypothesis working with a large micro data set covering 32 countries from both Western and Eastern Europe using several different proxies to measure environmental motivation. Our results indicate that environmental motivation has a strong impact on individuals? volunta...

  14. Collaborative Leadership and Motivation as Examples of Education for All Goals 1, 3, 4, and 6 at Work in Seven Schools in Trinidad

    Science.gov (United States)

    Bissessar, Charmaine

    2014-01-01

    The underlying theoretical framework of this qualitative case study was leadership and motivation. The research questions were: What issues and challenges to effective teaching and learning do you have? What mechanisms do you use to resolve these teaching and learning issues? The issues surrounding teaching and learning were leadership and…

  15. Does Motivational Interviewing (MI) Work with Nonaddicted Clients? A Controlled Study Measuring the Effects of a Brief Training in MI on Client Outcomes

    Science.gov (United States)

    Young, Tabitha L.; Gutierrez, Daniel; Hagedorn, W. Bryce

    2013-01-01

    This study investigated the relationships between motivational interviewing (MI) and client symptoms, attendance, and satisfaction. Seventy-nine clients attending a university-based counseling center were purposefully assigned to treatment or control conditions. Statistical analyses revealed client symptoms in both groups improved. However,…

  16. Working Together Alone in the Online Crowd: The effects of social motivations and individual knowledge backgrounds on the participation and performance of members of online crowdsourcing platforms

    NARCIS (Netherlands)

    M. Boons (Mark)

    2014-01-01

    markdownabstract__Abstract__ The overarching goal of this dissertation is to improve our understanding of the role of members’ social motivations and knowledge backgrounds in driving members’ participatory behaviors and their task performance on crowdsourcing platforms. Based on two studies, a long

  17. What Motivates the Motivators? An Examination of Sports Coaches

    Science.gov (United States)

    McLean, Kristy N.; Mallett, Clifford J.

    2012-01-01

    Background: Motivation is central to successful performance. In the case of sports coaches, drive is a prerequisite to sustained successful engagement in a complex, dynamic, and turbulent work environment. What fuels these coaches' drive to pursue this vocational activity? Coach motivation has been underrepresented in previous research which has…

  18. Developing a Motivational Strategy.

    Science.gov (United States)

    Janson, Robert

    1979-01-01

    Describes the use of job enrichment techniques as tools for increased productivity and organizational change. The author's motivational work design model changes not only the job design but also structural elements such as physical layout, workflow, and organizational relationships. Behavior change is more important than job enrichment. (MF)

  19. The motivation to express prejudice.

    Science.gov (United States)

    Forscher, Patrick S; Cox, William T L; Graetz, Nicholas; Devine, Patricia G

    2015-11-01

    Contemporary prejudice research focuses primarily on people who are motivated to respond without prejudice and the ways in which unintentional bias can cause these people to act in a manner inconsistent with this motivation. However, some real-world phenomena (e.g., hate speech, hate crimes) and experimental findings (e.g., Plant & Devine, 2001, 2009) suggest that some prejudice is intentional. These phenomena and findings are difficult to explain solely from the motivations to respond without prejudice. We argue that some people are motivated to express prejudice, and we develop the Motivation to Express Prejudice Scale (MP) to measure this motivation. In 7 studies involving more than 6,000 participants, we demonstrate that, across scale versions targeted at Black people and gay men, the MP has good reliability and convergent, discriminant, and predictive validity. In normative climates that prohibit prejudice, the internal and external motivations to express prejudice are functionally nonindependent, but they become more independent when normative climates permit more prejudice toward a target group. People high in the motivation to express prejudice are relatively likely to resist pressure to support programs promoting intergroup contact and to vote for political candidates who support oppressive policies. The motivation to express prejudice predicted these outcomes even when controlling for attitudes and the motivations to respond without prejudice. This work encourages contemporary prejudice researchers to give greater consideration to the intentional aspects of negative intergroup behavior and to broaden the range of phenomena, target groups, and samples that they study.

  20. The motivation to express prejudice

    Science.gov (United States)

    Forscher, Patrick S.; Cox, William T. L.; Graetz, Nicholas; Devine, Patricia G.

    2015-01-01

    Contemporary prejudice research focuses primarily on people who are motivated to respond without prejudice and the ways in which unintentional bias can cause these people to act inconsistent with this motivation. However, some real-world phenomena (e.g., hate speech, hate crimes) and experimental findings (e.g., Plant & Devine, 2001; 2009) suggest that some expressions of prejudice are intentional. These phenomena and findings are difficult to explain solely from the motivations to respond without prejudice. We argue that some people are motivated to express prejudice, and we develop the motivation to express prejudice (MP) scale to measure this motivation. In seven studies involving more than 6,000 participants, we demonstrate that, across scale versions targeted at Black people and gay men, the MP scale has good reliability and convergent, discriminant, and predictive validity. In normative climates that prohibit prejudice, the internal and external motivations to express prejudice are functionally non-independent, but they become more independent when normative climates permit more prejudice toward a target group. People high in the motivation to express prejudice are relatively likely to resist pressure to support programs promoting intergroup contact and vote for political candidates who support oppressive policies. The motivation to express prejudice predicted these outcomes even when controlling for attitudes and the motivations to respond without prejudice. This work encourages contemporary prejudice researchers to broaden the range of samples, target groups, and phenomena that they study, and more generally to consider the intentional aspects of negative intergroup behavior. PMID:26479365

  1. Employee Motivation

    Science.gov (United States)

    Goodman, Charles H.

    1971-01-01

    Motivation is an area which has received some systematic psychological study only in the past seventy years. It is the purpose of this article to explore and examine some of the knowledge that has been acquired and to see how this knowledge may be applied. (24 references) (Author/NH)

  2. Motivational beliefs, values, and goals.

    Science.gov (United States)

    Eccles, Jacquelynne S; Wigfield, Allan

    2002-01-01

    This chapter reviews the recent research on motivation, beliefs, values, and goals, focusing on developmental and educational psychology. The authors divide the chapter into four major sections: theories focused on expectancies for success (self-efficacy theory and control theory), theories focused on task value (theories focused on intrinsic motivation, self-determination, flow, interest, and goals), theories that integrate expectancies and values (attribution theory, the expectancy-value models of Eccles et al., Feather, and Heckhausen, and self-worth theory), and theories integrating motivation and cognition (social cognitive theories of self-regulation and motivation, the work by Winne & Marx, Borkowski et al., Pintrich et al., and theories of motivation and volition). The authors end the chapter with a discussion of how to integrate theories of self-regulation and expectancy-value models of motivation and suggest new directions for future research.

  3. Beyond Cognition: Reading Motivation and Reading Comprehension.

    Science.gov (United States)

    Wigfield, Allan; Gladstone, Jessica; Turci, Lara

    2016-09-01

    The authors review research on children's reading motivation and its relation to their reading comprehension. They begin by discussing work on the development of school motivation in general and reading motivation in particular, reviewing work showing that many children's reading motivation declines over the school years. Girls tend to have more positive motivation for reading than do boys, and there are ethnic differences in children's reading motivation. Over the last 15 years researchers have identified in both laboratory and classroom-based research instructional practices that positively impact students' reading motivation and ultimately their reading comprehension. There is a strong need for researchers to build on this work and develop and study in different age groups of children effective classroom-based reading motivation instructional programs for a variety of narrative and informational materials.

  4. Future time perspective as a motivational variable: Content and extension of future goals affect the quantity and quality of motivation

    National Research Council Canada - National Science Library

    LENS, WILLY; PAIXÃO, MARIA PAULA; HERRERA, DORA; GROBLER, ADELENE

    2012-01-01

    ... the quality of motivation. Present motivation that derives from future goals is by definition indeed extrinsic motivation, but not all types of extrinsic motivation are low‐quality motivations. We will discuss our empirical work showing how important it is to take into account not only the extension of length of FTP, but certainly also the c...

  5. Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity.

    Science.gov (United States)

    Grant, Adam M

    2008-01-01

    Researchers have obtained conflicting results about the role of prosocial motivation in persistence, performance, and productivity. To resolve this discrepancy, I draw on self-determination theory, proposing that prosocial motivation is most likely to predict these outcomes when it is accompanied by intrinsic motivation. Two field studies support the hypothesis that intrinsic motivation moderates the association between prosocial motivation and persistence, performance, and productivity. In Study 1, intrinsic motivation strengthened the relationship between prosocial motivation and the overtime hour persistence of 58 firefighters. In Study 2, intrinsic motivation strengthened the relationship between prosocial motivation and the performance and productivity of 140 fundraising callers. Callers who reported high levels of both prosocial and intrinsic motivations raised more money 1 month later, and this moderated association was mediated by a larger number of calls made. I discuss implications for theory and research on work motivation.

  6. LEARNER MOTIVATION

    Institute of Scientific and Technical Information of China (English)

    2000-01-01

    Zheng Min(Maggie):Initiation of the discus-sion topicDear Mr.Ma,I’m very sorry for this late initia-tion of discussion topics.Just come from one countyof Inner Mongolia near the city of Chi Feng.There isreally a lack of competent teachers of English in ruralareas,and in astonishment I saw many who barelyspeak English teaches English in middle schools.Asfor the topic of discussion,I’d like to focus on learn-er’s motivation,which is a vital factor in successfullearning.It is well known that motivation is classi-fied by Gardner & Lambert(1972)into"integrative"and"instrumental"ones.Other categorization in-

  7. Motivations, Media Use, and Electoral Decision Making.

    Science.gov (United States)

    Becker, Lee B.; Demers, David K.

    Most of the research on motivations and media use has assumed that there is some general motivation that directs habitual media behavior. Recent work on motivations, however, suggests that it may be valuable to distinguish between general needs and more specific needs, both of which may direct media behavior. For example, regular media use might…

  8. Motivation--Hygiene Theory Adapted for Education

    Science.gov (United States)

    Timmreck, Thomas C.

    1977-01-01

    As educators, are we stifling learning by using non-motivating, dissatisfying factors and concepts to try to motivate our students? According to the work of Dr. Frederick Herzberg, many teachers may be doing the wrong thing for the right reason. Considers what motivates students to enjoy their educational surroundings and to learn. (Author/RK)

  9. Motivation--Hygiene Theory Adapted for Education

    Science.gov (United States)

    Timmreck, Thomas C.

    1977-01-01

    As educators, are we stifling learning by using non-motivating, dissatisfying factors and concepts to try to motivate our students? According to the work of Dr. Frederick Herzberg, many teachers may be doing the wrong thing for the right reason. Considers what motivates students to enjoy their educational surroundings and to learn. (Author/RK)

  10. Factors that motivate Turkish EFL teachers

    Directory of Open Access Journals (Sweden)

    Erkaya, Odiléa Rocha

    2013-01-01

    Full Text Available Teachers’ motivation has been an extensive topic of discussion among researchers for over two decades. What has been missing in the discussion, though, is the perspective of those who teach English as a Foreign Language (EFL, especially those who work in Turkey. Therefore, the purpose of this case study was to investigate factors that motivated Turkish EFL teachers working at a Preparatory English Program of a university in Turkey and ways to enhance their motivation. Eight teachers took part in the study. To collect data, unstructured interviews were used. Then, codes were written and themes on teachers’ motivation and demotivation, and ways to motivate teachers emerged. The results can be understood by looking at expectancy theory, more specifically on the focus of the theory: intrinsic (personal and extrinsic (environmental motives. The analysis of what the teachers believed to be their source of motivation and demotivation helped the researcher to propose ways to enhance their motivation.

  11. Managing motivation at the workplace through negotiation

    OpenAIRE

    Carneiro, Davide Rua; Paulo NOVAIS; Zeleznikow, John; Andrade, Francisco Carneiro Pacheco; Neves, José

    2014-01-01

    Recent research shows that our performance and satisfaction at work depends more on motivational factors than the number of hours or the intensity of the work. In this paper we propose a framework aimed at managing motivation to improve workplace indicators. The key idea is to allow team managers and workers to negotiate over the conditions of the tasks so as to find the best motivation for the worker within the constraints of what the organization may offer. This work is pa...

  12. Research on the Relationship of Working Satisfaction Degree and Teaching Motivation in Elementary and Secondary School Teachers%中小学教师工作满意度与教学动机的关系

    Institute of Scientific and Technical Information of China (English)

    彭文波; 刘电芝

    2012-01-01

    以1197名中小学教师为被试,通过问卷调查考察工作满意度与教学动机的关系。典型相关分析发现两组变量之间存在三对典型相关关系:环境满意度、升迁进修满意度、收入满意度和管理满意度作为抑制变量强化了活动满意度与内部动机的正相关;活动满意度和收入满意度对环境满意度与外部动机的正相关关系有调节作用,管理满意度作为抑制变量影响着升迁进修满意度、环境满意度与外部内化动机之间的负相关关系。鉴于工作满意度对教学动机的影响更为明显,采用分层回归分析进一步明确了可能存在显著回归效应。%The research investigated the relationship of working satisfaction degree and teaching motivation of 1197 middle and primary school teachers with questionnaires. It was found three canonical correlation relationships lying in two set variables. The first canonical correlation relationship embodied the positive correlation of activity satisfaction and inner motivation, which restrained by environment satisfaction, promotion and advanced studies satisfaction, incoming satisfaction and management satisfaction. Activity satisfaction and incoming satisfaction adjusted the positive correlation of environment satisfaction and external motivation in the second canonical correlation relationship. As restrain variables, management satisfaction paid affection on the negative correlation of promotion and advanced studies satisfaction, environment satisfaction and external internalization motivation. Finally, it was explored regression effect between two working satisfaction degree and teaching motivation with Hierarchical regression analysis.

  13. [Team motivation and motivational strategies adopted by nurses].

    Science.gov (United States)

    Bezerra, Felipa Daiana; Andrade, Marta Francisca da Conceição; Andrade, Joseilze Santos de; Vieira, Maria Jésia; Pimentel, Deborah

    2010-01-01

    Qualitative study held in an emergency hospital in Aracaju-SE, which aimed to know the perception of nurses about what is a motivated nursing team, to identify possible motivational policies used by them and if they are consistent with the policies proposed by Frederick Herzberg in his theory. Of the 20 nurses participants, the most understood the motivation as a set of techniques possible to shape the behavior of the individual at work, linking it to extrinsic factors and 60% did not consider his team motivated. The types of motivational policies that usually apply realized that these correspond to intrinsic factors aimed at self recovery and self realization of individuals in the tasks running.

  14. Praise, Motivation and the Child

    Science.gov (United States)

    Robins, Gill

    2012-01-01

    Anyone who spends time with children knows that praise works. It is a powerful motivator--praising children for good behaviour or good work builds self- esteem and self-confidence. Children love to collect stickers, certificates and rewards--so what better way is there to shape behaviour, encourage good work habits and produce confident learners?…

  15. Distress from Motivational Dis-integration: When Fundamental Motives Are Too Weak or Too Strong.

    Science.gov (United States)

    Cornwell, James F M; Franks, Becca; Higgins, E Tory

    2016-01-01

    Past research has shown that satisfying different kinds of fundamental motives contributes to well-being. More recently, advances in motivational theory have shown that z is also tied to the integration of different motives. In other words, well-being depends not only on maximizing effectiveness in satisfying specific motives, but also on ensuring that motives work together such that no individual motive is too weak or too strong. In this chapter, we review existing research to show that specific forms of psychological distress can be linked to specific types of motivational imbalance or dis-integration. Such disintegration can arise from either excessive weakness of a specific motive or the excessive strength and/or dominance of a specific motive, thereby inhibiting other motives. Possible neural correlates and avenues of intervention are discussed.

  16. A Study on Students’ Motivation of Learning English

    Institute of Scientific and Technical Information of China (English)

    程云艳

    2008-01-01

    Richard E. Mayer (2003, P459) stated: There are"three kinds of possible answers to questions about what motivates students to work hard: 1. motivation is based on interest; 2. motivation is based on self-efficacy; 3. motivation is based on attribution". We decided to do the survey around these aspects. If we are aware of their motivations, we may find out more effective ways to teach by priming students’ motivation to learn.

  17. Motivation in Beyond Budgeting: A Motivational Paradox?

    DEFF Research Database (Denmark)

    Sandalgaard, Niels; Bukh, Per Nikolaj

    In this paper we discuss the role of motivation in relation to budgeting and we analyse how the Beyond Budgeting model functions compared with traditional budgeting. In the paper we focus on budget related motivation (and motivation in general) and conclude that the Beyond Budgeting model...... is a motivational paradox....

  18. 基于双因素激励理论的高校思想政治教育工作创新%The Innovation of Ideological and Political Work Based on Two-factor Motivational Theory

    Institute of Scientific and Technical Information of China (English)

    郑天霞

    2015-01-01

    Hygiene factors and motivating factors are included into two-factor motivation theory which has been widely used in enterprise management in order to improve employee productivity. Two-factor theory and ideological and political education work have the same point that is"real people", central to the work of ideological and political education in colleges and universities is the students.The ideological and political education in colleges and universities based on two-factor mo-tivational theory includes creating a favorable environment, set reasonable goals for ideological and political education and the innovation of ideological and political education of the original model.%双因素激励理论包括保健因素与激励因素,该理论被广泛地运用于企业经营中以提高员工的工作效率."现实中的人"作为双因素激励理论与思想政治教育工作的结合点,要求高校思想政治教育工作关注学生这一中心.基于双因素激励理论的高校思想政治教育主要包括优良思想政治教育环境的构建、合理思想政治教育目标的设置、旧有思想政治教育模式的创新.

  19. The motivational capacity of occupational future time perspective as a moderator of the relationships between job control, work engagement, and personal initiative

    NARCIS (Netherlands)

    Schmitt, Antje; Zacher, Hannes; Lange, Annet de

    2013-01-01

    The concept of focus on opportunities describes how many new goals, options, and possibilities employees believe to have in their personal future at work. In this multi-sample, multi-method study, the authors investigated relationships between focus on opportunities and general and daily work engage

  20. Empirical Study on the Impact of Motivation Systems on Employee Innovative Behavior —Based on the Theory of Work Motivation%激励体系对员工创新行为影响的实证研究——基于工作动机理论的分析

    Institute of Scientific and Technical Information of China (English)

    阮爱君

    2011-01-01

    基于工作动机理论,把内在激励、薪酬与奖励、组织创新氛围进行整合,作为整体激励体系探讨对员工创新行为的影响.在浙江省高新技术企业进行问卷调查,得到353份有效问卷.分层回归分析结果表明,内在激励、薪酬与奖励、组织创新氛围对员工创新行为有显著的积极影响;内在激励、薪酬与奖励对促进员工的创新行为有显著的交互作用;在高内在激励条件下,薪酬与奖励对员工创新行为有显著的积极影响,但在低内在激励条件下,薪酬与奖励对员工创新行为关系没有显著影响;当内在激励取高水平值时,薪酬与奖励和员工创新行为之间的正向关系更加强烈.%In this study, based on the theory of work motivation, we developed and tested a model of total motivation systems by integrating internal motivation, awards and rewards, organizational innovative climate to analyze the effect of these systems on employee innovative behavior. A survey questionnaire was made to three hundred and fifty three employees from high technology industries of Zhejiang province. As hypothesized, the results of hierarchical multiple regression analysis suggested that internal motivation, awards and rewards, organizational innovative climate were significantly and positively related to employee innovative behavior. And the results showed that there was a positive and significant interaction effect between internal motivation and awards and rewards for employee innovative behavior. Implications are discussed too.

  1. In reality, I motivate myself!

    DEFF Research Database (Denmark)

    Mariager-Anderson, Kristina; Cort, Pia; Thomsen, Rie

    2016-01-01

    ‘Education, education, education’ has been a mantra in transnational and national policies since the mid-1990s: everybody has to take part in learning activities throughout their lives in order to stay employable. Hereby lifelong learning establishes a dividing practice between active and inactiv...... life span. On the basis of the Self-Determination Theory, we argue that low-skilled workers are active and motivated; however, their motivational orientation may not be towards what is considered productive activities....... lifelong learners constituting the latter as a ‘problem’. The EU call is to make people active, with an underlying assumption of people not being motivated. This article explores how one such ‘inactive’ group, low-skilled workers, narrates motivation for learning, work and other activities through a work...

  2. In reality, I motivate myself!

    DEFF Research Database (Denmark)

    Mariager-Anderson, Kristina; Cort, Pia; Thomsen, Rie

    2016-01-01

    ‘Education, education, education’ has been a mantra in transnational and national policies since the mid-1990s: everybody has to take part in learning activities throughout their lives in order to stay employable. Hereby lifelong learning establishes a dividing practice between active and inactiv...... life span. On the basis of the Self-Determination Theory, we argue that low-skilled workers are active and motivated; however, their motivational orientation may not be towards what is considered productive activities....... lifelong learners constituting the latter as a ‘problem’. The EU call is to make people active, with an underlying assumption of people not being motivated. This article explores how one such ‘inactive’ group, low-skilled workers, narrates motivation for learning, work and other activities through a work...

  3. [Satisfaction and motivation in nursing].

    Science.gov (United States)

    Antunes, A V; Sant Anna, L R

    1996-01-01

    Something which affects the internal balance of a hospital system is its workers satisfaction/motivation rate. According to observed and discussed facts regarding our professional environment and also according to some authors assessments (Alcântara and Ribas Gomes), it seems that there is an insatisfaction among those people in relation to their chores. Therefore, based on Herzberg et all. two factors theory and more specifically on Maximiano interpretation of that theory, we made a research aiming at verifying the satisfaction and motivation in nurse work; on how satisfied/insatisfied nurses feel in their work, and if there is a relationship between job conditions (hygienic factors) with satisfaction, and between job features (motivation factors) with motivation.

  4. Employee motivation and its effects on job performance

    OpenAIRE

    Siira, Heidi Johanna

    2012-01-01

    Individuals’ motivation is influenced by biological, intellectual, social and emotional factors. People have different kinds of activities, events, people, and goals in their lives that they find motivating enough to work for. Therefore motivation will show in each person´s consciousness and actions. There are four approaches to motivation: physiological, behavioral, cognitive and social. When we look at employee motivation we see that it’s a driver that keeps employees working towards a r...

  5. Motivational Rehabilitation using Serious Games

    OpenAIRE

    Antoni Jaume i Capó; Javier Varona Gómez; Gabriel Moyà; Francisco Perales

    2013-01-01

    Research studies show that serious games help to motivate users in rehabilitation processes, and rehabilitation results are better when users are motivated. In long term rehabilitation for maintaining capacities, the demotivation of chronic patients is common. In this work, we have implemented balance rehabilitation video game for cerebral palsy patients. The video game was developed using the prototype development paradigm and following desirable features for rehabilitation serious games pre...

  6. Identifying Motivational Factors within a Multinational Company

    OpenAIRE

    Daniela Bradutanu

    2011-01-01

    The aim of the study is to identify the main motivational factors within a multinational company. The first objective is to identify work functions, formulated on Abraham Maslow’s pyramid, following the identification of the key characteristics that motivate an employee at the work place and last, but not least, the type of motivation that employees focus, intrinsic or extrinsic. The research method targeted a questionnaire based survey, including various company employees and an interv...

  7. Sociocultural Origins of Achievement Motivation

    Science.gov (United States)

    Maehr, Martin L.

    1977-01-01

    Presents a theoretical review of work on sociocultural influences on achievement, focusing on a critical evaluation of the work of David McClellan. Offers an alternative conception of achievement motivation which stresses the role of contextual and situational factors in addition to personality factors. Available from: Transaction Periodicals…

  8. Motivating the Knowledge Worker

    Science.gov (United States)

    2010-01-01

    Herzberg . The Two - factor Theory asserts that motivators and de-motivators are mutually exclusive sets of factors . This research supports...various theories of motivation and the data collected from this effort, the author developed a two -dimensional model of the factors that motivate... Theory X/ Theory Y Two - factor Theory Cognitive Evaluation Theory Operant Conditioning Protection Motivation Theory

  9. Prevalence and diagnostic validity of motivational impairments and deficits in visuospatial short-term memory and working memory in ADHD subtypes

    NARCIS (Netherlands)

    Dovis, S.; van der Oord, S.; Huizenga, H.M.; Wiers, R.W.; Prins, P.J.M.

    2015-01-01

    Deficits in working memory (WM) and reinforcement sensitivity are thought to give rise to symptoms in the combined (ADHD-C) and inattentive subtype (ADHD-I) of ADHD. Children with ADHD are especially impaired on visuospatial WM, which is composed of short-term memory (STM) and a central executive. A

  10. Analysis of motivation of employees in some company

    OpenAIRE

    Dvořáková, Pavla

    2008-01-01

    The diploma paper is devided into the theoretical and practical part. Theoretical part is describing the motivation and motivation of work. In the practical part there is a analysis of the motivation of employees in the company I chose. The outcome of this diploma is the motivation program for this company.

  11. Signaling and Screening of Workers' Motivation

    NARCIS (Netherlands)

    J. Delfgaauw (Josse); A.J. Dur (Robert)

    2005-01-01

    textabstractThis paper develops a model in which workers to a certain extent like to exert effort at the workplace. We examine the implications of workers' motivation for optimal monetary incentive schemes. We show that in the optimum motivated workers work harder and are willing to work for a lower

  12. Signaling and Screening of Workers' Motivation

    NARCIS (Netherlands)

    J. Delfgaauw (Josse); A.J. Dur (Robert)

    2005-01-01

    textabstractThis paper develops a model in which workers to a certain extent like to exert effort at the workplace. We examine the implications of workers' motivation for optimal monetary incentive schemes. We show that in the optimum motivated workers work harder and are willing to work for a lower

  13. Cognitive Achievement and Motivation in Hands-on and Teacher-Centred Science Classes: Does an additional hands-on consolidation phase (concept mapping) optimise cognitive learning at work stations?

    Science.gov (United States)

    Gerstner, Sabine; Bogner, Franz X.

    2010-05-01

    Our study monitored the cognitive and motivational effects within different educational instruction schemes: On the one hand, teacher-centred versus hands-on instruction; on the other hand, hands-on instruction with and without a knowledge consolidation phase (concept mapping). All the instructions dealt with the same content. For all participants, the hands-on approach as well as the concept mapping adaptation were totally new. Our hands-on approach followed instruction based on "learning at work stations". A total of 397 high-achieving fifth graders participated in our study. We used a pre-test, post-test, retention test design both to detect students' short-term learning success and long-term learning success, and to document their decrease rates of newly acquired knowledge. Additionally, we monitored intrinsic motivation. Although the teacher-centred approach provided higher short-term learning success, hands-on instruction resulted in relatively lower decrease rates. However, after six weeks, all students reached similar levels of newly acquired knowledge. Nevertheless, concept mapping as a knowledge consolidation phase positively affected short-term increase in knowledge. Regularly placed in instruction, it might increase long-term retention rates. Scores of interest, perceived competence and perceived choice were very high in all the instructional schemes.

  14. Exploring Relationships Between EFL Teacher Motivation,Meaningful Content, and Learner Motivation

    OpenAIRE

    2010-01-01

    This is a qualitative pilot study in which I investigated the motivation of three EFLteachers in Japan with regard to the global education material that they taught, theirreasons for doing volunteer work, and the motivation of their learners. Preliminary resultsindicated that due to the autonomy these instructors had to teach material about whichthey were passionate, as well as the high motivation of their learners, these three busyinstructors were highly motivated to volunteer their time to ...

  15. Harnessing motivation to alleviate neglect

    Directory of Open Access Journals (Sweden)

    Charlotte eRussell

    2013-06-01

    Full Text Available The syndrome of spatial neglect results from the combination of a number of deficits in attention, with patients demonstrating both spatially lateralised and non-lateralised impairments. Previous reports have hinted that there may be a motivational component to neglect and that modulating this might alleviate some of the debilitating symptoms. Additionally, recent work on the effects of reward on attention in healthy participants has revealed improvements across a number of paradigms. As the primary deficit in neglect has been associated with attention, this evidence for reward’s effects is potentially important. However, until very recently there have been few empirical studies addressing this potential therapeutic avenue. Here we review the growing body of evidence that attentional impairments in neglect can be reduced by motivation, for example in the form of preferred music or anticipated monetary reward, and discuss the implications of this for treatments for these patients. Crucially these effects of positive motivation are not observed in all patients with neglect, suggesting that the consequences of motivation may relate to individual lesion anatomy. Given the key role of dopaminergic systems in motivational processes, we suggest that motivational stimulation might act as a surrogate for dopaminergic stimulation. In addition, we consider the relationship between clinical post stroke apathy and lack of response to motivation.

  16. Harnessing motivation to alleviate neglect.

    Science.gov (United States)

    Russell, Charlotte; Li, Korina; Malhotra, Paresh A

    2013-01-01

    The syndrome of spatial neglect results from the combination of a number of deficits in attention, with patients demonstrating both spatially lateralized and non-lateralized impairments. Previous reports have hinted that there may be a motivational component to neglect and that modulating this might alleviate some of the debilitating symptoms. Additionally, recent work on the effects of reward on attention in healthy participants has revealed improvements across a number of paradigms. As the primary deficit in neglect has been associated with attention, this evidence for reward's effects is potentially important. However, until very recently there have been few empirical studies addressing this potential therapeutic avenue. Here we review the growing body of evidence that attentional impairments in neglect can be reduced by motivation, for example in the form of preferred music or anticipated monetary reward, and discuss the implications of this for treatments for these patients. Crucially these effects of positive motivation are not observed in all patients with neglect, suggesting that the consequences of motivation may relate to individual lesion anatomy. Given the key role of dopaminergic systems in motivational processes, we suggest that motivational stimulation might act as a surrogate for dopaminergic stimulation. In addition, we consider the relationship between clinical post stroke apathy and lack of response to motivation.

  17. The Impact of Motivation on Employees Effectiveness

    Directory of Open Access Journals (Sweden)

    Andreja Kušar

    2014-09-01

    Full Text Available Research Question (RQ: How does Motivation Impact Employees Effectiveness? Purpose: The purpose of the study is to determine how motivation contributes to greater work efficiency. Method: Qualitative method was used, specifically, interviews with five individuals, two leaders and three employees in different organizations. Results: The research study provides findings on how motivation affects theeffective work of employees and how employees are encouraged to maximize work motivation. The results also present which demotivating factors are most present at work. Organization: The findings assist management staff to understand their rolein motivating their employees and how much it is important that leaders themselves should be the most motivated. Society: Results show that employee motivation is very important at the workplace. Because of this, employees have to take care of a good work climate within the organization and for good interpersonal relationships with fellow employees. Originality: Certain motivators were ranked differently in the review of literature, because many respondents in this study favored intangible motivating factors before tangible ones. Limitations/further research: The study is limited to employees of different ages, gender and years of service in various organizations. One of the limitations is the time determination, because I was interviewing employees at a specific time (now and not for the past.

  18. Specialisation Preferences and Perceived Motivation in Ecotourism ...

    African Journals Online (AJOL)

    E M IGBOKWE

    motivational factors in ecotourism and wildlife management programme ... Sweden, Hjalager (2003) reported working with people and/or communication, work ..... opportunities in the hospitality and tourism industry than their UK counterparts.

  19. HOW TO MOTIVATE OTHERS AND MOTIVATE YOURSELF IN TIMES OF CRISIS

    Directory of Open Access Journals (Sweden)

    José Navarro

    2014-01-01

    Full Text Available Work motivation is an adaptive behavior with which we respond effectively to our job demands. The current crisis has introduced changes in some basic working conditions (timetable, salary, security, etc. that are affecting a type of motivation determined by the external conditions of the worker. Research shows that this nonself-determined motivation is weaker in intensity and less persistent over time than self-determined motivation. Based on the research we have been developing in recent years, we propose some guidelines that focus on encouraging a more autonomous and self-determined motivation. Much of this research has been based on a dynamic understanding of work motivation. Understanding the dynamics of motivation gives us useful guidelines for action.

  20. Identifying motivational factors within a multinational company

    Directory of Open Access Journals (Sweden)

    Daniela Bradutanu

    2011-08-01

    Full Text Available The aim of the study is to identify the main motivational factors within a multinational company. The first objective is to identify work functions, formulated on Abraham Maslow’s pyramid, following the identification of the key characteristics that motivate an employee at the work place and last, but not least, the type of motivation that employees focus, intrinsic or extrinsic. The research method targeted a questionnaire based survey, including various company employees and an interview with the manager. The results confirmed that in Romania, employees put great emphasis on extrinsic motivation, a certain income and job security being primary. These results have implications for managers that in order to effectively motivate staff, first, must know their needs and expectations. To identify the main needs and motivational factors we had as a starting point Maslow's pyramid.

  1. Motivation of employees in non profit organization

    OpenAIRE

    Al-Kaysy, Soňa

    2014-01-01

    Bachelor thesis deals with the issue of employees motivation in the non-profit organization. The aim is to identify the main factors that motivate its employees, identify the most important factors and how they are satisfied with these factors in this organization. The outcome of this work is to propose possible changes in the current system of motivation and evaluation so that they lead to better utilization of human potential and to the satisfaction of both employers and employees.

  2. Adult EFL Learners’Motivation in Reading

    Institute of Scientific and Technical Information of China (English)

    葛云静

    2013-01-01

    In the enthusiastic trend of English learning, an abundance of work is contributing to practical assistance to adult learn-ers in contrast with the paucity of attention on the learners’psychological background. Here the paper aims to discuss the adult EFL (English as foreign language) learners’motivation in reading. It explains the important effects that motivation acts on read-ing, and provides several ways to deepen intrinsic and extrinsic motivation as well.

  3. A novel variable delay Go/No-Go task to study attention, motivation and working memory in the head-fixed rodent [v2; ref status: indexed, http://f1000r.es/1sn

    Directory of Open Access Journals (Sweden)

    Samuel D Dolzani

    2014-03-01

    Full Text Available In order to parse the causal elements underlying complex behaviors and decision-making processes, appropriate behavioral methods must be developed and used in concurrence with molecular, pharmacological, and electrophysiological approaches. Presented is a protocol for a novel Go/No-Go behavioral paradigm to study the brain attention and motivation/reward circuitry in awake, head-restrained rodents. This experimental setup allows: (1 Pharmacological and viral manipulation of various brain regions via targeted guide cannula; (2 Optogenetic cell-type specific activation and silencing with simultaneous electrophysiological recording and; (3 Repeated electrophysiological single and multiple unit recordings during ongoing behavior. The task consists of three components. The subject first makes an observing response by initiating a trial by lever pressing in response to distinctive Go or No-Go tones.  Then, after a variable delay period, the subject is presented with a challenge period cued by white noise during which they must respond with a lever press for the Go condition or withhold from lever pressing for the duration of the cue in the No-Go condition. After correctly responding during the challenge period (Challenge and a brief delay, a final reward tone of the same frequency as the initiation tone is presented and sucrose reward delivery is available and contingent upon lever pressing. Here, we provide a novel procedure and validating data set that allows researchers to study and manipulate components of behavior such as attention, motivation, impulsivity, and reward-related working memory during an ongoing operant behavioral task while limiting interference from non task-related behaviors.

  4. Motivation programmes of organizations

    OpenAIRE

    Pízová, Tereza

    2008-01-01

    The Bachelor Thesis "'Motivation Programmes of Organizations" focuses on an extremely important area within personnel management. Employee motivation is crucial to the effective operation of businesses. Motivation programmes assist in increasing and maintaining employee motivation and demonstrate an organization's interest in its employees. This piece is on one hand concerned with theoretical foundations of motivation, describing theories and concepts important to the area of human behaviour ...

  5. RESEARCH ON HUMAN RESOURCES MOTIVATION AND SATISFACTION

    Directory of Open Access Journals (Sweden)

    Zoltan-Bela FARKAS

    2014-06-01

    Full Text Available Many research studies on the human resources performance of the educational system have proved that pupils/students’ educational success depends, to a high degree, on the level of human resource motivation, as well as on their degree of professional satisfaction. Teachers’ who show a high level of motivation, both intrinsic and extrinsic, invest more into their activity, are more creative and more efficient in problem solving. The paper debates the results of an empirical study regarding the influence of pre-university teachers’ motivation and satisfaction regarding the general work conditions on their work performance by measuring the present motivation and satisfaction level. Furthermore, the determinant factors of their satisfaction with the work place are determined and analyzed. Finally, based on the statistical data process we will conclude and debate on the research hypothesis validation and the empirical model related to motivation – satisfaction – performance interdependences.

  6. Motivational Interviewing in Relational Context

    Science.gov (United States)

    Miller, William R.; Rose, Gary S.

    2010-01-01

    Responds to M. Stanton's comments on the current author's original article. One of the puzzles of motivational interviewing is why it works at all. How can it be that an individual interview or two yields change in a long-standing problem behavior even without any effort to alter social context? The time involved is such a tiny part of the…

  7. Motivational Antecedents of Individual Innovation

    Science.gov (United States)

    Picci, Patrizia; Battistelli, Adalgisa

    The current work seeks to focus on the innovative work behavior and, in particular, on the stage of idea generation. An important factor that stimulates the individual to carry out the various emergent processes of change and innovation within the organization is known as intrinsic motivation, but under certain conditions, the presence of different forms of extrinsic motivation, as external regulation, introjection, identification and integration, positively influences innovative behavior at work, specifically the creative stage of the process. Starting from this evidence, the organizational environment could be capable of stimulating or indeed inhibiting potential creativity and innovation of individuals. About 100 individuals employees of a local government health department in Central Italy were given an explicit questionnaire. The results show that among external factors that effect the individual such as control, rewards and recognition for work well done, controlled motivation influences overall innovative behavior whereas autonomous motivation plays a significant role in the specific behavior of idea generation. At the same time, it must also be acknowledged that a clearly articulated task which allows an individual to identify with said task, seems to favor overall innovative behavior, whilst a task which allows a fair degree of autonomy influences the behavior of generating ideas.

  8. The Ghost Of Herzberg Motivational Theory: Motivators And Demotivators

    OpenAIRE

    Pupavac, Drago

    2015-01-01

    Managers tend to sense, that many employees could do more. The question is: What can we do to influence them to contribute more than job description reguqires? Herzberg answer it, but his Two-Factor Theory has not received strong support in the literature. Accordingly, the basic objective of this scientific debate is to examine the relevance Herzberg motivation theory in terms of the new work economy. Scientific research methods applied in confirming the working hypothesis about the ghost of ...

  9. The remuneration system and motivation of employees

    OpenAIRE

    MATEJOVÁ, Petra

    2013-01-01

    The remuneration system and motivation of employees are very important part of every company. It is very resisting in how the system is adjusted and if it works not only for company, but for employees as well. The remuneration system together with motivation of employees are better matching with all the processes in company, which are in progress in the company, the final result can be taken for the employees as bigger motivation for the work and they will be worked more effectively, which is...

  10. Two-factor Analysis of Employee Motivation at "Postal Traffic – Department in Novi Sad"

    National Research Council Canada - National Science Library

    Jelena Pandža; Lukrecija Đeri; Adam Galamboš; Tamaš Galamboš

    2015-01-01

    .... The employee work motivation directly influences the company productivity. In order to achieve the maximum level of motivation, managers need to know their needs and motivating factors of employees they supervise...

  11. A possible chain of motivation

    Directory of Open Access Journals (Sweden)

    Rodica Ianole

    2007-12-01

    Full Text Available On a world-wide basis there is a growing concern about organization' s capability to retain their top talents. In the specific case of a student's organization . Team Work - we confront with the same problems: how to inspire our members to act in the spirit of the values we share: professionalism, team work and voluntariate, and how to determine them to remain part of the system. This is where motivation appears like one of those terms that can mean very different things depending on exactly where you sit. The aim of the present paper is to draw a schematic picture of how it can work a chain of motivation in Team Work and other similar organizations.

  12. Training in motivational interviewing in obstetrics

    DEFF Research Database (Denmark)

    Lindhardt, Christina L; Rubak, Sune Leisgaard Mørck; Mogensen, Ole

    2014-01-01

    : The Region of Southern Denmark. METHODS: Eleven obstetric healthcare professionals working with obese pregnant women underwent a three day course in motivational interviewing techniques and were assessed before- and after training to measure the impact on their overall performance as well as the effect......-adherent interventions). Furthermore, the participants asked fewer closed and more open questions before training in motivational interview. In the assessment of proficiency and competency, most of the participants scored higher after the training in motivational interviewing. CONCLUSIONS: Training in motivational...

  13. Command and motivation

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh

    2014-01-01

    Motivated employees are crucial to organizations, but external interventions such as command systems and financial incentives may decrease motivation. If these external interventions are perceived to be controlling, they are expected to crowd out intrinsic motivation, and this may also apply...... to other types of autonomous motivation such as public service motivation. The perception of external interventions is thus expected to be vital. This article investigates how the perception of a specific command system (obligatory student plans) is associated with intrinsic motivation and public service...... motivation. Using a dataset with 3,230 school teachers in Denmark, a structural equation model shows that the perception of obligatory student plans as controlling is negatively associated with all of the investigated types of employee motivation, supporting that motivation crowding can occur....

  14. The neurobiology of opiate motivation.

    Science.gov (United States)

    Ting-A-Kee, Ryan; van der Kooy, Derek

    2012-10-01

    Opiates are a highly addictive class of drugs that have been reported to possess both dopamine-dependent and dopamine-independent rewarding properties. The search for how, if at all, these distinct mechanisms of motivation are related is of great interest in drug addiction research. Recent electrophysiological, molecular, and behavioral work has greatly improved our understanding of this process. In particular, the signaling properties of GABA(A) receptors located on GABA neurons in the ventral tegmental area (VTA) appear to be crucial to understanding the interplay between dopamine-dependent and dopamine-independent mechanisms of opiate motivation.

  15. Mental energy: Assessing the motivation dimension.

    Science.gov (United States)

    Barbuto, John E

    2006-07-01

    Content-based theories of motivation may best uti lize the meta-theory of work motivation. Process-based theories may benefit most from adopting Locke and Latham's goal-setting approaches and measures. Decision-making theories should utilize the measurement approach operationalized by Ilgen et al. Sustained effort theories should utilize similar approaches to those used in numerous studies of intrinsic motivation, but the measurement of which is typically observational or attitudinal. This paper explored the implications of the four approaches to studying motivation on the newly estab ished model of mental energy. The approach taken for examining motivation informs the measurement of mental energy. Specific recommendations for each approach were developed and provided. As a result of these efforts, it will now be possible to diagnose, measure, and experimentally test for changes in human motivation, which is one of the three major components of mental energy.

  16. Athletes broad dimensions of dispositional perfectionism: examining changes in life satisfaction and the mediating role of sport-related motivation and coping.

    Science.gov (United States)

    Gaudreau, Patrick; Antl, Sheilah

    2008-06-01

    This study examined the associations of dispositional perfectionism, contextual motivation, sport-related coping, goal attainment, and changes in life satisfaction during a sport competition. A sample of 186 athletes completed measures of dispositional perfectionism, contextual motivation, and life satisfaction at Time 1 (before a competition) as well as measures of coping, goal attainment, and life satisfaction at Time 2 (after a competition). Results of structural equation modeling supported a model in which self-determined and non-self-determined motivation partially mediated the relationships between different dimensions of perfectionism and coping. It was also shown that disengagement-oriented coping mediated the negative relationship between evaluative concerns perfectionism and change in life satisfaction. In a similar way, goal attainment mediated the relationships of both task- and disengagement-oriented coping with change in life satisfaction. For the most part, these results are consistent with the motivational properties of evaluative concerns and personal standards perfectionism and with literature regarding coping and self-determination theory.

  17. Leadership and motivation: Important concepts in nursing

    Directory of Open Access Journals (Sweden)

    Thomai Kollia

    2012-10-01

    Full Text Available Leadership and motivation are extremely important administrative procedures in the nursing services, and these depend to a large extent the focus of nurses in achieving the goals of efficiency. Purpose: The purpose of the present study was the theoretical approach of leader΄s role and methods and techniques to motivate staff in the nursing field. Material and methods: The method followed in this review based on literatures reviews and investigate studies, which were carried out during the period 2000-2012 and international (Medline, PubMed, Cinahl and Greek (Iatrotek databases and greek literature on the concepts leadership and motivation to the nursing field. Keywords were used: Managment, leadership, evidence-based nursing, motivation, health servises.Results: In terms of leadership in nursing, the results showed that each strain of nursing who holds the position of leader will need to form the desired organizational climate. His role as coordinator of nursing services is particularly important. Also, the headnurse-leader is necessary to properly administer the methods and motivational techniques. Regarding motivation, methods and techniques to motivate the nursing staff include the formation of working groups (team nursing, creating an environment of learning, continuing nursing education and safe working environment. Conclusions: The headnurse-leader will be distinguished by a combination of many features to exercise effective leadership. For the motivation of nurses is important in selecting appropriate techniques and methods to perform at their maximum potential while ensuring the conditions of satisfaction from their work.

  18. Motivational Rehabilitation using Serious Games

    Directory of Open Access Journals (Sweden)

    Antoni Jaume i Capó

    2013-11-01

    Full Text Available Research studies show that serious games help to motivate users in rehabilitation processes, and rehabilitation results are better when users are motivated. In long term rehabilitation for maintaining capacities, the demotivation of chronic patients is common. In this work, we have implemented balance rehabilitation video game for cerebral palsy patients. The video game was developed using the prototype development paradigm and following desirable features for rehabilitation serious games presented in the literature. We have tested the video game with a set of users who abandoned therapy due to demotivation in the previous year. Results show that the set of users improved their balance and motivation.

  19. What Motivates Trainees?

    Science.gov (United States)

    Cohen, Debra J.

    1990-01-01

    A study of five organizations examined employee motivation regarding the pretraining environment. Findings support the assumption that employees will be more motivated of supervisors are supportive and if they view attendance as voluntary. (JOW)

  20. Unges motivation i udskolingen

    DEFF Research Database (Denmark)

    Pless, Mette; Katznelson, Noemi; Hjort-Madsen, Peder

    Om hvordan de unge i udskolingen skaber lyst og motivation for læring. Med afsnit om hvad motivation er, hvordan den fremmes hos unge og kombineres med et liv udenfor skolen......Om hvordan de unge i udskolingen skaber lyst og motivation for læring. Med afsnit om hvad motivation er, hvordan den fremmes hos unge og kombineres med et liv udenfor skolen...

  1. [Motivational interview: supporting change].

    Science.gov (United States)

    Fond, Guillaume; Ducasse, Déborah

    2015-01-01

    The motivational interview aims to help patients to resolve their ambivalence regarding problematic behaviors and to guide them into change. It differs from other therapeutic approaches mainly through the attitude of the therapist. In motivational interviewing, the therapist defends the statu quo. By reactance, the patient defends the change and enhance her/his motivation. This article provides a summary of the other concepts of motivational interviewing and its applications in the psychiatric daily practice.

  2. Learner motivation and interest

    OpenAIRE

    Daskalovska, Nina; Koleva Gudeva, Liljana; Ivanovska, Biljana

    2012-01-01

    There are a lot of factors which influence success in learning. However, one of the most important factors is the learner’s motivation to reach the desired goals. Research and experience show that learners with strong motivation can achieve a lot regardless of circumstances. Studies of motivation in second language learning have led to several distinctions, one of which is the distinction between integrative and instrumental motivation. According to this distinction, some learners are motivat...

  3. Learner motivation and interest

    OpenAIRE

    Daskalovska, Nina; Koleva Gudeva, Liljana; Ivanovska, Biljana

    2012-01-01

    There are a lot of factors which influence success in learning. However, one of the most important factors is the learner’s motivation to reach the desired goals. Research and experience show that learners with strong motivation can achieve a lot regardless of circumstances. Studies of motivation in second language learning have led to several distinctions, one of which is the distinction between integrative and instrumental motivation. According to this distinction, some learners are motivat...

  4. Personlighed og motivation

    DEFF Research Database (Denmark)

    Olsen, Jan Brødslev

    2017-01-01

    ses som forskelle i deres personlighed og i deres motivation. Kapitlet er opbygget således, at ganske kort præciseres først de to begreber, personlighed og motivation, hvorefter udvalgte teoretiske perspektiver på personlighed og motivation tages op. Til sammen vil disse bidrage til at besvare...

  5. Motivation, Management, and Performance.

    Science.gov (United States)

    Olmstead, Joseph A.

    There is an increasing interest today in the ways in which human motivation contributes to the productivity and performance of personnel. This early study of motivation management emphasizes that the organizational environment is a principal determinant of the quality of employee motivation. Concrete considerations in the management of motivation…

  6. Understanding Student Motivation

    Science.gov (United States)

    Seifert, Timothy

    2004-01-01

    Contemporary theories of academic motivation seek to explain students' behaviours in academic settings. While each theory seems to possess its own constructs and unique explanations, these theories are actually closely tied together. In this theoretical study of motivation, several theories of motivation were described and an underlying theme of…

  7. Fostering Intrinsic Motivation in Children: A Humanistic Counseling Process

    Science.gov (United States)

    Watts, Randolph H., Jr.; Cashwell, Craig S.; Schweiger, Wendi K.

    2004-01-01

    Humanistic counselors working with children seek to help them grow and develop the motivation needed to make decisions and changes in their lives. Intrinsic motivation, an important component of humanistic counseling, is defined and explicated, research is reviewed, and suggestions are made for counselors who seek to foster intrinsic motivation in…

  8. Motivation to Transfer Training: An Integrative Literature Review

    Science.gov (United States)

    Gegenfurtner, Andreas; Veermans, Koen; Festner, Dagmar; Gruber, Hans

    2009-01-01

    Motivation to transfer is essential for the transfer of training. Without motivation, newly acquired knowledge and skills will not be applied at work. The purpose of this integrative literature review is to summarize, critique, and synthesize past transfer motivation research and to offer directions for future investigations. First, seven…

  9. The Healthy Motivation to Fly: No Psychiatric Diagnosis.

    Science.gov (United States)

    1985-11-01

    suggested that employee motivation is accomplished only by providing individuals with challenging work in which one can assume responsibility. His case is...in short-term attainment of the desired result: employee motivation . He equated motivation with growth factors that 4 4 L are intrinsic to one’s

  10. Motivator-manager.

    Science.gov (United States)

    McDonald, Angelic P

    2009-01-01

    The radiologic career field has undergone radical changes in technology, regulatory compliance, and customer expectation.These changes often require dramatic alterations to processes,which can break down communication, create stress, and have a negative effect on department productivity. Motivation itself is a frequently analyzed and reported topic in professional publications. For this purpose, this literature review specifically researches motivation as identified by radiology administrators through Radiology Management. Three key elements surfaced as those with the most impact: (1) motivation is an intrinsic factor which can be influenced but not created, (2) clear attainable goals are an essential component of motivation,and (3) motivation begins with identification of employee needs.

  11. Maintaining Learners’Motivation

    Institute of Scientific and Technical Information of China (English)

    SI Zi-han

    2015-01-01

    Foreign language learning is a complex process and its success is determined by a variety of factors. The prime one of them is motivation ,which, as everyone knows, could be controlled by external forces so as to be taken advantage of. Motivation could prompt the learner to have his own learning goals and let him finish his learning task autonomously. All of that shows the im⁃portance of maintaining learners’motivation. This paper will demonstrate not only the definition and the types of motivation, but al⁃so the methods that could be used to stimulate and maintain the motivation.

  12. Narcissism as motive.

    Science.gov (United States)

    Meissner, W W

    2008-07-01

    This essay proposes replacing the traditional concept of narcissism as derived from the theory of drives with a concept of narcissism that is concerned with motives and their correlative meanings-specifically, motives connected to self-organization, self-preservation, self-cohesion, self-valuation, and self-esteem. The reasons for and the metapsychological underpinnings of a motivationally based theory are discussed. This revised motivational view proposes that narcissistic dynamics can be preserved and articulated in exclusively motivational terms. Developmental aspects are explored, including formation and functioning of the ego ideal and self-esteem regulation. Implications for psychoanalytic technique are suggested in discussions of case material.

  13. Methods for Dissecting Motivation and Related Psychological Processes in Rodents.

    Science.gov (United States)

    Ward, Ryan D

    2016-01-01

    Motivational impairments are increasingly recognized as being critical to functional deficits and decreased quality of life in patients diagnosed with psychiatric disease. Accordingly, much preclinical research has focused on identifying psychological and neurobiological processes which underlie motivation . Inferring motivation from changes in overt behavioural responding in animal models, however, is complicated, and care must be taken to ensure that the observed change is accurately characterized as a change in motivation , and not due to some other, task-related process. This chapter discusses current methods for assessing motivation and related psychological processes in rodents. Using an example from work characterizing the motivational impairments in an animal model of the negative symptoms of schizophrenia, we highlight the importance of careful and rigorous experimental dissection of motivation and the related psychological processes when characterizing motivational deficits in rodent models . We suggest that such work is critical to the successful translation of preclinical findings to therapeutic benefits for patients.

  14. Self-Determination as a Moderator of Demands and Control: Implications for Employee Strain and Engagement

    Science.gov (United States)

    Parker, Stacey L.; Jimmieson, Nerina L.; Amiot, Catherine E.

    2010-01-01

    Does job control act as a stress-buffer when employees' type and level of work self-determination is taken into account? It was anticipated that job control would only be stress-buffering for employees high in self-determined and low in non-self-determined work motivation. In contrast, job control would be stress-exacerbating for employees who…

  15. Self-Determination as a Moderator of Demands and Control: Implications for Employee Strain and Engagement

    Science.gov (United States)

    Parker, Stacey L.; Jimmieson, Nerina L.; Amiot, Catherine E.

    2010-01-01

    Does job control act as a stress-buffer when employees' type and level of work self-determination is taken into account? It was anticipated that job control would only be stress-buffering for employees high in self-determined and low in non-self-determined work motivation. In contrast, job control would be stress-exacerbating for employees who…

  16. Occupational safety motivation

    DEFF Research Database (Denmark)

    Pedersen, Louise; Kines, Pete

    2010-01-01

    . At the same time many motivation questionnaire items are seldom founded on theory and/or do not account for the theories’ ontological and epistemological differences, e.g. of how knowledge, attitude and action are related. Present questionnaire items tap into occupational safety motivation in asking whether...... or not respondents ‘are’ motivated and whether they feel that safety is important or worthwhile. Another important aspect is ‘what’ motivates workers to comply to and participate in safety. The aim of this article is to introduce a new theory-based occupational safety motivation scale which is validated......Background: Motivation is one of the most important factors for safety behaviour and for implementing change in general. However, theoretical and psychometric studies of safety performance have traditionally treated safety motivation, safety compliance and safety participation unidimensionally...

  17. Occupational safety motivation

    DEFF Research Database (Denmark)

    Pedersen, Louise; Kines, Pete

    2010-01-01

    . At the same time many motivation questionnaire items are seldom founded on theory and/or do not account for the theories’ ontological and epistemological differences, e.g. of how knowledge, attitude and action are related. Present questionnaire items tap into occupational safety motivation in asking whether...... or not respondents ‘are’ motivated and whether they feel that safety is important or worthwhile. Another important aspect is ‘what’ motivates workers to comply to and participate in safety. The aim of this article is to introduce a new theory-based occupational safety motivation scale which is validated......Background: Motivation is one of the most important factors for safety behaviour and for implementing change in general. However, theoretical and psychometric studies of safety performance have traditionally treated safety motivation, safety compliance and safety participation unidimensionally...

  18. A Study on Students' Motivation of Learning English%A Study on Students' Motivation of Learning english

    Institute of Scientific and Technical Information of China (English)

    程云艳

    2008-01-01

    @@ Richard E.Mayer(2003,P459)stat-ed:There are"three kinds of possible an-swers to questions about what motivates students to work hard:1.motivation is bas-ed on interest;2.motivation is based on self-efficacy;

  19. Skill and Working Memory.

    Science.gov (United States)

    1982-04-30

    Bower (Ed.), The Psychology of Learning and-Motivation, Vol. 16, Academic Press, in press. 19. KEY WORDS (Continue on revees side It necoessar md...Spence & J.T. Spence (Eds.), The Psychology of Learning and Motivation: Advances in Research and Theory. New York: Academic Press, Inc., 1968...Cognition, 1981, 10, 17-23. Baddeley, A.D. & Hitch, G. Working Memory. In G.. Bower (Ed.), The Psychology of Learning and Motivation. : ,1974. Biederman

  20. Essential leadership skills for motivating and developing staff.

    Science.gov (United States)

    Curtis, Elizabeth; O'Connell, Rhona

    2011-09-01

    Achieving and sustaining high quality patient care and containing costs are important aspects of a nurse manager's role, and a successful manager needs to have the skills and ability to motivate and develop staff. This article focuses on how effective leadership can increase motivation and empowerment among nurses, examines the relevance of transformational leadership to motivation, and suggests practical ways of maintaining a motivated work environment.

  1. The Role of Client Motivation in Workplace Rehabilitation

    OpenAIRE

    Amanda Mabin; Christine Randall

    2014-01-01

    Motivation has been recognised as an essential component in managing medical issues, adjusting to physical disability, cognitive impairment, returning to work, and improving psychosocial functioning (Wagner & McMahon, 2004).  This research explores the role of client motivation in workplace rehabilitation and demonstrates the implications for rehabilitation counselling practice. The research focuses on understanding the concept of motivation, reasons for its presence or absence, and why motiv...

  2. Study of Intrinsic motivation in the Ministry for Foreign Affairs

    OpenAIRE

    Lehtimäki, Nora

    2015-01-01

    The purpose of this thesis was to investigate intrinsic motivation of the executive assistants and secretaries in the Ministry for Foreign Affairs. The objective in turn, was to examine how well intrinsic motivation has been achieved among these executive assistants and secretaries. How respondents evaluate their job satisfaction, work environment and motivation was also researched. Lastly, factors that increase or decrease motivation were studied, as well as if there is a need for additional...

  3. The Impact of Motivation on Employees� Performance and Satisfaction

    OpenAIRE

    Angela-Eliza Micu

    2016-01-01

    The Impact of Motivation on Employees� Performance and Satisfaction Abstract:The employees� motivation in the workplace was and still is present for many specialists in from the organizational psychology which continues to explore how we relate to our work and what really motivates us. Although literature offers a wide range of definitions in the process of motivation in the end they all converge on the same content. In everyday language, by reasoning it is understood "the why" for which a...

  4. The Role of Client Motivation in Workplace Rehabilitation

    Directory of Open Access Journals (Sweden)

    Amanda Mabin

    2014-06-01

    Full Text Available Motivation has been recognised as an essential component in managing medical issues, adjusting to physical disability, cognitive impairment, returning to work, and improving psychosocial functioning (Wagner & McMahon, 2004.  This research explores the role of client motivation in workplace rehabilitation and demonstrates the implications for rehabilitation counselling practice. The research focuses on understanding the concept of motivation, reasons for its presence or absence, and why motivation is important to the workplace rehabilitation process. This study also explores significant influencing factors that may be utilised to increase motivation and promote more successful return to work outcomes, as well as considering the implications for rehabilitation practice and research.

  5. Motivation of the nursing staff in and a framework of realistic motives in a public hospital

    Directory of Open Access Journals (Sweden)

    Yannis Markovits

    2011-10-01

    Full Text Available The motivation of human resources and in particular of the nursing staff is a crucial issue that influences their job satisfaction, as well as patients' satisfaction from the health services offered. Aim: The presentation of selected motivation theories through literature review and the development of a framework of realistic motives applied to the nursing staff of a public hospital. Material-Method: The Greek and international bibliography has been reviewed, and in particular papers on the motivation theories of human resources in hospitals (the hierarchy of human needs theory, the two-factor theory of motivation, the achievement theory of motivation, and the expectancy theory published during the last ten years via PubMed and Science Direct. Results: A series of motives could be developed that by themselves are not the solution to the problem of employee performance and effectiveness, and their application could be a combination of different models or examined case by case, depending on the functional department of the public hospital. The economic motives and the negative motives cannot, by and large, be applied by management, thus, motives having to do with training, organization and coordination of human resources, communication and fair treatment are the most realistic and applicable ones, for this particular workplace. Conclusions: The motives presented in the current paper are not the panacea for the work performance and effectiveness and they are not a complete record of all potential motives. The application of motives could be combinational or could be contingently examined for the department of the public hospital applied, as well as the nursing staff employed, i.e., specificities related to knowledge, experience, abilities. Furthermore, the duties performed by the nursing staff and the policy implemented by management towards the human resources affect the offered motives.

  6. The influence of implicit motives on implicit instrumental conditioning: Testing a principle focusing on the power motive

    OpenAIRE

    Köllner, Martin G.

    2015-01-01

    This thesis tested a principle according to which implicit motives influence implicit instrumental conditioning processes. Analyzing results from four studies I investigated possible scaling effects of implicit motives, motivational dispositions working outside of conscious awareness that select, energize and orient behavior, on implicit instrumental conditioning processes in a sequence learning paradigm. I focused on the power motive (n Power), the capacity to experience having impact on oth...

  7. The Dynamics of motivation : A qualitative study on employees' in small companies examining how motivation factors shift in salience

    OpenAIRE

    Oskar, Byström

    2017-01-01

    How do you motivate your employees to ensure they put in their best effort at work? This can be a difficult task for managers, especially in a company with scarce financial assets. How do you motivate employees without offering them monetary compensation in return, which arguably would be the cheaper option? Theory clearly show how motivation is found internally as well as externally but how do we shift the source of motivation from external to internal? How to highlight the personal gain fro...

  8. Documentation Requirements, Intrinsic Motivation, and Worker Absence

    DEFF Research Database (Denmark)

    Andersen, Lotte Bøgh; Kristensen, Nicolai; Holm Pedersen, Lene

    2015-01-01

    Command systems are widely used to monitor public service provision, but little is known about unintended effects on individual workers’ motivation and work effort. Using insights from motivation crowding theory, we estimate a SEM model that captures how Danish childcare assistants and social...... and higher sickness absence. The association is statistically significant, but very small in substantive terms. The result is nevertheless consistent with the expectation in motivation crowding theory and contributes to the literature by including a new, reliable behavioral variable—sickness absence....../healthcare assistants perceive documentation requirements. We analyze how this perception relates to intrinsic motivation measured in a survey and sickness absence as reported in administrative registers, and find that individuals who perceive documentation requirements as controlling have lower intrinsic motivation...

  9. Physician motivation, satisfaction and survival.

    Science.gov (United States)

    Zimberg, S E; Clement, D G

    1997-01-01

    Physicians are working harder today and enjoying it less. What has happened to create such dissatisfaction among those in one of the most autonomous professions? What can be done to address the anger, fear and unhappiness? This article is an analysis of the factors influencing human motivation. Maslow's hierarchy of needs--physiological, safety/security, social/affiliation, esteem and self-actualization--is used to suggest ways physicians can satisfy their needs in turbulent financial and professional times.

  10. Intrinsic Motivation, Work Engagement and Employee Performance: Based on the Moderating Effect of Core Self-evaluations%内在动机、工作投入与员工绩效:基于核心自我评价的调节效应

    Institute of Scientific and Technical Information of China (English)

    李伟; 梅继霞

    2012-01-01

    With the rapid development of the global economy, the performance of the employee has been enter- prise practice department and management scholars focus of concern. Former to the employee performance, except in the general sense is discussed and organizational commitment, job satisfaction and work stress the relationship between outside, focus on the individual character, knowledge and ability, and working environment on the influ- ence of work performance. Intrinsic motivation emphasize and spontaneous, actively e the effect of the produce is ngaged individual employees to activities and the job itself more joy and satisfaction, in this activity and work. Intrinsic motivation is a kind of incentive the effect, not based on material rewards, but based on individual own some psychological needs and the job itself characteristics. Existing intrinsic motivation individual participation of the main purpose of the work is not to get paid, they are the meet of more requirements of their own interests, working autonomy and work- ing feeling of competence. Work engagement usually refer to individual employees based on the psychological inter- est in the job, curiosity and devote yourself to work, and are willing to sacrifice their break time and pay extra la- bor, it reflects the work in individual psychological identity degree or the individual self image to the important de- gree. The work engagement is a kind of investment is experience, with persistence and diffuse characteristics, gen- erally not aimed at a specific goal, event or situation, reflect individual in the work high energy level, strong identi- ty and the attention and not lax. Core self-evaluation is to point to specific individuals to its own and ability of the most basic evaluation. Generally speaking, to use four characteristics to describe the core of the individual self e- valuation : self-esteem, the control points, nervous and general self-efficacy. No matter when, with positive or core self

  11. [Psychological theories of motivation].

    Science.gov (United States)

    Quoniam, Nolwenn; Bungener, Catherine

    2004-03-01

    The comprehension of the principles guiding the human actions has always been an important aspect of philosophy. The development of experimental psychology first completely rejected all mental explanations such as will, intentions or motives. Behavior should then only be understood as determined by conditioning and learning. However, different theories denied that human behavior could be considered as purely reactive to the environment and stressed the active role of the organism on the environment. Theories from the humanist psychology and the social psychology described two kinds of motivation. The extrinsic motivation results from external stimuli and the intrinsic motivation from the organism himself. Our behavior is therefore determined by an interaction between our beliefs, expectations, needs and the environment. Actually, the concept of motivation is not well specified. It refers either to a global dynamic structure responsible for action either to a specific tendency toward some specific actions. Anyway, motivation is a concept infered from behavior. Therefore, its evaluation could only be secondary.

  12. Managing Joint Production Motivation

    DEFF Research Database (Denmark)

    Lindenberg, Siegwart; Foss, Nicolai Juul

    2011-01-01

    We contribute to the microfoundations of organizational performance by proffering the construct of joint production motivation. Under such motivational conditions individuals see themselves as part of a joint endeavor, each with his or her own roles and responsibilities; generate shared represent...... representations of actions and tasks; cognitively coordinate cooperation; and choose their own behaviors in terms of joint goals. Using goal-framing theory, we explain how motivation for joint production can be managed by cognitive/symbolic management and organizational design....

  13. Employee motivation and performance

    OpenAIRE

    Obiekwe, Nduka

    2010-01-01

    The subject matter of this research; employee motivation and performance seeks to look at how best employees can be motivated in order to achieve high performance within a company or organization. Managers and entrepreneurs must ensure that companies or organizations have a competent personnel that is capable to handle this task. This takes us to the problem question of this research “why is not a sufficient motivation for high performance?” This therefore establishes the fact that money is f...

  14. Employee Motivation and Performance

    OpenAIRE

    Obiekwe, Nduka

    2010-01-01

    The subject matter of this research; employee motivation and performance seeks to look at how best employees can be motivated in order to achieve high performance within a company or organization. Managers and entrepreneurs must ensure that companies or organizations have a competent personnel that is capable to handle this task. This takes us to the problem question of this research “why is not a sufficient motivation for high performance?” This therefore establishes the fact that money is f...

  15. Working with a personal trainer

    Science.gov (United States)

    ... workout time Offer support, guidance, and feedback Provide motivation to continue exercising Work with your health care ... American College of Sports Medicine. Using a Personal Trainer. 2011. ... ...

  16. Exploring the link between intrinsic motivation and quality

    Science.gov (United States)

    Christy, Steven M.

    1992-12-01

    This thesis proposes that it is workers' intrinsic motivation that leads them to produce quality work. It reviews two different types of evidence- expert opinion and empirical studies--to attempt to evaluate a link between intrinsic motivation and work quality. The thesis reviews the works of Total Quality writers and behavioral scientists for any connection they might have made between intrinsic motivation and quality. The thesis then looks at the works of Deming and his followers in an attempt to establish a match between Deming's motivational assumptions and the four task rewards in the Thomas/Tymon model of intrinsic motivation: choice, competence, meaningfulness, and progress. Based upon this analysis, it is proposed that the four Thomas/Tymon task rewards are a promising theoretical foundation for explaining the motivational basis of quality for workers in Total Quality organizations.

  17. The cure for employee malaise--motivation.

    Science.gov (United States)

    Dawson, K M; Dawson, S N

    1991-01-01

    Although working conditions, hours, pay, and advancement opportunities are better now than in the 1950s--the "golden age" of American business--today's workers are significantly less satisfied. Why? The authors believe the cause of this malaise is lack of motivation. This article examines several techniques to cure employee malaise and discusses the long-term benefits of these techniques, which include empowerment, recognition, career development, the Pygmalion effect, incentives, and rewards. By making a commitment to these motivational techniques, managers will boost the morale and enthusiasm of their employees and their organization. This motivational process is not quick and easy; developing your employees is an ongoing process.

  18. Galaxy Zoo: Motivations of Citizen Scientists

    CERN Document Server

    Raddick, M Jordan; Gay, Pamela L; Lintott, Chris J; Cardamone, Carie; Murray, Phil; Schawinski, Kevin; Szalay, Alexander S; Vandenberg, Jan

    2013-01-01

    Citizen science, in which volunteers work with professional scientists to conduct research, is expanding due to large online datasets. To plan projects, it is important to understand volunteers' motivations for participating. This paper analyzes results from an online survey of nearly 11,000 volunteers in Galaxy Zoo, an astronomy citizen science project. Results show that volunteers' primary motivation is a desire to contribute to scientific research. We encourage other citizen science projects to study the motivations of their volunteers, to see whether and how these results may be generalized to inform the field of citizen science.

  19. PROJECT TEAM MOTIVATION IN PROJECT REALISATION

    OpenAIRE

    Perica Jankoviæ

    2014-01-01

    Managing a project team is an everyday activity when managing a project realization. In order to accomplish efficiency at work on a project, it is necessary for all the participants in the project to be motivated and interested, focused on accomplishing the project. To the end of providing greater motivation of the project team for the realization of the project, the project manager should be very well acquainted with the needs and motives of the people he/she is managing and should find the ...

  20. Citation analysis and the motives for citing

    Directory of Open Access Journals (Sweden)

    Primož Južnič

    2000-01-01

    Full Text Available The need for an adequate citation theory is becoming an important theme in bibliometrics. It is important, when usingbibliometrical methods such as citation analysis, that librarians do not perform only routine searches, but also offer their users more useful data. The text, otherwise part of a broader study, is dealing with a special aspect of citation, namely motives. Understanding the motives, authors have by citing other people's work, is often the key for explaining the results of citation analysis.