WorldWideScience

Sample records for non-self-determined work motivation

  1. 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.

  2. 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…

  3. Biopsychosocial correlates of work motivation

    OpenAIRE

    Liesienė, Justina; Endriulaitienė, Auksė

    2008-01-01

    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 perceived job effecti...

  4. 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…

  5. Authenticity at Work: Its Relations With Worker Motivation and Well-being

    Directory of Open Access Journals (Sweden)

    Ralph Van den Bosch

    2018-05-01

    Full Text Available Drawing on Self-Determination Theory (SDT; Deci et al., 2017, this study examines the associations between authenticity at work, motivation and well-being, assuming that motivation would at least partly mediate the association between authenticty and well-being. Since authentic behavior refers to the degree to which a person acts in agreement with their true self (i.e., one's own core values, high levels of authenticity at work should relate positively to more intrinsic types of motivation regulation and negatively to more extrinsic types of motivation regulation. Moreover, high levels of authenticity should be associated with higher well-being at work (i.e., higher work engagement and lower burnout. Structural equation modeling using cross-sectional data from 546 participants revealed that self-determined motivation (i.e., autonomous motivation showed positive associations with authenticity at work and that non-self-determined motivation (i.e., controlled motivation and amotivation showed negative associations with authenticity at work. The positive associations increased in strength with increasing self-determined motivation. A similar—but reversed—pattern was found for the negative associations. Parallel mediation analysis revealed that self-determined motivation partially mediated the relationship between authenticity and well-being at work.

  6. 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.

  7. Motivation Enhancement Through Work Redesign.

    Science.gov (United States)

    Oldham, Greg R., Kulik, Carol T.

    1983-01-01

    The possibility of redesigning the work experiences of faculty members in an effort to enhance their motivation, productivity, and personal and work satisfactions is examined. One approach to work redesign, job characteristics theory, is described. Several strategies are discussed. (Author/MLW)

  8. Work motivation of employees in MLM companies

    OpenAIRE

    Bittnerová, Martina

    2015-01-01

    The work is primarily concerned with problems of motivation in a multi-level marketing a sspecific method of management. The key concepts of word processing are, motivation work performance, motivation theories,Multilevel Marketing, Structural Company. The aim of this work is to analyze the motivational principles of professional performance in a multilevel marketing.

  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. Motivation factors of surgical profile nurses work

    OpenAIRE

    Namajuškaitė, Vaida

    2006-01-01

    The aim of the study – investigate the motivation factors of surgical profile nurses work. The objectives of the study: 1. To investigate of satisfaction with work, to identify the motivation positive factors, emotional exhaustion of nurses, which are working in the surgical profile departments and operating-theaters. 2. To investigate negative factors (emotional exhaustion, salary, nursing load). 3. To give the offers for the main problems solutions. Hypothesis – the nurses m...

  13. The Motivation of Educators to Work

    Science.gov (United States)

    Miskel, Cecil

    1972-01-01

    This study described the work motivation of selected public school educators. Partial support was found for the assertion that individuals who are upwardly mobile seek intrinsic rewards in unstable situations with less concern for security. (Author)

  14. 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.

  15. 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…

  16. Work and family decision-making framework: A motivational perspective

    OpenAIRE

    Chinchilla, Nuria; Moragas, Maruja; Kim, Sowon

    2012-01-01

    We introduce motivation theory as a way of understanding the decision-making process in the work and family context. We use core concepts from motivation theory - extrinsic, intrinsic and prosocial motivation - and link them to motivational learning to build our framework. We then propose a framework illustrating motivational factors that influence work-family decision-making and offer propositions focusing on the motivational consequences for individuals which will impact their future decisi...

  17. [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

  18. 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.

  19. Review of research on teacher's work motivation and job satisfaction

    OpenAIRE

    山下, 顕史; Yamashita, Kenji

    2010-01-01

    In this text, the theory was arranged concerning the teacher's job satisfaction and work motivation. The job satisfaction and the work motivation are especially receiving a big influence from the organizational culture. Moreover, when the organization was managed, there are necessities of the payment of special attention to job satisfaction and work motivation. The teacher's job satisfaction and work motivation of are influenced from not only the factor in the school organization but also the...

  20. 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…

  1. 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…

  2. The motivation to care: application and extension of motivation theory to professional nursing work.

    Science.gov (United States)

    Moody, Roseanne C; Pesut, Daniel J

    2006-01-01

    The purpose of this research is to describe a model of nurses' work motivation relevant to the human caring stance of professional nursing work. The model was derived from selected theories of behavioral motivation and work motivation. Evidence-based theory addressing nurses' work motivation and nurses' motivational states and traits in relation to characteristics of organizational culture and patient health outcomes is suggested in an effort to make a distinct contribution to health services research. An integrated review of selected theories of motivation is presented, including conceptual analyses, theory-building techniques, and the evidence supporting the theoretical propositions and linkages among variables intrinsic to nurses' work motivation. The model of the Motivation to Care for Professional Nursing Work is a framework intended for empirical testing and theory building. The model proposes specific leadership and management strategies to support a culture of motivational caring and competence in health care organizations. Attention to motivation theory and research provides insights and suggests relationships among nurses' motivation to care, motivational states and traits, individual differences that influence nurses' work motivation, and the special effects of nurses' work motivation on patient care outcomes. Suggestions for nursing administrative direction and research are proposed.

  3. Working Memory, Motivation, and Teacher-Initiated Learning

    Science.gov (United States)

    Brooks, David W.; Shell, Duane F.

    2006-01-01

    Working memory is where we "think" as we learn. A notion that emerges as a synthesis from several threads in the research literatures of cognition, motivation, and connectionism is that motivation in learning is the process whereby working memory resource allocation is instigated and sustained. This paper reviews much literature on motivation and…

  4. [The Significance of Work Motivation for Rehabilitation Success].

    Science.gov (United States)

    Kessemeier, Franziska; Stöckler, Christiane; Petermann, Franz; Bassler, Markus; Pfeiffer, Wolfgang; Kobelt, Axel

    2017-11-28

    Aim of this study Apart from the reduction of symptoms and the restoration of working ability, return to work is a long-term goal of medical rehabilitation. The aim of this study is to analyze the influence of work motivation on the outcome of rehabilitation. Methods The data basis consists of N=998 patients at the psychosomatic department of the Oberharz Rehabilitation Center as well as data from insurance accounts. Using multiple linear regression analysis the predictive power of work motivation on rehabilitation outcome as well as different facets of work motivation in their function as predictors are analyzed. Results Only minor statistical relations could be found between work motivation and rehabilitation success when also taking employment status of the previous year and subjective vocational disability into account. A small predictive power can be attributed to work motivation as a factor in rehabilitation success in the sense of a reduction of symptoms. Particular facets of work motivation are suitable to predict rehabilitation success. Patients with a work motivation risk profile differ from patients with a normal work motivation profile as regards their capacity to work in the year following rehabilitation treatment. Conclusion Work motivation represents a relevant construct in rehabilitation success but is strongly influenced by individual factors. During rehabilitation, individual problems which influence work motivation should be taken into account more strongly. © Georg Thieme Verlag KG Stuttgart · New York.

  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. What are the motivational needs behind volunteer work?

    Science.gov (United States)

    Danoff, A; Kopel, S

    1994-01-01

    Identification of an individual's motivational need and desired volunteer work enables volunteer administrators to capitalize on the motivation a person brings to the organization as well as to make effective use of the role by being cognizant of the levels of participation behind the differing volunteer assignments. The Motivation by Maslow Questionnaire was used to identify motivational needs of 35 helpline (crisis) volunteers, and three categories of volunteer work were used to classify their levels of participation. Implications for improving volunteer commitment to the formal voluntary organization and recruitment and retention strategies relative to volunteer motivational needs are discussed.

  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. Activating the working behavior of citizens by motivation potential

    Directory of Open Access Journals (Sweden)

    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

  9. Teachers' Educational Qualification, Rank Level, Working Duration, Age, Work Motivation and Work Effectiveness

    OpenAIRE

    Wiyono, Bambang Budi

    2009-01-01

    Teachers’ Educational Qualification, Rank Level, Working Duration, Age, Working Mo­tivation, and Working Effectiveness The study investigated the effects of educational qualification, rank level, working duration and age on the elementary school teachers’ working motivation and working ef­fectiveness. The sample of the study consisted of 438 elementary school teachers in Malang which were selected through cluster sampling technique. The study was conducted using explanatory design in the form...

  10. Bicultural Work Motivation Scale for Asian American College Students

    Science.gov (United States)

    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…

  11. 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.

  12. TEACHERS’ EDUCATIONAL QUALIFICATION, RANK LEVEL, WORKING DURATION, AGE, WORK MOTIVATION AND WORK EFFECTIVENESS

    Directory of Open Access Journals (Sweden)

    Bambang Budi Wiyono

    2016-02-01

    Full Text Available Teachers’ Educational Qualification, Rank Level, Working Duration, Age, Working Mo­tivation, and Working Effectiveness The study investigated the effects of educational qualification, rank level, working duration and age on the elementary school teachers’ working motivation and working ef­fectiveness. The sample of the study consisted of 438 elementary school teachers in Malang which were selected through cluster sampling technique. The study was conducted using explanatory design in the form of causal model. The data were collected using questionnaire and documentation, and were analyzed descrip­tively employing structural equation technique. The study revealed that that the effect of the educational qualification, rank level, working duration and age on teachers’ working motivation and working effec­tiveness, both directly and indirectly, was not significant.

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

    NARCIS (Netherlands)

    Beckers, DGJ; van der Linden, D; Smulders, PGW; Kompier, MAJ; van Veldhoven, MJPM; Van Yperen, NW

    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

  14. 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…

  15. 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…

  16. 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

  17. Does parental job insecurity matter? Money anxiety, money motives, and work motivation.

    Science.gov (United States)

    Lim, Vivien K G; Sng, Qing Si

    2006-09-01

    A structural model focusing on the spillover effect of parental perceived job insecurity on money anxiety was developed and tested. The crossover effect of parents' money anxiety on their children's money anxiety, money motives, and motivation to work was also examined. Data were collected from a sample of undergraduates and their parents. Results of structural equation modeling analyses supported a spillover effect of paternal perceived job insecurity on paternal money anxiety. However, maternal perceived job insecurity was not significantly associated with maternal money anxiety. Results also supported a crossover effect of parental money anxiety on youths' money anxiety. Youths' money anxiety was significantly related to youths' negative money motives. In turn, youths' negative money motives were associated with their intrinsic motivation to work. Implications of the findings are discussed. (c) 2006 APA, all rights reserved

  18. AN ATTEMPT ON NEW SYSTEMATIZATION OF WORK MOTIVATION THEORIES

    OpenAIRE

    Luděk Kolman; Hana Chýlová; Richar Selby

    2012-01-01

    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 hu...

  19. Effect of School Climate, Work Stress and Work Motivation on the Performance of Teacher

    OpenAIRE

    Sinaulan, Ramlani Lina

    2016-01-01

    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 sch...

  20. How challenging was your work today? : The role of autonomous work motivation

    NARCIS (Netherlands)

    Tadic, M.; Oerlemans, W.G.M.; Bakker, A.B.

    2017-01-01

    The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation

  1. 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.

  2. Investigation of the Work Motivation Levels of Primary School Teachers

    Science.gov (United States)

    Ates, Hatice Kadioglu; Yilmaz, Perihan

    2018-01-01

    This study was conducted to examine the work motivation levels of primary school teachers working in primary school institutions located in Istanbul province, Kucukcekmece district. The descriptive survey model was used in this study. The population of the study consists of primary school teachers and primary school administrators working in state…

  3. 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

  4. 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).

  5. 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

  6. Motivation, working memory, and decision making: a cognitive-motivational theory of personality vulnerability to alcoholism.

    Science.gov (United States)

    Finn, Peter R

    2002-09-01

    This article presents a cognitive-motivational theory (CMT) of the mechanisms associated with three basic dimensions of personality vulnerability to alcoholism, impulsivity/novelty seeking, harm avoidance, and excitement seeking. CMT describes the interrelationships between activity in basic motivational systems and attentional, decision-making and working memory processes as the mechanisms associated with variation in each personality trait. Impulsivity/novelty seeking reflects activity in both appetitive and inhibitory motivational systems, greater attention to reward cues, and increased emotional reactivity to reward and frustration. Harm avoidance reflects individual differences in fearfulness and activity in specific inhibitory systems. Excitement seeking reflects the need to engage in appetitive behaviors in less predictable environments to experience positive affect. CMT also describes the impact of working memory and the specific motivational processes underlying each trait dimension on the dynamics of decision making from the perspective of decision field theory.

  7. 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.

  8. 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.

  9. 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. Copyright © 2016 The American Physiological Society.

  10. 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

  11. Beliefs about motivation and work with quality, environment and working environment in small organisations

    OpenAIRE

    Lindmark, Camilla

    1999-01-01

    Three small organisations in Sweden were studied in order to describe found motives for and against work with quality, environment and working environment among people in a small organisation. Some motives for work within the three areas mainly expressed beliefs about increased production results and increased psychological well-being of people. The work was also thought to have a positive impact on the organisation in terms of coping with changes in the surrounding. Arguments why small organ...

  12. WORK CULTURE, WORK MOTIVATION AND ORGANIZATIONAL PERFORMANCE: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

    OpenAIRE

    Sri Rahayu Wilujeng*, Sri Wahyu Lelly Hana Setyanti , Handriyono

    2018-01-01

    Human resources are an organization asset that becomes an important factor in the progress of an organization. The quality of human resources itself can be seen from the performance of the employees. The purpose of this research is to examine the influence of work culture and work motivation on organizational performance with organizational commitment as mediating. This research is a review from the theory and several researches that have been done on the work culture, work motivation, organi...

  13. Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation.

    Science.gov (United States)

    Malinowska, Diana; Tokarz, Aleksandra; Wardzichowska, Anna

    2018-02-07

    This study integrates the Self Determination Theory and the Job Demands-Resource model in explaining motivational antecedents of 2 forms of excessive work: work engagement and workaholism. It specifically examines the relationship between job autonomy, situational work motivation, work engagement, and workaholism. The sample comprised 318 full-time employees of an international outsourcing company located in Poland. The mediation analysis was used for testing hypotheses about the mediation of autonomous and controlled motivation in the relationship between job autonomy, work engagement, and workaholism. The results have confirmed that autonomous motivation mediates the relationship between job autonomy and work engagement. The assumption about the mediation role of controlled motivation in the relationship between job autonomy and workaholism has not been confirmed; however, external regulation (i.e., controlled motivation) is a significant predictor of workaholism. Giving employees more job autonomy might increase their intrinsic and identified regulation and may therefore lead to more energetic, enthusiastic, and dedicated engagement with their jobs. Workaholism may be predicted by external regulation, and work characteristics other than job autonomy may play an important role in enhancing this controlled type of motivation. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  14. 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…

  15. 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

  16. [Work motivation in an institutional hospital of Mexico City].

    Science.gov (United States)

    Pérez Uribe de Rivera, G

    1975-01-01

    It was studied the laboral motivation of the medical staff, nurses, social laborers and administrative personnel of a hospital through interviews which investigated the factors proposed by Herzberg: intrinsec, command, work conditions, salary, progress, security, institution and directives and personal interrelations. The author found that the intrinsec aspects, the personal interrelations and the command was the most important things for the employee. There were also some differences between the various categories of employee: the effective command was a general preoccupation for all the personnel in the different areas and the security to retain the job was the prior motivation of the chief nurses, social laborers and administrative personnel.

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

    OpenAIRE

    Mäkinen, M. (Mikael)

    2015-01-01

    Abstract 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 Mil...

  18. 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.

  19. 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.

  20. 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

  1. [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.

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

    NARCIS (Netherlands)

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

    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

  3. 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…

  4. 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.

  5. 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.…

  6. Prosocial Motivation: Inferences from an Opaque Body of Work

    Science.gov (United States)

    Eisenberg, Nancy; VanSchyndel, Sarah K.; Spinrad, Tracy L.

    2016-01-01

    Because motivations for prosocial actions typically are unclear, sometimes even to actors but especially for observers, it is difficult to study prosocial motivation. This article reviews research that provides evidence regarding children's motives for prosocial behaviors. First, we present a heuristic model to classify motives on the dimension of…

  7. 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.

  8. Vertical Relationships on the Workplace and their Influence on Employee's Work Motivation: Sociology Case Study

    OpenAIRE

    Krösslová, Gabriela

    2014-01-01

    Subject of this bachelor's thesis is "Vertical relationships at the workplace and theirs influence on employee's work motivation". In the theoretical part, I defined key words, such as: Motivation, vertical and horizontal relationships, work sociology etc. I also stated concepts, related to work sociology and motivation. Practical part deals with the qualitative research (case study), which relates to vertical relationships on workplace as one of the key points of work motivation. That resear...

  9. 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…

  10. 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

  11. The Impact of Work Ability on Work Motivation and Health: A Longitudinal Study Based on Older Employees.

    Science.gov (United States)

    Feißel, Annemarie; Swart, Enno; March, Stefanie

    2018-05-01

    Work participation is determined by work motivation and work ability with health as a significant component. Within the lidA-study, we explore the impact of work ability on work motivation and health with consideration of further influencing factors. Four thousand one hundred nine older employees were interviewed two times (t0 = 2011, t1 = 2014). Two multivariate analyses were performed regarding the influence of work ability on work motivation (Model 1) and health (Model 2). Within the multivariate analysis, of all the influencing factors, work ability has the strongest effect on work motivation (F = 37.761) and health (F = 76.402). It appears as a decisive determinant for both dimensions. Regarding the results, it is useful to focus on the work ability of older employees in order to maintain and boost their work motivation and health.

  12. Potent Motivators for Work among Staff of a Teaching Hospital ...

    African Journals Online (AJOL)

    The human resource of any organization is a unique resource; it can be developed and motivated to be of competitive advantage over other organizations. A motivated workforce therefore ensures improved output from the organization. This study set out to evaluate the level of motivation and factors associated with being ...

  13. Influence of Motivation on the Effectiveness of Work in a chosen Firm

    OpenAIRE

    Hrutkaiová, Gabriela

    2011-01-01

    This bachelor thesis is concerned with motivation of employees, describes factors, which can directly or indirectly influence workers and instigate them to efficient work. Theory engages with the definition of motivation term, and its importance, motivation progression and also describes concrete tools, which stimulate increase in employee's motivation. The practical part evaluates system of motivation and its effect in chosen company and also decides whether chosen methods succeeded.

  14. Prosocial Motivation: Inferences From an Opaque Body of Work.

    Science.gov (United States)

    Eisenberg, Nancy; VanSchyndel, Sarah K; Spinrad, Tracy L

    2016-11-01

    Because motivations for prosocial actions typically are unclear, sometimes even to actors but especially for observers, it is difficult to study prosocial motivation. This article reviews research that provides evidence regarding children's motives for prosocial behaviors. First, we present a heuristic model to classify motives on the dimension of reflecting altruistic (with the ultimate goal of benefiting another) to egoism (the ultimate goal of benefiting the self) goals; in addition, we briefly discuss classifying motives based on a continuum of morality. Next, we review findings indicating the existence of a number of different motives in our model and briefly discuss developmental issues, when possible. Future directions for the study of prosocial motivation are proposed. © 2016 The Authors. Child Development © 2016 Society for Research in Child Development, Inc.

  15. The role of management in promoting a motivational work setting for ...

    African Journals Online (AJOL)

    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 ...

  16. 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

  17. 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

  18. 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)

  19. The Impact of Working Motivation and Working Environment on Employees Performance in Indonesia Stock Exchange

    OpenAIRE

    Riyanto, Setyo; Sutrisno, Ady; Ali, Hapzi

    2017-01-01

    In the face of the Asean economic community role of capital market demanded to be pro-active. The capital market expected to have contribution to the Indonesian economy by preparing regulations in accordance with the actual of economic conditions which would require of human resources who has a good performance at Indonesia stock exchange (IDX) as the regulator of capital market in Indonesia. This research aims to know the influence of working motivation toward employee performance at IDX, to...

  20. 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. Employment and Work Motivation in the Information Economy: Transformation and Interrelation

    OpenAIRE

    Azmuk Nadiya A.

    2017-01-01

    The aim of the article is to study and systematize the trends in the transformation of employment and work motivation in the information economy. As a result of the study, the main trends in the transformation of employment in the information economy are identified. The interrelation between the transformation of employment and work motivation is substantiated. A comparative analysis of the main elements of the motivational model in the traditional and information economy is carried out. A ne...

  7. Motivation and Justice at Work: The Role of Emotion and Cognition Components of Personal and Collective Work Identity.

    Science.gov (United States)

    Nordhall, Ola; Knez, Igor

    2017-01-01

    The aim of this study was to investigate the role of personal and collective work identity (including emotion and cognition components), in predicting work motivation (operationalized as work self-determined motivation) and organizational justice (operationalized as organizational pay justice). Digitized questionnaires were distributed by e-mail to 2905 members, teachers, of a Swedish trade union. A total of 768 individuals answered the questionnaire and by that participated in this study. Personal- compared to collective work identity was shown to positively associate with self-determined motivation accounted for by the emotion component of personal work identity. Collective compared to personal work identity was reported to positively associate with organizational pay justice accounted for by the cognition component of collective work identity. All this suggests that both work-related motivation and organizational justice might be, to some extent, accounted for by the psychological mechanisms of work identity and that, as predicted, different types of work identity, play different significant roles in predicting motivation and justice at work. More precisely, the emotion component of work identity was more pronounced in personal work-bonding relationships, and the cognitive component, of work identity in contrast, was more pronounced in collective work-bonding relationships.

  8. Motivation and Justice at Work: The Role of Emotion and Cognition Components of Personal and Collective Work Identity

    Directory of Open Access Journals (Sweden)

    Ola Nordhall

    2018-01-01

    Full Text Available The aim of this study was to investigate the role of personal and collective work identity (including emotion and cognition components, in predicting work motivation (operationalized as work self-determined motivation and organizational justice (operationalized as organizational pay justice. Digitized questionnaires were distributed by e-mail to 2905 members, teachers, of a Swedish trade union. A total of 768 individuals answered the questionnaire and by that participated in this study. Personal- compared to collective work identity was shown to positively associate with self-determined motivation accounted for by the emotion component of personal work identity. Collective compared to personal work identity was reported to positively associate with organizational pay justice accounted for by the cognition component of collective work identity. All this suggests that both work-related motivation and organizational justice might be, to some extent, accounted for by the psychological mechanisms of work identity and that, as predicted, different types of work identity, play different significant roles in predicting motivation and justice at work. More precisely, the emotion component of work identity was more pronounced in personal work-bonding relationships, and the cognitive component, of work identity in contrast, was more pronounced in collective work-bonding relationships.

  9. Motivation and Justice at Work: The Role of Emotion and Cognition Components of Personal and Collective Work Identity

    Science.gov (United States)

    Nordhall, Ola; Knez, Igor

    2018-01-01

    The aim of this study was to investigate the role of personal and collective work identity (including emotion and cognition components), in predicting work motivation (operationalized as work self-determined motivation) and organizational justice (operationalized as organizational pay justice). Digitized questionnaires were distributed by e-mail to 2905 members, teachers, of a Swedish trade union. A total of 768 individuals answered the questionnaire and by that participated in this study. Personal- compared to collective work identity was shown to positively associate with self-determined motivation accounted for by the emotion component of personal work identity. Collective compared to personal work identity was reported to positively associate with organizational pay justice accounted for by the cognition component of collective work identity. All this suggests that both work-related motivation and organizational justice might be, to some extent, accounted for by the psychological mechanisms of work identity and that, as predicted, different types of work identity, play different significant roles in predicting motivation and justice at work. More precisely, the emotion component of work identity was more pronounced in personal work-bonding relationships, and the cognitive component, of work identity in contrast, was more pronounced in collective work-bonding relationships. PMID:29379454

  10. 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.

    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

  11. 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

  12. 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…

  13. 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…

  14. Working Environment as a Motivator for Librarians' Job Performance ...

    African Journals Online (AJOL)

    The emerged findings suggest that librarians motivation and productivity in the public libraries in the South East geographical zone of Nigeria was low. It was however recommended that the governments or the states where these libraries are localized should increase the yearly budgetary allocations of these libraries by at ...

  15. Relationship between Rewards and Nurses' work Motivation in ...

    African Journals Online (AJOL)

    Background: Nurses constitute the largest human resource element and have a great impact on quality of care and patient outcomes in health care organizations. The objective of this study was to examine the relationship between rewards and nurse motivation on public hospitals administrated by Addis Ababa health ...

  16. Managing motivation and developing job satisfaction in the health care work environment.

    Science.gov (United States)

    Timmreck, T C

    2001-09-01

    Motivation relies on internal/intrinsic and external factors to stimulate work-related behavior. This article presents an overview of Herzberg's motivation-hygiene theory and reports on the results of a study of 99 health service midmanagers. The participants completed a survey asking whether they believe in motivational factors and if they use them. Several of Herzberg's motivational factors were included (achievement, recognition, work itself, responsibility, advancement) plus several other motivational factors including money/pay, self-interest, seek a higher standard of living. Negative factors included guilt, threats, power, and control. This article presents motivation factors, such as achievement, recognition, work itself, responsibility, advancement, growth, self-interest, pay, and belief in successful outcome, that were presented to 99 mid-level health services administrators.

  17. Motivation and Justice at Work: The Role of Emotion and Cognition Components of Personal and Collective Work Identity

    OpenAIRE

    Ola Nordhall; Ola Nordhall; Igor Knez

    2018-01-01

    The aim of this study was to investigate the role of personal and collective work identity (including emotion and cognition components), in predicting work motivation (operationalized as work self-determined motivation) and organizational justice (operationalized as organizational pay justice). Digitized questionnaires were distributed by e-mail to 2905 members, teachers, of a Swedish trade union. A total of 768 individuals answered the questionnaire and by that participated in this study. Pe...

  18. 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.

  19. 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.

  20. Motivation And Working Behavior In Frontier Tourism Business Of Thailand-Laos

    OpenAIRE

    Thirachaya Maneenetr

    2010-01-01

    The objectives of this research were to study the motivations and working behavior of the frontier tourism business at the Thailand-Laos border, to compare the working relationship between travel agencies and the hotel business, and to study the relationship between working motivation and working behavior in the tourism business by using a total sampling of 140 persons: 112 persons from the hotel business and 28 persons from travel agencies. Personnel in the tourism business consisted of 42.1...

  1. Work characteristics, motivational orientations, psychological work ability and job mobility intentions of older workers.

    Science.gov (United States)

    Alcover, Carlos-María; Topa, Gabriela

    2018-01-01

    Drawing on job design theories and a conceptual framework of work-related goals and motivation in later adulthood, the aim of this paper is to explore how work-related and individual factors are separately and jointly related to psychological work ability and bridge employment intentions via late job mobility. The cross-sectional study is based on a sample of 171 older Spanish workers aged 45-65 and beyond. We differentiated between groups of older workers in mid career (45-55 years of age) and in their later careers (56 years and beyond). Our results confirm that task characteristics and, secondarily, knowledge characteristics are the most relevant factors in perceptions of psychological work ability among aged workers. Both age groups display a very marked personal mastery trait, which mediates the relationships between job characteristics and both psychological work ability and late job mobility intentions. The paper concludes with a discussion of theoretical and practical implications and suggestions for future research on the issues implied in the psychological adjustment of older workers in their mid and late careers.

  2. Work characteristics, motivational orientations, psychological work ability and job mobility intentions of older workers.

    Directory of Open Access Journals (Sweden)

    Carlos-María Alcover

    Full Text Available Drawing on job design theories and a conceptual framework of work-related goals and motivation in later adulthood, the aim of this paper is to explore how work-related and individual factors are separately and jointly related to psychological work ability and bridge employment intentions via late job mobility. The cross-sectional study is based on a sample of 171 older Spanish workers aged 45-65 and beyond. We differentiated between groups of older workers in mid career (45-55 years of age and in their later careers (56 years and beyond. Our results confirm that task characteristics and, secondarily, knowledge characteristics are the most relevant factors in perceptions of psychological work ability among aged workers. Both age groups display a very marked personal mastery trait, which mediates the relationships between job characteristics and both psychological work ability and late job mobility intentions. The paper concludes with a discussion of theoretical and practical implications and suggestions for future research on the issues implied in the psychological adjustment of older workers in their mid and late careers.

  3. 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)

    drs Limke Schopman; dr Corine Boon; dr Karianne Kalshoven

    2015-01-01

    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

  4. 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

  5. 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.

  6. 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.

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

    DEFF Research Database (Denmark)

    Barricelli, Barbara Rita; Clemmensen, Torkil; Campos, Pedro

    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 moti...... of motivation, participation, and engagement in Interaction Design projects for smart and pervasive workplaces...

  8. [Variables related to the emergence of differential patterns in work motivation].

    Science.gov (United States)

    Arrieta, Carlos; Navarro, José; Vicente, Susana

    2008-11-01

    Several longitudinal studies have shown that motivation at work acts chaotically. In very few cases, it may be linear or random. However, the factors that might explain why these different patterns emerge have not been analysed to date. In this exploratory study, we interviewed 73 employees whose motivational patterns were previously known. The results revealed that chaotic patterns were associated with high levels of motivation, self-efficacy beliefs, and perceptions of instrumentality, and also with intrinsic personal goal orientation and a perception of high work control. Linear patterns were associated with extrinsic goals and a perception of work as difficult, and random patterns were linked to high flexibility at work.

  9. [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.

  10. THE CONTRIBUTION OF TEACHERS’ PERSONAL RELATIONSHIP AND THEIR PERCEPTION OF SUPERVISION IMPLEMENTATION TOWARD WORK ACHIEVEMENT MOTIVATION

    Directory of Open Access Journals (Sweden)

    Fitriadi Lubis

    2018-04-01

    Full Text Available The purpose of this research is to examine the relationship between teachers’ interpersonal relationship and their perception about supervision implementation and their contribution toward their work achievement motivation. The data were obtained from 55 teachers as the sample by stratified proportional random sampling. The data were analyzed by means of correlation and multiple regression technique. The results of this study show that the contribution of interpersonal relationship variable was 28% to work achievement. Meanwhile, the teachers’ perception of supervision implementation variable contributes 17% to work achievement motivation variable. The contribution of the two dependent variables was 41% to work achievement motivation variable.

  11. The Impact of Work-Life Balance on the Commitment and Motivation of Nigerian Women Employees

    OpenAIRE

    Uzoechi NWAGBARA

    2012-01-01

    This study borders on motivating female employees in Nigerian organisations in order to widen possibilities for business growth, high performance and organisational commitment. It is also about the impacts of work-life balance (WLB) on the commitment and motivation of women employees in Nigeria. Thus, the main thrust of this paper is to articulate how WLB affects these variables: women’s commitment and motivation in bringing about better organisational performance particularly at the turn of ...

  12. 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.

  13. Vulnerability and Resilience: Working Lives and Motivation of Four Novice EFL Secondary School Teachers in Japan

    Science.gov (United States)

    Kumazawa, Masako

    2011-01-01

    This study is a longitudinal, qualitative, interpretive inquiry into the work motivation of four novice EFL teachers at public secondary schools in Japan. I employed constructivism as my philosophical framework and narrative inquiry as my primary methodological tool, and attempted to capture the four young teachers' changing motivation as embedded…

  14. 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…

  15. 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…

  16. Authenticity at Work: Its Relations with Worker Motivation and Well-being

    NARCIS (Netherlands)

    van den Bosch, Ralph; Taris, T.W.

    Drawing on Self-Determination Theory (SDT; Deci et al., 2017), this study examines the associations between authenticity at work, motivation and well-being, assuming that motivation would at least partly mediate the association between authenticty and well-being. Since authentic behavior refers to

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

    NARCIS (Netherlands)

    de Hoogh, A.H.B.; den Hartog, D.N.; Koopman, P.L.; Thierry, Hk.; van den Berg, P.T.; van der Weide, J.G.; Wilderom, C.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

  18. 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

  19. 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.

  20. Examining the Matthew effect on the motivation and ability to stay at work after heart disease.

    Science.gov (United States)

    Meland, Eivind; Grønhaug, Siri; Oystese, Kristin; Mildestvedt, Thomas

    2011-07-01

    Cardiac rehabilitation should safeguard that socioeconomic factors or other differences that affect people's cardiovascular health are not further aggravated after healthcare treatment. The study examines whether socioeconomic status, emotional problems, or the severity of disease affect people's ability to continue to work after heart disease. We also examined if these effects can be explained by differences in motivational factors. 217 patients (41 women) from the Krokeide Rehabilitation Centre in Bergen participated. Multiple linear regression analysis was used to examine motivational differences, and logistic regression analysis was used to examine whether socioeconomic factors or other differences affected people's ability to continue to work after heart disease. Self-efficacy for future work strongly impacted the likelihood of being incapacitated for work during the 2-year follow-up. The household's total income and emotional problems were statistically significant related to patients dropping out from work in the course of the observation. The association between emotional problems and future work was mediated by motivational problems. The relation between income and future incapacity for work could not be explained by motivational factors. The study shows a clear Matthew effect on people's ability to continue to work after heart disease as low-income groups and people with emotional problems are more at risk of dropping out of work. This Matthew effect was, however, only explained by the motivational difficulties for the association between emotional distress and dropping out of work and not for the impact of household income on the likelihood of leaving work.

  1. Work Change in Multiple Sclerosis as Motivated by the Pursuit of Illness-Work-Life Balance: A Qualitative Study

    OpenAIRE

    Vijayasingham, Lavanya; Jogulu, Uma; Allotey, Pascale

    2017-01-01

    Individuals with multiple sclerosis have a tendency to make early decisions for work change, even in reversible, episodic, or mild disease stages. To better understand how a multiple sclerosis (MS) diagnosis influences perceptions of work and motivations for work changes, we conducted a hermeneutic phenomenology study to explore the work lives of ten individuals with MS in Malaysia. The interpretive analysis and cumulative narratives depict an overarching change in their concept of ideal work...

  2. An Investigation of Iranian Pharmacists and Pharmacy Staff Work Motivation through Different Job Characteristics

    Directory of Open Access Journals (Sweden)

    Armaghan Eslami

    2017-09-01

    Full Text Available Background: the Employees’ motivation is a very important part of management, both practically and theoretically. Motivation has been regarded as an indispensable part of performance, and structural element for management practice theories. The most important factor of the health care system is its workforce. They possess the highest impact on the input of health care system. Also they are one of the main determinant key of their efficacy and performance is their motivation. Although Motivated and qualified staff is the critical element for health care system performance, it is one of the hardest goal to reach due to health care complexity.Method: the Sample consisted of 326 men and women pharmacists and pharmacy staff, which are 155 women and 81 men. Wright (2004 work motivation 6-item scale were used to asses pharmacists and pharmacy staff work motivation. Data were analyzed by One-way ANOVA test method.Results: the results indicated that there is no significant difference in pharmacists and pharmacy staff work motivation according to their gender, education, job, job location and income.Conclusion: income, Location of job, Job, education might be considered as the hygiene factors. Other intrinsic or socio-cultural factor might be motivators for pharmacists and pharmacy staff.

  3. 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.

  4. 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

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

    NARCIS (Netherlands)

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

    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

  6. [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

  7. 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.…

  8. Wonderful and Woeful Work: Incentives, Selection, Turnover, and Workers’ Motivation

    NARCIS (Netherlands)

    J. Delfgaauw (Josse)

    2007-01-01

    textabstractThe starting point of this thesis has been the premise that people not solely work for money, and that working is not an altogether dreadful experience. Although many people will agreewith thisstatement, economic models of human behaviour at the workplace often assume exactly the

  9. 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.

  10. Performance, motivation and immersion within a suite of working memory games

    OpenAIRE

    Karlsen, Hanne Fagerjord

    2014-01-01

    Almost 20% of Norwegian children and youth struggle with behavioural and cognitive disability. Working memory deficiency is especially common among children with ADHD. Recent advances in developmental psychology suggest that people with ADHD might benefit from games designed to train working memory abilities. The motivating factor from computer games can be especially strong to those with ADHD, as they respond strongly to motivational reinforcement. This thesis investigates performance, ...

  11. Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals

    OpenAIRE

    Dysvik, Anders; Kuvaas, Bård

    2013-01-01

    This is the accepted, refereed and final manuscript to the article This research explored the roles of intrinsic and extrinsic motivation and the 2 x 2 model of achievement goals as predictors of increased work effort. 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 intrinsic motivation and increased work effort was more positive for employees with h...

  12. 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...

  13. 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.

  14. 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.

  15. HUMAN RESOURCES EMPOWERMENT, WORKING MOTIVATION AND ORGANIZATION CHANGE IN IMPROVING HOTEL BUSINESS PERFORMANCE IN BALI

    Directory of Open Access Journals (Sweden)

    Gusti Kade Sutawa

    2016-03-01

    Full Text Available This study aims to test and analyze impact of human resource development on working motivation of hotel business workers in Bali, impact of human resource development on organizational changes of hotel business in Bali, impact of human resource development on the performance of hotel business in Bali, impact of working motivation against organizational changes in hotel business in Bali, impact of working motivation on the organizations performance of the hotel business in Bali, and impact of organizational changes against organizations performance of the hotel business in Bali. There were 170 respondents of star-rated hotel employees which were selected through purposive sampling technique. Structural Equation Modeling with the application Analysis of Moment Structure was used to analyze the data. The results show that empowerment of human resources (HR has positive and significant impact on working motivation, organizational changes, and the organization performance of hotel business in Bali, working motivation has positive and significant impact on organizational changes and the organization performance of hotel business in Bali and organizational changes have significant and positive impact on the organization performance of hotel business in Bali. Empowerment variables have the most powerful impact to support the improvement of organizational performance, followed by organizational changes and working motivation variables. The results indicate that human resource empowerment improves the performance of the hotel business in Bali. Therefore, human resource development need to be prioritized in order to improve organizational performance of star hotels in Bali.

  16. 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.

  17. THE EFFECT OF COMPENSATION, LEADERSHIP AND ORGANIZATIONAL CULTURE THROUGH WORK MOTIVATION ON EMPLOYEE PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Djoko Setyo Widodo

    2017-12-01

    Full Text Available This study aims to examine the effect of compensation, leadership and organizational culture through work motivation on employee performance. This study uses a quantitative method by distributing questionnaires to employees in the conventional banking environment in Bekasi. The research sample is determined by simple random sampling and the technique analysis is SEM analysis with AMOS ver. 21. This study shows positive and significant results partially from the effect of variable compensation, leadership, organizational culture and motivation on employee performance. On the other hand, the study also find that organizational culture has no effect on work motivation. Based on the results of this study conclude that all hypothesis are supported but one hypotheses that examine the influence of organizational culture has no effect on work motivation.

  18. 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.

  19. Motives of Volunteering and Values of Work among Higher Education Students

    Science.gov (United States)

    Bocsi, Veronika; Fényes, Hajnalka; Markos, Valéria

    2017-01-01

    In this article, the motives for voluntary work and work values in higher education contexts are examined in a cross-border region in Central Eastern Europe. Our goal is to find out what kind of relationship exists between different types of volunteering and work values among young people. In the theoretical section, we deal with the definition of…

  20. 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…

  1. The effect of motivation on working memory: an fMRI and SEM study.

    Science.gov (United States)

    Szatkowska, Iwona; Bogorodzki, Piotr; Wolak, Tomasz; Marchewka, Artur; Szeszkowski, Wojciech

    2008-09-01

    This study investigated the effective connectivity between prefrontal regions of human brain supporting motivational influence on working memory. Functional magnetic resonance imaging (fMRI) and structural equation modeling (SEM) were used to examine the interaction between the lateral orbitofrontal (OFC), medial OFC, and dorsolateral prefrontal (DLPFC) regions in the left and right hemisphere during performance of the verbal 2-back working memory task under two reinforcement conditions. The "low-motivation" condition was not associated with monetary reinforcement, while the "high-motivation" condition involved the probability of winning a certain amount of money. In the "low-motivation" condition, the OFC regions in both hemispheres positively influenced the left DLPFC activity. In the "high-motivation" condition, the connectivity in the network including the right OFC regions and left DLPFC changed from positive to negative, whereas the positive connectivity in the network composed of the left OFC and left DLPFC became slightly enhanced compared with the "low-motivation" condition. However, only the connection between the right lateral OFC and left DLPFC showed a significant condition-dependent change in the strength of influence conveyed through the pathway. This change appears to be the functional correlate of motivational influence on verbal working memory.

  2. Relationships between work-related characteristics, needs satisfaction, motivation and mental health in midwifery students.

    Science.gov (United States)

    Ferrand, Claude; Courtois, Robert; Martinent, Guillaume; Rivière, Michèle; Rusch, Emmanuel

    2017-07-01

    The present study examined the relationships between work-related characteristics in internships, psychological needs satisfaction, motivation and mental health using a partial least squares path modeling. Midwifery students (N = 214; M age = 22.8 years) from three French schools completed different questionnaires online. Results showed (1) the importance of work resources (work control and social support) as protective factors of psychological needs satisfaction; and (2) the role of competence need satisfaction through motivation in the relationships between work resources and mental health. Midwifery schools should pay more attention to these two results, and take them into account in midwifery students' training.

  3. 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...

  4. 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.

  5. 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.

  6. 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

    for implicit achievement). As a test of these theoretical ideas, we report a study in which employees (N = 241) filled out a questionnaire booklet and worked on an improved modern implicit motive measure, the operant motive test. Their supervisors rated their task and contextual performance. Results support 4...... apply these ideas in the context of industrial and organizational psychology and propose that 2 explicit traits work as channels for the expression of 3 core implicit motives in task and contextual job performance (extraversion for implicit affiliation and implicit power; explicit achievement...... of the 6 theoretical predictions and show that interactions between implicit motives and explicit traits increase the explained criterion variance in both task and contextual performance....

  7. 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.

  8. Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation.

    Science.gov (United States)

    Steinbauer, Robert; Renn, Robert W; Chen, H Shawna; Rhew, Nicholas

    2018-01-08

    Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications.

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

    Science.gov (United States)

    Grujičić, Maja; Jovičić-Bata, Jelena; Rađen, Slavica; Novaković, Budimka; Šipetić-Grujičić, Sandra

    2016-08-01

    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. 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. 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. 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.

  11. 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.

  12. Work motivation and organizational climate in telecommunication companies from an organizational behaviour view point

    OpenAIRE

    Chaparro Espitia, Leovany

    2011-01-01

    The present study arose from a research carried out in Bogotá's telecommunications sector, which was orientated towards describing and comparing motivational factors and their relationship to the organizational climate concerning employees from both a public and a private company. The results were analysed by comparing the means from different motivational factors and work climate dimensions regarding some demographic variables. These served as a point of comparison, contrast or affinity for ...

  13. 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.

  14. In depth analysis of motivational factors at work in the health industry.

    Science.gov (United States)

    Bajwa, Sukhminder Jit Singh; Virdi, Sandeep Singh; Bajwa, Sukhwinder Kaur; Ghai, Gagandeep Kaur; Singh, Kamaljit; Rana, Chandeep Singh; Singh, J P; Raj, Sahil; Puri, Anju

    2010-01-01

    Motivation of health workers is necessary to generate the organizational commitment towards the patients and the hospital and therefore the knowledge about what motivates and satisfies them is very essential.The aim of the project was to investigate and analyze the various factors that help in motivation of the health workers while performing their clinical duties in the hospital. A simple random study was conducted among 100 employees of our institute, which included doctors, staff nurses and paramedical staff. One hundred employees from Gian Sagar Institute were chosen randomly for the purpose of our study. All the employees were enquired by the questionnaire method as well as by individual interviews regarding the various motivating and demotivating factors at the work place. Detailed enquiries were performed regarding the various aspects concerning the job factors and work satisfaction. All the answers and findings were observed and recorded. Simple non-parametric tests like mean, percentages and chi square tests were employed to analyze the data.The demographic profile of all the employees showed only minor differences which were statistically non-significant. Skills, task identity, task significance, autonomy, feedback, environment, job security and compensation were observed to be the important factors for the motivation of employees. The depth and the extent to which these factors were studied at work in the hospital showed remarkable differences. All the factors studied in this project are essential basis for organizational commitment, but feedback represents the factor with the highest motivation potential especially among the younger population.

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

    Science.gov (United States)

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

    2008-10-04

    To determine gender differences in career motivation and the effect of a family friendly work environment. Cross-sectional pilot investigation. A web survey among male and female doctors (n = 107; 72 women and 35 men) in different specialties, including surgical, internal medicine and general practitioners, was used to gather information on different dimensions of career motivation and perceptions of the family friendliness of the work environment. Differences were analysed by means of t-tests and regression analyses. Male doctors had higher scores on career identity and on career planning than female doctors. However, male and female doctors did not differ in their willingness to achieve top positions. Female doctors were more determined concerning their career goals than their male counterparts. The family friendliness of the work environment had an overall positive effect on career motivation for both male and female doctors. However, a family friendly work environment had a negative effect on the career identity of male doctors. For male and female doctors alike, support to achieve career goals and elimination of career barriers lead to increased career identity. Male and female doctors differed in certain dimensions of career motivation. Offering support for career goals and taking away career barriers leads to a higher career motivation than offering a family friendly work environment.

  16. 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,…

  17. 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.

  18. 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…

  19. 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

  20. 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.

  1. 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.

  2. 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.

  3. 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.

  4. Motivation enhances visual working memory capacity through the modulation of central cognitive processes.

    Science.gov (United States)

    Sanada, Motoyuki; Ikeda, Koki; Kimura, Kenta; Hasegawa, Toshikazu

    2013-09-01

    Motivation is well known to enhance working memory (WM) capacity, but the mechanism underlying this effect remains unclear. The WM process can be divided into encoding, maintenance, and retrieval, and in a change detection visual WM paradigm, the encoding and retrieval processes can be subdivided into perceptual and central processing. To clarify which of these segments are most influenced by motivation, we measured ERPs in a change detection task with differential monetary rewards. The results showed that the enhancement of WM capacity under high motivation was accompanied by modulations of late central components but not those reflecting attentional control on perceptual inputs across all stages of WM. We conclude that the "state-dependent" shift of motivation impacted the central, rather than the perceptual functions in order to achieve better behavioral performances. Copyright © 2013 Society for Psychophysiological Research.

  5. 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

    on the theory of expectancy-value and on the operationalisation used when the model was first developed. Data for the analysis were collected from a sample of seven informants working as consultants in Danish municipalities. Each participant filled out a questionnaire, kept a log book for a week...... for interpersonal and internal sources increased when the task had high-value motivation or low-expectancy motivation or both. Research limitations/implications: The study is based on a relatively small sample and considers only one motivation theory. This should be addressed in future research along...... with a broadening of the studied group to involve other professions than municipality consultants. Originality/value: Motivational theories from the field of psychology have been used sparsely in studies of information seeking. This study operationalises and verifies such a theory based on a theoretical adaptation...

  6. Factors that motivate young pharmacists to work in rural communities in the Ukraine.

    Science.gov (United States)

    Anzenberger, Peter; Popov, Sergey B; Ostermann, Herwig

    2011-01-01

    A number of identified factors can influence clinicians' location of practice decisions; however, little is known about the location decisions of pharmacists. In general, males are more likely to work in rural and remote regions, and students with a rural background are more likely to work in rural communities after graduation. In the Ukraine, pharmaceutical health care is important because a patient's first visit is often to the pharmacy, rather than to a GP. This study sought to understand what motivates Ukraine pharmacy students to practice in rural areas. The first part of the study used a quantitative design with questionnaires based on Füglistaller's model for measuring the motivation of entrepreneurs, because working in a rural Ukraine pharmacy means, in most cases, operating a privately owned pharmacy. The second part was qualitative to verify these results. The students' motivation to work in rural areas after graduation depended on their sex and place of birth, but this was not decisive. More influential were the factors that motivate operating a privately owned pharmacy. Within the group that considered working in a privately owned pharmacy in a rural community, motivation was more intrinsic (eg enjoys helping people), while negative factors were more external (eg financial risk). Students from the National University of Pharmacy in Kharkiv comprise the majority of pharmacists in the Ukraine. They are interested in working in a rural area as long as opportunities align with their individual expectations. The two main factors found that would supply more young graduates to rural areas were: (1) improving rural living conditions; and (2) fostering the mental attitude required for operating a private pharmacy. In addition, decreasing related bureaucracy, and increasing financial and fiscal grants may enhance medical and pharmaceutical health care in rural communities of the Ukraine.Key words: graduate pharmacists, living conditions, motivation, privately

  7. THE INFLUENCE OF ORGANIZATIONAL CLIMATE, TRANSFORMATIONAL LEADERSHIP, AND WORK MOTIVATION ON TEACHER JOB PERFORMANCE

    Directory of Open Access Journals (Sweden)

    K. Kartini

    2017-07-01

    Full Text Available This research aimed at investigating the influence of organizational climate, transformational leadership, and work motivation on teacher job performance at Pondok Modern Tazakka, Batang - Central Java.The research using a quantitative approach with survey method. Amount of the samples in this research are 55 teachers that selected randomly. The data were analyzed by using descriptive statistics and inferential statistic using path analysis. (1 organizational climate have positive direct effect on teacher performance with path coefficient (py1 = 0,257 and t-count 2,963> t-table 1,684; (2 transformational leadership have positive direct effect on teacher performance with path coefficient (py2 = 0,489 and t-count 5,164> t-table 1,684, (3 work motivation have positive direct effect to teacher performance with path coefficient (py3 = 0,261 and t count 2,42> t-table 1,684, (4 organizational climate have positive direct effect (p31 = 0.391 and t-count 3.990> t-table 1.684, and (5 transformational leadership have a direct positive effect on work motivation with path coefficient (p32 = 0.526 and t-count 5,376> t- table 1,684. The Conclusion is organizational climate, transformational leadership, and work motivation have a direct effect on teacher job performance. Organizational climate and transformational leadership also have a direct effect on teacher work motivation. Therefore to improve teacher job performance, organizational climate, transformational leadership, and work motivation must be considered to be improved.

  8. The Influence of Working Environment Conditions, Compensation and Career Development on Employees’ Working Motivation at an Indonesian Bank

    OpenAIRE

    SUPRANOWO

    2017-01-01

    This research aims to understand and analyse the influence of working environment conditions and career development towards the improvement of employees’ working motivation. This research is conducted at the Bank Rakyat Indonesia (Persero) Ltd. Tulungagung Jawa Timur Office Branch. The sample amount counted by census technique and acquired 91 responses. The sampling method used was census technique. The data collection instrument is a questionnaire which is analysed by path analysis. Findings...

  9. Work Change in Multiple Sclerosis as Motivated by the Pursuit of Illness-Work-Life Balance: A Qualitative Study

    Directory of Open Access Journals (Sweden)

    Lavanya Vijayasingham

    2017-01-01

    Full Text Available Individuals with multiple sclerosis have a tendency to make early decisions for work change, even in reversible, episodic, or mild disease stages. To better understand how a multiple sclerosis (MS diagnosis influences perceptions of work and motivations for work changes, we conducted a hermeneutic phenomenology study to explore the work lives of ten individuals with MS in Malaysia. The interpretive analysis and cumulative narratives depict an overarching change in their concept of ideal work and life aspirations and how participants make preemptive work changes to manage illness-work-life futures in subjectively meaningful ways. Discussions on their integrated pursuit of finding dynamic and subjective illness-work-life balance include reconciling the problem of hard work and stress on disease activity and progress, making positive lifestyle changes as health management behaviour, and the motivational influence of their own life and family roles: the consideration of their spouses, parents, and children. At an action level, work change was seen as moral and necessary for the management of illness futures. Our findings contribute insights on how individual perceptions and holistic life management decisions contribute to on-going and disrupted work trajectories, which can inform practice and policy on early interventions to support continued employment.

  10. Work Change in Multiple Sclerosis as Motivated by the Pursuit of Illness-Work-Life Balance: A Qualitative Study.

    Science.gov (United States)

    Vijayasingham, Lavanya; Jogulu, Uma; Allotey, Pascale

    2017-01-01

    Individuals with multiple sclerosis have a tendency to make early decisions for work change, even in reversible, episodic, or mild disease stages. To better understand how a multiple sclerosis (MS) diagnosis influences perceptions of work and motivations for work changes, we conducted a hermeneutic phenomenology study to explore the work lives of ten individuals with MS in Malaysia. The interpretive analysis and cumulative narratives depict an overarching change in their concept of ideal work and life aspirations and how participants make preemptive work changes to manage illness-work-life futures in subjectively meaningful ways. Discussions on their integrated pursuit of finding dynamic and subjective illness-work-life balance include reconciling the problem of hard work and stress on disease activity and progress, making positive lifestyle changes as health management behaviour, and the motivational influence of their own life and family roles: the consideration of their spouses, parents, and children. At an action level, work change was seen as moral and necessary for the management of illness futures. Our findings contribute insights on how individual perceptions and holistic life management decisions contribute to on-going and disrupted work trajectories, which can inform practice and policy on early interventions to support continued employment.

  11. Employment and Work Motivation in the Information Economy: Transformation and Interrelation

    Directory of Open Access Journals (Sweden)

    Azmuk Nadiya A.

    2017-12-01

    Full Text Available The aim of the article is to study and systematize the trends in the transformation of employment and work motivation in the information economy. As a result of the study, the main trends in the transformation of employment in the information economy are identified. The interrelation between the transformation of employment and work motivation is substantiated. A comparative analysis of the main elements of the motivational model in the traditional and information economy is carried out. A new form of interaction between remote digital workers in distributed teams is explored. A new element of the digital labor market – artificial intelligence – is characterized and its role and place in it is defined. Attention is focused on changing the role of artificial intelligence from the labor market object to its subject. There proposed the author’s definition of the concept “employment in the information economy”, which is based on the change in the essential characteristics of employment under the influence of the development of digital technologies. The interrelation between the transformation of employment and work motivation is substantiated. A comparative analysis of the main elements of the motivational model in the traditional and information economy is carried out. A new form of interaction between remote digital workers in distributed teams is explored.

  12. 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.

  13. Are intrinsic motivational factors of work associated with functional incapacity similarly regardless of the country?

    Science.gov (United States)

    Väänänen, A; Pahkin, K; Huuhtanen, P; Kivimäki, M; Vahtera, J; Theorell, T; Kalimo, R

    2005-10-01

    Many psychosocial models of wellbeing at work emphasise the role of intrinsic motivational factors such as job autonomy, job complexity, and innovativeness. However, little is known about whether the employees of multinational enterprises differ from country to country with regard to intrinsic motivational factors, and whether these factors are associated with wellbeing similarly in the different countries. The purpose of this study was to examine the level of intrinsic motivational factors and their impact on functional incapacity in different countries in a multinational corporation. In 2000, data were collected from a globally operating corporation with a questionnaire survey. The participants were 13 795 employees (response rate 59%; 56% under age 45; 80% men; 61% blue collar employees), who worked in similar industrial occupations in five countries (Canada, China, Finland, France, and Sweden). The Chinese employees reported higher autonomy and lower complexity at work than the employees from the other countries. After adjustment for age, sex, socioeconomic status, and physical work environment, job autonomy, and job complexity at work were associated with functional incapacity in most countries, whereas in China the impact was significantly stronger. In Finland and in China employees with low innovativeness at work were more prone to functional incapacity than corresponding employees in other countries. The level of intrinsic motivational factors varied between the Chinese employees and those in other countries. In line with theoretical notions, the relation between intrinsic motivational factors of work and functional incapacity followed a similar pattern in the different countries. However, these country specific results show that a culture specific approach to employee wellbeing should also be applied.

  14. 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.

  15. THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT ON THE PERFORMANCE OF EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Muchtar Muchtar

    2016-03-01

    Full Text Available Abstract.This  aims to determine the factors that affect the performance of employees of the University PGRI RonggolaweTuban. These factors are motivation and work environment. Employees who have a high motivation to work will have a positive impact for the organization, so as to achieve organizational goals. Hypothesis testing is done by spreading the questionnaire as many as 52 employees of the University PGRI RonggolaweTuban. Analysis using multiple linear regression analysis. Results of testing the hypothesis that the value F = 4,312; and p = 0.019 (p 0.05, meaning that work motivation has no significant effect on employee performance. On the environment variable obtained value t = 2,376; and p = 0.021 (p <0.05, which means that the working environment have a significant effect on employee performance. R2 = 0.115 shows that simultaneously motivated and able to contribute to the environmental performance of 11.5% on the employees of the University of PGRI RonggolaweTuban..

  16. Reviewing the Role of Cognitive Load, Expertise Level, Motivation, and Unconscious Processing in Working Memory Performance

    Science.gov (United States)

    Kuldas, Seffetullah; Hashim, Shahabuddin; Ismail, Hairul Nizam; Abu Bakar, Zainudin

    2015-01-01

    Human cognitive capacity is unavailable for conscious processing of every amount of instructional messages. Aligning an instructional design with learner expertise level would allow better use of available working memory capacity in a cognitive learning task. Motivating students to learn consciously is also an essential determinant of the capacity…

  17. Are training and transfer effects of working memory updating training modulated by achievement motivation?

    NARCIS (Netherlands)

    Zhao, X.; Xu, Y.; Fu, J.; Maes, J.H.R.

    2018-01-01

    Previous studies examining effects of working memory (WM) updating training revealed mixed results. One factor that might modulate training gains, and possibly also transfer of those gains to non-trained cognitive tasks, is achievement motivation. In the present Studies 1 and 2, students with either

  18. [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

  19. What are people looking for? : personality traits and importance of work motivation factors

    NARCIS (Netherlands)

    Bipp, T.

    2008-01-01

    Based on two different work motivation theories, the relationships between personality traits (Big Five, CSE: core self-evaluation) and the importance of various job aspects was investigated. In Study I (N=118), graduates with high scores on Openness to experience and Agreeableness placed emphasis

  20. 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…

  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. 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…

  3. 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…

  4. Motivating Students through Awareness of the Natural Correlation between College Learning and Corporate Work Settings

    Science.gov (United States)

    D'Aloisio, Anna

    2006-01-01

    This article argues that college students can be motivated to be active participants in their own education if made aware of the direct correlation between college learning and corporate work settings. Students can be shown that through the natural course of college learning, they are acquiring valuable core skills or transferable competencies…

  5. 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…

  6. Organizational Citizenship Behavior and Work Motivation as Correlates of Psychological Capital among Public and Private School Teachers

    OpenAIRE

    Nazirul Hasnain; Zuby Hasan; Sehal Chorath

    2017-01-01

    Background: The components of Psychological capital as well as Organizational citizenship behavior and Work motivation are so influential for an individual especially for their performance in organizational setting. Aims: The main objectives of the study were: (1) to study the contributions of organizational citizenship behavior and work motivation in psycap of public school teachers; (2) to study the contributions of organizational citizenship behavior and work motivation in psycap of privat...

  7. In depth analysis of motivational factors at work in the health industry

    Directory of Open Access Journals (Sweden)

    Sukhminder Jit Singh Bajwa

    2010-01-01

    Full Text Available Background: Motivation of health workers is necessary to generate the organizational commitment towards the patients and the hospital and therefore the knowledge about what motivates and satisfies them is very essential.The aim of the project was to investigate and analyze the various factors that help in motivation of the health workers while performing their clinical duties in the hospital. Materials and Methods: A simple random study was conducted among 100 employees of our institute, which included doctors, staff nurses and paramedical staff. One hundred employees from Gian Sagar Institute were chosen randomly for the purpose of our study. All the employees were enquired by the questionnaire method as well as by individual interviews regarding the various motivating and demotivating factors at the work place. Detailed enquiries were performed regarding the various aspects concerning the job factors and work satisfaction. All the answers and findings were observed and recorded. Results: Statistical Analysis Used: Simple non-parametric tests like mean, percentages and chi square tests were employed to analyze the data.The demographic profile of all the employees showed only minor differences which were statistically non-significant. Skills, task identity, task significance, autonomy, feedback, environment, job security and compensation were observed to be the important factors for the motivation of employees. The depth and the extent to which these factors were studied at work in the hospital showed remarkable differences. Conclusion: All the factors studied in this project are essential basis for organizational commitment, but feedback represents the factor with the highest motivation potential especially among the younger population.

  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. Exploring work motivation: The case of a government-owned and controlled corporation in Davao City Philippines

    Directory of Open Access Journals (Sweden)

    Edjan S. Parreño

    2016-12-01

    Full Text Available This paper argues that employee motivation come from both extrinsic and intrinsic sources. While there are motivation sources, there are also demotivation sources. This study is anchored on SelfDetermination theory where motivation is discussed to move along a continuum of motivation and demotivation sources based on the degree of self-determination. The study first determined the motivation construct of employees. Further, the characteristics of respondents such as age and sex were used as predictor variable to determine its relationship with the motivation factors. The exploratory factor analysis was used in this study in order to find out the factors that constitute worker motivation. EFA revealed four factors explaining work motivation. These are 1 interest in task at hand, 2 income, 3 drive to compete and 4 Amotivation or the level of demotivation. Ordinal regression was also used because the motivation scales as dependent variables takes on an ordinal form. It revealed that motivation sourced from interest in task at hand and the drive to compete was lesser in age group 30-39. Income, as a source of motivation, was also lower among job order contracts than tenured employees. The lack of motivation to work is higher in male respondents than their female counterparts. Overall motivation was lesser in age group 30-39 and 40-49.

  10. 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 significant. The first interaction showed that the positive correlation between Motivating Potential Score (MPS) and motivation was much stronger for older than for younger employees. So, to remain motivated, older employees seem more in need of intrinsic challenging and fulfilling jobs. The second significant interaction indicated that the positive association between career opportunities and motivation was much stronger for younger employees than for older employees. This means that, especially, younger workers' motivation increases as they are offered more career opportunities. Careful career mentoring by the supervisor as part of an aging policy can contribute to the maintenance of workers of any age.

  11. A qualitative study on the motivation of Turkish EFL teachers working at state universities

    OpenAIRE

    Ölmezer Öztürk, Elçin

    2015-01-01

    Following a qualitative research design, this study examines the motivation of Turkish EFL teachers working at state universities in Turkey. Purposeful sampling was used in the selection of participants and 20 teachers working at different universities participated in the study. The data were collected through semi-structured interviews and daily reflection entries. In the analysis of data, qualitative content analysis scheme of Creswell (2011) was used. The results revealed that ...

  12. The Effect Working Environment, Job Characteristic and Job Motivation to Job Satisfaction at Lecture Jambi Universitas

    OpenAIRE

    Rosmiati, Rosmiati; Ekawarna, Ekawarna; Haryanto, Eddy

    2017-01-01

    The objective of this research is to obtain information on the effect of working environment, job Characteristic and job motivation to job satisfaction. The population of this research is the Lecture Jambi University. The total number of the research sample was 273 Official Member of Lecture Jambi University and they were taken randomly. Data analysis technique was used path analisys with SPSS and LISREL program.The formulation of this research are: 1) Is the work environment (X1) directly in...

  13. Work Environment on Job Satisfaction with mediating effect of Motivation among School Teachers in Lahore, Pakistan

    OpenAIRE

    Hafiz M Imran Saeed; Nadia Nasir

    2017-01-01

    Abstract—This study was aimed to assess the relationship between work environment, motivation and job satisfaction in private school teachers of Lahore, Pakistan. Standardized questionnaires were used to collect the data from 300 private school’s teachers. The data was analyzed through SPSS by using correlation, principle component analysis and multiple regression. The results indicates that there is a positive relationship between work environment and job satisfaction in school teachers. Res...

  14. 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.

  15. Daily variability in working memory is coupled with negative affect: the role of attention and motivation.

    Science.gov (United States)

    Brose, Annette; Schmiedek, Florian; Lövdén, Martin; Lindenberger, Ulman

    2012-06-01

    Across days, individuals experience varying levels of negative affect, control of attention, and motivation. We investigated whether this intraindividual variability was coupled with daily fluctuations in working memory (WM) performance. In 100 days, 101 younger individuals worked on a spatial N-back task and rated negative affect, control of attention, and motivation. Results showed that individuals differed in how reliably WM performance fluctuated across days, and that subjective experiences were primarily linked to performance accuracy. WM performance was lower on days with higher levels of negative affect, reduced control of attention, and reduced task-related motivation. Thus, variables that were found to predict WM in between-subjects designs showed important relationships to WM at the within-person level. In addition, there was shared predictive variance among predictors of WM. Days with increased negative affect and reduced performance were also days with reduced control of attention and reduced motivation to work on tasks. These findings are in line with proposed mechanisms linking negative affect and cognitive performance.

  16. [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.

  17. EFFECTIVE LEADERSHIP AND WORK MOTIVATION IN THE APLICATION OF NURSE THERAPEUTIC COMMUNICATION

    Directory of Open Access Journals (Sweden)

    Farida Farida

    2017-04-01

    Full Text Available Introduction: The objective of this study was to identify effective leadership and the work motivation with the implementation of therapeutic communication, Method: Design used in this study was descriptive design of the correlation with the approach cross sectional study. The population of this study was all of the practising nurse in the in-patient (hospitalized ward at the Dr. Iskak Tulungagung hospital. All datas were taken by using the method of total population of the 98 practising nurses. Result: The result of this study showed that the big proportion of the practising nurses whose ages are less than 30 years old, graduated from Diploma, status are single (unmarried, duration of work was less or same as 6 years, generally never followed a training of communication, whereas effective leadership was in the good category and the category of work motivation wasn’t better. Analysis using chi-square with alpha 0,05 showed that there was relations between the age, old the work, effective leadership and the work motivation and the implementation of therapeutic communication. The marital status and training had not relationship with the implementation of therapeutic communication. Discussion: It is suggested that hospital should encoverage nurse manager to promote therapeutic communication among nurses.

  18. 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.

  19. 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

  20. 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.

  1. 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, &…

  2. 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…

  3. 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

    2016-07-01

    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 JobSatisfaction 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. Keywords: Work engagement, Intrinsic motivation, Job satisfaction

  4. 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.

  5. 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.

  6. 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. © The Author 2017. Published by Oxford University Press.

  7. The new generation of family physicians - career motivation, life goals and work-life balance

    OpenAIRE

    Buddeberg-Fischer, B; Stamm, M; Buddeberg, C; Klaghofer, R

    2008-01-01

    QUESTIONS UNDER STUDY: The present study aimed to investigate the differences between future family physicians, and physicians aspiring to other medical specialities, in terms of sociodemographic factors and variables concerning personality factors, career motivation, career success, importance of life goals and work-life balance; further, the stability in career choice of family physicians from medical school through to residency was evaluated. METHODS: Data reported are from four assessment...

  8. MOTIVATIONAL PROFILES IN PHYSICAL EDUCATION AND THEIR RELATION TO THE THEORY OF PLANNED BEHAVIOR

    Directory of Open Access Journals (Sweden)

    Juan Antonio Moreno-Murcia

    2013-09-01

    Full Text Available 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

  9. 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.

  10. Are training and transfer effects of working memory updating training modulated by achievement motivation?

    Science.gov (United States)

    Zhao, Xin; Xu, Yiwenjie; Fu, Junjun; Maes, Joseph H R

    2018-04-01

    Previous studies examining effects of working memory (WM) updating training revealed mixed results. One factor that might modulate training gains, and possibly also transfer of those gains to non-trained cognitive tasks, is achievement motivation. In the present Studies 1 and 2, students with either a high (HAM) or low (LAM) achievement motivation completed a 14-day visuospatial WM updating training program. In Study 2, the students also performed a set of tasks measuring other executive functions and fluid intelligence prior to and after training. In both studies, the HAM students displayed a larger training gain than the LAM students. Study 2 revealed that after training, both groups showed better performance on the near-transfer but not far-transfer tasks. Importantly, the differential training gain was not associated with better post-training performance for the HAM compared to the LAM students on any of the transfer tasks. These results are taken to support a modulatory role of achievement motivation on WM training benefits, but not on transfer of those benefits to other tasks. Possible reasons for the general improvement on the near-transfer tasks and the absence of a modulatory role of achievement motivation on transfer-task performance are discussed.

  11. Validation Study in the Educational Context of the Portuguese Version of the Multidimensional Work Motivation Scale

    Directory of Open Access Journals (Sweden)

    Lurdes Neves

    2018-06-01

    Full Text Available Abstrac The self-determination theory proposes a multidimensional concept of motivation and distinguishes how different types of motivation can be promoted or discouraged. For the application of the theory of self-determination to the educational context, this study aimed to adapt and validate the Multidimensional Work Motivation Scale (MWMS in the educational context. The scale was answered by 419 teachers from 30 schools from the North and Center of Portugal. Factor analysis indicated that the 19-item scale has the same factor structure as that obtained in the original study. In this study, it was possible to identify that the items that constitute the MWMS are good indicators of constructs to be measured in an educational context and the factors are properly individualized. The scale showed five robust dimensions that permit a broad understanding of motivation, similar to the studies of the original scale. The dimension with the best internal consistency is demotivation, while introjected regulation obtained the lowest coefficient.

  12. ANALISIS PENGARUH GOAL ORIENTATION DAN WORK MOTIVATION TERHADAP WORK ROLE INNOVATION DENGAN SELF-LEADERSHIP SEBAGAI MEDIATOR; STUDI PADA PERUSAHAAN MEDIA (PT. SURYA CITRA TELEVISI)

    OpenAIRE

    Masruroh; Andana Sasriya

    2015-01-01

    This research has an aim to discover an understand the influence of Goal Orientation and Work Motivation against Work Role Innovation through Self-leadership at PT. Surya Citra Televisi. PT. Surya Citra Televisi engaged in TV broadcasting sector. To see the influence of Goal Orientation and Work Motivation against Work Role Innovation through Self-leadership, this research use a quantitative approach where questionaire used to collect data from a total of 150 employees correspondent and the r...

  13. 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.

  14. 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

    2018-01-01

    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.

  15. 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.

  16. Motivating non-core employees : What affects motivation for employees working in a non-core unit?

    OpenAIRE

    Midbeck, Susanne; Nylund, Zebastian

    2011-01-01

    Background: The topical business subject, motivation, is claimed to have a positive correlation with performance, making the subject highly relevant and important for contemporary companies around the world. As capital goods industries are today changing strategies into integrated solution customer offerings, motivation at all units of the value chain is a matter of increasing importance. Being part of an integrated solution strategy, non-core units are contributing to the overall package off...

  17. 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. Copyright © 2011 Wiley Periodicals, Inc.

  18. [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".

  19. 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.

  20. Motivations for health and their associations with lifestyle, work style, health, vitality, and employee productivity.

    Science.gov (United States)

    van Scheppingen, Arjella R; de Vroome, Ernest M M; ten Have, Kristin C J M; Zwetsloot, Gerard I J M; Bos, Ellen H; van Mechelen, Willem

    2014-05-01

    Investigate employees' underlying motivational regulatory styles toward healthy living and their associations with lifestyle, work style, health, vitality, and productivity. Regression analyses on cross-sectional data from Dutch employees (n = 629), obtained as baseline measurement before a workplace health promotion project. Controlled regulation was not associated with smoking and alcohol use, and negatively associated with physical activity, healthy dietary habits, relaxation, and a balanced work style. Autonomous regulation was positively associated with physical activity, healthy dietary habits, and relaxation, and negatively associated with smoking and alcohol use. Healthy lifestyle and work style were associated with perceived health and vitality, which in turn were associated with employees' productivity (absenteeism and presenteeism). Internalization of the value of health is important to promote a healthy lifestyle and work style among employees, and has meaningful business implications.

  1. 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...

  2. 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

  3. THE EFFECT OF QUALITY OF WORK-LIFE AND MOTIVATION ON EMPLOYEE ENGAGEMENT WITH JOB SATISFACTION AS AN INTERVENING VARIABLE

    OpenAIRE

    Endayani F.; Musadieq M.A.; Afrianty T.W.

    2018-01-01

    This study aims to analyze the effect of quality of work-life and work motivation on employee engagement and job satisfaction as an intervening variable. Quality of work-life is the foundation which determines the level of satisfaction and engagement in an organization. Explanatory research with a quantitative approach was conducted on a private university in Malang with 74 respondents. This study uses Path Analysis to examine research data. It is found that the motivation provided by the un...

  4. Investigating the Relationship between Work-Life-Balance and Motivation of the Employees: Evidences from the Local Government of Jakarta

    OpenAIRE

    Oktosatrio, Suhendro

    2018-01-01

    This paper examines the relationship between work-life-balance and employees' motivation in the public sector of Jakarta, Indonesia. Through motivational theories and work-life-balance theories, the conceptual framework is developed to explore research variables. This is a descriptive research following qualitative inductive method. The total sample size for this research is 86 respondents working in the local government of Jakarta. Data was gathered through self-administered survey questionn...

  5. 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.

  6. Feelings about Nursing Assistants that Enhance the Work Motivation of Japanese Registered Nurses and Licensed Practical Nurses.

    Science.gov (United States)

    Kudo, Yasushi; Kono, Keiko; Kume, Ryuko; Matsuhashi, Ayako; Tsutsumi, Akizumi

    Registered nurses and licensed practical nurses have received professional education, but to enhance their work motivation it is necessary to create work environments in which they can concentrate on their jobs as specialists. One of the methods to develop such work environments is to use nursing assistants effectively. We investigated professional nurses' feelings toward nursing assistants and then examined the associations between those feelings and their work motivation. The analyzed subjects were 2,170 female nurses working in 25 hospitals with from 55 to 458 beds. The average age of the respondents was 38.0 (standard deviation, 10.6 years). Factor analyses extracted four factors of professional nurses' feelings toward nursing assistants: 1. knowledge related to healthcare, 2. nursing assistants' attitudes toward work, 3. human relations, and 4. distinguishing between professional nurses' work and nursing assistants' work. Using multiple linear regression analysis, our results revealed that scores of maintaining a high motivation to work thanks to nursing assistants became lower as the ages of the respondents increased. Scores of maintaining a high motivation to work thanks to nursing assistants became higher as professional nurses gained satisfaction from: knowledge related to healthcare, nursing assistants' attitudes toward work, and human relations. Hospital managers should consider these findings to improve working environments in which professional nurses can feel motivated to work.

  7. 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.

  8. Characteristics of training and motivation of physicians working in emergency medicine

    Directory of Open Access Journals (Sweden)

    Gilson Soares Feitosa-Filho

    Full Text Available Summary Introduction: Emergency medicine is an area in which correct decisions often need to be made fast, thus requiring a well-prepared medical team. There is little information regarding the profile of physicians working at emergency departments in Brazil. Objective: To describe general characteristics of training and motivation of physicians working in the emergency departments of medium and large hospitals in Salvador, Brazil. Method: A cross-sectional study with standardized interviews applied to physicians who work in emergency units in 25 medium and large hospitals in Salvador. At least 75% of the professionals at each hospital were interviewed. One hospital refused to participate in the study. Results: A total of 659 physicians were interviewed, with a median age of 34 years (interquartile interval: 29-44 years, 329 (49.9% were female and 96 (14.6% were medical residents working at off hours. The percentage of physicians who had been trained with Basic Life Support, Advanced Cardiovascular Life Support and Advanced Trauma Life Support courses was 5.2, 18.4 and 11.0%, respectively, with a greater frequency of Advanced Cardiovascular Life Support training among younger individuals (23.6% versus 13.9%; p<0.001. Thirteen percent said they were completely satisfied with the activity, while 81.3% expressed a desire to stop working in emergency units in the next 15 years, mentioning stress levels as the main reason. Conclusion: The physicians interviewed had taken few emergency immersion courses. A low motivational level was registered in physicians who work in the emergency departments of medium and large hospitals in Salvador.

  9. 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

  10. 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

  11. Methylphenidate does not enhance visual working memory but benefits motivation in macaque monkeys.

    Science.gov (United States)

    Oemisch, Mariann; Johnston, Kevin; Paré, Martin

    2016-10-01

    Working memory is a limited-capacity cognitive process that retains relevant information temporarily to guide thoughts and behavior. A large body of work has suggested that catecholamines exert a major modulatory influence on cognition, but there is only equivocal evidence of a direct influence on working memory ability, which would be reflected in a dependence on working memory load. Here we tested the contribution of catecholamines to working memory by administering a wide range of acute oral doses of the dopamine and norepinephrine reuptake inhibitor methylphenidate (MPH, 0.1-9 mg/kg) to three female macaque monkeys (Macaca mulatta), whose working memory ability was measured from their performance in a visual sequential comparison task. This task allows the systematic manipulation of working memory load, and we therefore tested the specific hypothesis that MPH modulates performance in a manner that depends on both dose and memory load. We found no evidence of a dose- or memory load-dependent effect of MPH on performance. In contrast, significant effects on measures of motivation were observed. These findings suggest that an acute increase in catecholamines does not seem to affect the retention of visual information per se. As such, these results help delimit the effects of MPH on cognition. Copyright © 2016 Elsevier Ltd. All rights reserved.

  12. Effectiveness Analysis Of “Shangri-la Academy Program” Towards Employees' Working Motivation At Shangri-la Hotel Surabaya

    OpenAIRE

    Fandianto, Lina; Sutanto, Eddy M

    2012-01-01

    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...

  13. Work-related motives and self-esteem in American women.

    Science.gov (United States)

    Bedeian, A G; Touliatos, J

    1978-05-01

    Acknowledging the need for additional research on work-related motives and self-esteem in American women, this study investigated the hypothesis that women with a favorable self-esteem would score high in n Ach, in Pow, and n Auto, whereas women with a less favorable self-esteem would score high in n Aff, n Agg, and n Def. Eighty-five female college students completed Gough and Heilbrun's Adjective Check List and Form B of the Coopersmith Self-Esteem Inventory. Data were analyzed by means of chi square tests in conjunction with the coefficient of association asymmetric lambda. The results indicated that, as predicted, women with a favorable self-esteem scored high in n Ach (p less than .001) and n Pow (p less than .001), while contrary to expectation, they also scored high in n Aff (p less than .05). All other relationships were found to be nonreliable. These findings were interpreted as stressing the importance of the relationship between self-esteem and work-related motives in women.

  14. Working hard for oneself or others: Effects of oxytocin on reward motivation in social anxiety disorder.

    Science.gov (United States)

    Fang, Angela; Treadway, Michael T; Hofmann, Stefan G

    2017-07-01

    There is some evidence to suggest that oxytocin promotes social behavior, especially for disorders characterized by social dysfunction, such as social anxiety disorder (SAD). The goal of this study was to examine the effect of oxytocin on reward motivation in SAD. We tested whether oxytocin promotes prosocial, or antisocial, self-directed decisions, and whether its effects depended on social anxiety severity and attachment. Fifty-two males with SAD received 24 international units of oxytocin or placebo, and completed a reward motivation task that measured willingness to work for self vs. other monetary rewards. Although there was no main drug effect, social anxiety severity moderated the effect of oxytocin. Less socially anxious individuals who received oxytocin worked harder for other vs. own rewards, compared to high socially anxious individuals. Attachment did not moderate this effect. Among people with SAD, oxytocin enhances prosocial behaviors in individuals with relatively lower levels of social anxiety. National Institutes of Health ClinicalTrials.gov Registry #NCT01856530. https://clinicaltrials.gov/ct2/show/NCT01856530?term=oxytocin+pro-social&rank=2. Copyright © 2017 Elsevier B.V. All rights reserved.

  15. 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.

  16. 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

  17. 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.

  18. 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.

  19. The new generation of family physicians--career motivation, life goals and work-life balance.

    Science.gov (United States)

    Buddeberg-Fischer, Barbara; Stamm, Martina; Buddeberg, Claus; Klaghofer, Richard

    2008-05-31

    The present study aimed to investigate the differences between future family physicians, and physicians aspiring to other medical specialities, in terms of sociodemographic factors and variables concerning personality factors, career motivation, career success, importance of life goals and work-life balance; further, the stability in career choice of family physicians from medical school through to residency was evaluated. Data reported are from four assessments of the Swiss physicians' longitudinal career development study, begun in 2001 (T1). At T4, in 2007, 543 residents (76% of the initial sample at T1) completed a questionnaire concerning their personal and professional goals. The difference between family physicians and specialists was studied by multivariate analyses of covariance adjusted for gender. Of the study sample, 84 (17%) decided on family medicine, 66% of them as early as medical school or at the beginning of residency. Compared to specialists, more family physicians are married and more have children. Their intrinsic and extrinsic career motivation is lower, their extraprofessional concerns are greater and they rate their objective and subjective career success lower. The favoured models of work-family and work-life balance respectively are part-time oriented. Future family physicians, both females and males, are less career-oriented. The results suggest that the waning reputation of family medicine and the uncertain development of this medical discipline in the Swiss healthcare system attract less career-oriented applicants. A well-balanced integration of professional and private life is an essential goal for the new generation of doctors; this applies even more to female doctors and family physicians. Considering this trend, the question arises whether the current number of medical school graduates is sufficient to ensure the population's healthcare provision in the future.

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

    Science.gov (United States)

    Jones, Caroline H D; Ogilvie, David

    2012-09-11

    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 (re)assess, 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. 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. 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. 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, particularly for people who live too far from work to walk or cycle the

  1. 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

  2. Media image of sport volunteering during the UEFA Euro 2012™ and the motives for social work and its style of volunteers working in Poznan and in Poland

    Directory of Open Access Journals (Sweden)

    Marek Brdak

    2015-11-01

    Abstract   Background: Volunteering in sport is the most popular and media form of pro-social work in Europe. In Poland, to such activity the conditions are still creating by the largest growth of numbers of institutions active in the public sector in the field of sport, recreation, tourism and hobbies. Interest in volunteering at sport events is increasing, especially among young people. The media image of sport volunteering is adopted by the organizer with chosen promotional strategy. The associated expectations of the participants, their motivation and style of behaving during participation in volunteer project as a consequence are also factors determining the media image of sport volunteering.   Aim: The aim of the study is to compare the style of engaging in social work of their participants and motives of taking that kind of work by volunteers working in Poznan. Material and Method: The analysis included data available on the Internet regarding to organization of volunteer work during the UEFA Euro 2012™ in Poland and Ukraine as well as literature review regarding to the motivation to unpaid work in Poland. The motives of engaging in to volunteering as well as style of that work was compared between groups of participants of volunteering at UEFA Euro 2012™ in Poznan and Poland.   Results: Volunteering at UEFA Euro 2012™ was separated on two areas, sports and urban and was coordinated by different organizers. The convergence between the motivational climate created by organizers of two independent volunteer projects at UEFA Euro 2012™ and motives for social work of its participants is visible. Encouraging volunteers to unpaid work in sport area of tournament by presenting it as a possibility to feel the sports atmosphere was similar to motives and significant more often reported by its volunteers than volunteers working in urban zone. Altruistic motives underlying in social activities significantly more often were reported by volunteers working in

  3. 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.

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

    OpenAIRE

    Monteiro, Danielli Leite Campos; Peñaloza, Verónica; Pinto, Francisco Roberto; Denegri Coria, Marianela del Carmen; Orellana Calderón, Ligia María

    2015-01-01

    Self-determination theory assumes that there are two motivational orientations: intrinsic and extrinsic motivation. Money is a means to different ends, thus considered an external source of motivation, but individuals may also attribute other meanings to it. The aim of this research was to study the relationship between motivational orientation and the attitude towards money in young employees in Brazil. The sample consisted of 163 young workers attending a Business Administration program at ...

  5. 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

  6. 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…

  7. Developing an Extended Model of the Relation between Work Motivation and Health as Affected by the Work Ability as Part of a Corporate Age Management Approach.

    Science.gov (United States)

    Feißel, Annemarie; Peter, Richard; Swart, Enno; March, Stefanie

    2018-04-17

    Due to demographic changes, the employee structure in companies is changing dramatically. It will be necessary to offer employees suitable, age-adequate jobs. As one of its foremost goals, optimized business management strategies must create conditions for guaranteeing a person’s health, work ability, and work motivation. In the context of corporate age management concepts, the literature recommends to retain and integrate older employees in the organization. This paper aims at developing an extended model of the relation between work motivation and health as affected by work ability and at deriving a host of measures that enterprises can apply as part of a corporate age management policy to counteract the impact of demographic changes. The model also takes into consideration factors influencing the relation between work motivation and health as affected by work ability (socio-demographic parameters, occupation, work-related stress). Additionally, the extended model translates the literature-based results into a corporate setting by way of a corporate age management program. The model comprises a process focusing on retaining and promoting work ability in order to maintain or boost work motivation and health. The host of measures presented serves as a basis to preventively counter demographic change on an individual, interpersonal, and structural level.

  8. Developing an Extended Model of the Relation between Work Motivation and Health as Affected by the Work Ability as Part of a Corporate Age Management Approach

    Science.gov (United States)

    Feißel, Annemarie; Peter, Richard; Swart, Enno

    2018-01-01

    Due to demographic changes, the employee structure in companies is changing dramatically. It will be necessary to offer employees suitable, age-adequate jobs. As one of its foremost goals, optimized business management strategies must create conditions for guaranteeing a person’s health, work ability, and work motivation. In the context of corporate age management concepts, the literature recommends to retain and integrate older employees in the organization. This paper aims at developing an extended model of the relation between work motivation and health as affected by work ability and at deriving a host of measures that enterprises can apply as part of a corporate age management policy to counteract the impact of demographic changes. The model also takes into consideration factors influencing the relation between work motivation and health as affected by work ability (socio-demographic parameters, occupation, work-related stress). Additionally, the extended model translates the literature-based results into a corporate setting by way of a corporate age management program. The model comprises a process focusing on retaining and promoting work ability in order to maintain or boost work motivation and health. The host of measures presented serves as a basis to preventively counter demographic change on an individual, interpersonal, and structural level. PMID:29673218

  9. Developing an Extended Model of the Relation between Work Motivation and Health as Affected by the Work Ability as Part of a Corporate Age Management Approach

    Directory of Open Access Journals (Sweden)

    Annemarie Feißel

    2018-04-01

    Full Text Available Due to demographic changes, the employee structure in companies is changing dramatically. It will be necessary to offer employees suitable, age-adequate jobs. As one of its foremost goals, optimized business management strategies must create conditions for guaranteeing a person’s health, work ability, and work motivation. In the context of corporate age management concepts, the literature recommends to retain and integrate older employees in the organization. This paper aims at developing an extended model of the relation between work motivation and health as affected by work ability and at deriving a host of measures that enterprises can apply as part of a corporate age management policy to counteract the impact of demographic changes. The model also takes into consideration factors influencing the relation between work motivation and health as affected by work ability (socio-demographic parameters, occupation, work-related stress. Additionally, the extended model translates the literature-based results into a corporate setting by way of a corporate age management program. The model comprises a process focusing on retaining and promoting work ability in order to maintain or boost work motivation and health. The host of measures presented serves as a basis to preventively counter demographic change on an individual, interpersonal, and structural level.

  10. Do brief alcohol motivational interventions work like we think they do?

    Science.gov (United States)

    Bertholet, Nicolas; Palfai, Tibor; Gaume, Jacques; Daeppen, Jean-Bernard; Saitz, Richard

    2014-03-01

    Questions remain about how brief motivational interventions (BMIs) for unhealthy alcohol use work, and addressing these questions may be important for improving their efficacy. Therefore, we assessed the effects of various characteristics of BMIs on drinking outcomes across 3 randomized controlled trials (RCTs). Audio recordings of 314 BMIs were coded. We used the global rating scales of the Motivational Interviewing Skills Code (MISC) 2.1: counselor's acceptance, empathy, and motivational interviewing (MI) spirit, and patient's self-exploration were rated. MI proficiency was defined as counselor's rating scale scores ≥5. We also used the structure, confrontation, and advice subscale scores of the Therapy Process Rating Scale and the Working Alliance Inventory. We examined these process characteristics in interventions across 1 U.S. RCT of middle-aged medical inpatients with unhealthy alcohol use (n = 124) and 2 Swiss RCTs of young men with binge drinking in a nonclinical setting: Swiss-one (n = 62) and Swiss-two (n = 128). We assessed the associations between these characteristics and drinks/d reported by participants 3 to 6 months after study entry. In all 3 RCTs, mean MISC counselor's rating scales scores were consistent with MI proficiency. In overdispersed Poisson regression models, most BMI characteristics were not significantly associated with drinks/d in follow-up. In the U.S. RCT, confrontation and self-exploration were associated with more drinking. Giving advice was significantly associated with less drinking in the Swiss-one RCT. Contrary to expectations, MI spirit was not consistently associated with drinking across studies. Across different populations and settings, intervention characteristics viewed as central to efficacious BMIs were neither robust nor consistent predictors of drinking outcome. Although there may be alternative reasons why the level of MI processes was not predictive of outcomes in these studies (limited variability in

  11. 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...

  12. To Work More or Less? The Impact of Taxes and Life Satisfaction on the Motivation to Work in Continental and Eastern Europe

    Directory of Open Access Journals (Sweden)

    Orkhan Nadirov

    2017-10-01

    Full Text Available Using country-level data from 2000-2013, we test the relationship between life satisfaction (measured as how people evaluate their life as a whole rather than their current feelings and the motivation to work (measured as aggregate hours of work. Our hypothesis is that even after controlling for average labor income tax rates in countries with high and low average hours worked, there is a significant negative association between the motivation to work and life satisfaction. The main findings of this paper are that the increase in the motivation to work per employee comes at the expense of life satisfaction, and differences in average tax rates on labor income cannot account for differences in time allocation. Once life satisfaction is included, the hypotheses of previous neoclassical economic studies are almost irrelevant in determining the response of market hours to higher average tax rates on labor income. In line with our assumption, we find a negative relationship between life satisfaction and the motivation to work in the cross-country examinations. In countries with the highest hours worked (Hungary, Estonia, wealth is generally preferred to leisure and in countries with the lowest hours worked (France, Germany, leisure is preferred to wealth.

  13. 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…

  14. Great expectations - and what comes of it: The effects of unmet expectations on work motivation and outcomes among newcomers

    NARCIS (Netherlands)

    Taris, T.W.; Feij, J.A.; Capel, S.

    2006-01-01

    Purpose - Examines how the socialization of new employees affects their future work performance, studying the impact of unmet expectations on their later motivation for learning, effort and turnover. Design/methodology/approach - Uses data from the Work Socialization of Youth study, which studied

  15. 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…

  16. 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…

  17. Working Alliance and Stages of Change for Employment: The Intermediary Role of Autonomous Motivation, Outcome Expectancy and Vocational Rehabilitation Engagement.

    Science.gov (United States)

    Iwanaga, Kanako; Chan, Fong; Tansey, Timothy N; Strauser, David; Ritter, Ellen; Bishop, Malachy; Brooks, Jessica

    2018-05-30

    Purpose Working alliance is one of the most important common factors for successful counseling/psychotherapy outcomes. Based on the empirical literature about working alliance, it seems that self-determination and self-efficacy theory (SDT/SET) can potentially be used as a motivational model to explain the relationship between working alliance and vocational rehabilitation (VR) outcomes. The purpose of this study is to evaluate three primary SDT/SET constructs, autonomous motivation, expectancy and engagement, as mediators for the relationship between working alliance and stages of change (SOC) for employment. Methods A serial multiple mediation analysis (SMMA) was computed to evaluate autonomy, outcome expectancy, and VR engagement as mediators of the relationship between working alliance and SOC for employment in a sample of 277 people with chronic illness and disability (CID) receiving services from state VR agencies in the United States. Results The SMMA results indicated that working alliance was positively associated with SOC for employment (total effect), while the direct effect between working alliance and SOC for employment was not significant after controlling for the effects of the mediators, indicating significant mediation effects. The mediation effects were estimates of the indirect effects for working alliance on SOC for employment through (a) autonomous motivation, (b) outcome expectancy, (c) VR engagement, and (d) autonomous motivation, outcome expectancy and VR engagement together. Conclusions The results indicated that a strong working alliance has the benefit of helping consumers develop autonomous motivation to work and increasing their vocational outcome expectancy and engagement in VR services, leading to employment.

  18. Motivational power of future time perspective: Meta-analyses in education, work, and health.

    Directory of Open Access Journals (Sweden)

    Lucija Andre

    Full Text Available Future time perspective (FTP may predict individual attitudes and behaviors. However, FTP research includes different FTP conceptualizations and outcomes which hinder generalizing its findings. To solve the inconsistencies in FTP research and generalize the magnitude of FTP as a driver of motivation and behavior, we conducted the first systematical synthesis of FTP relationships in three crucial life domains. Our meta-analyses of FTP studies in education (k = 28, work (k = 17, and health (k = 32 involved N = 31,558 participants, and used a conceptual model for grouping FTP constructs. To address different outcome types, we applied the Theory of Planned Behavior when coding the studies. FTP relationships with outcomes were small-to-medium, were generalizable across domains, and were strongest when the FTP construct included a mixture of cognition, behavioral intention, and affect and, in education, when the FTP measure was domain specific rather than general. There were cross-cultural differences in FTP-outcome relationships. The strength of the FTP-outcome types relationship varied for attitudes, perceived behavioral control, behavioral intention, and behaviors. The lowest effect sizes were found for FTP predicting actual behaviors in education, work, and health and between FTP and health attitudes. Theoretical implications of the findings and future research directions are discussed.

  19. Tracing a Route and Finding a Shortcut: The Working Memory, Motivational, and Personality Factors Involved

    Directory of Open Access Journals (Sweden)

    Francesca Pazzaglia

    2018-05-01

    Full Text Available Wayfinding (WF is the ability to move around efficiently and find the way from a starting point to a destination. It is a component of spatial navigation, a coordinate and goal-directed movement of one’s self through the environment. In the present study, the relationship between WF tasks (route tracing and shortcut finding and individual factors were explored with the hypothesis that WF tasks would be predicted by different types of cognitive, affective, motivational variables, and personality factors. A group of 116 university students (88 F. were conducted along a route in a virtual environment and then asked first to trace the same route again, and then to find a shortcut between the start and end points. Several instruments assessing visuospatial working memory, mental rotation ability, self-efficacy, spatial anxiety, positive attitude to exploring, and personality traits were administered. The results showed that a latent spatial ability factor (measured with the visuospatial working memory and mental rotations tests – controlled for gender – predicted route-tracing performance, while self-report measures of anxiety, efficacy, and pleasure in exploring, and some personality traits were more likely to predict shortcut-finding performance. We concluded that both personality and cognitive abilities affect WF performance, but differently, depending on the requirements of the task.

  20. Motivational power of future time perspective: Meta-analyses in education, work, and health.

    Science.gov (United States)

    Andre, Lucija; van Vianen, Annelies E M; Peetsma, Thea T D; Oort, Frans J

    2018-01-01

    Future time perspective (FTP) may predict individual attitudes and behaviors. However, FTP research includes different FTP conceptualizations and outcomes which hinder generalizing its findings. To solve the inconsistencies in FTP research and generalize the magnitude of FTP as a driver of motivation and behavior, we conducted the first systematical synthesis of FTP relationships in three crucial life domains. Our meta-analyses of FTP studies in education (k = 28), work (k = 17), and health (k = 32) involved N = 31,558 participants, and used a conceptual model for grouping FTP constructs. To address different outcome types, we applied the Theory of Planned Behavior when coding the studies. FTP relationships with outcomes were small-to-medium, were generalizable across domains, and were strongest when the FTP construct included a mixture of cognition, behavioral intention, and affect and, in education, when the FTP measure was domain specific rather than general. There were cross-cultural differences in FTP-outcome relationships. The strength of the FTP-outcome types relationship varied for attitudes, perceived behavioral control, behavioral intention, and behaviors. The lowest effect sizes were found for FTP predicting actual behaviors in education, work, and health and between FTP and health attitudes. Theoretical implications of the findings and future research directions are discussed.

  1. Motivational power of future time perspective: Meta-analyses in education, work, and health

    Science.gov (United States)

    2018-01-01

    Future time perspective (FTP) may predict individual attitudes and behaviors. However, FTP research includes different FTP conceptualizations and outcomes which hinder generalizing its findings. To solve the inconsistencies in FTP research and generalize the magnitude of FTP as a driver of motivation and behavior, we conducted the first systematical synthesis of FTP relationships in three crucial life domains. Our meta-analyses of FTP studies in education (k = 28), work (k = 17), and health (k = 32) involved N = 31,558 participants, and used a conceptual model for grouping FTP constructs. To address different outcome types, we applied the Theory of Planned Behavior when coding the studies. FTP relationships with outcomes were small-to-medium, were generalizable across domains, and were strongest when the FTP construct included a mixture of cognition, behavioral intention, and affect and, in education, when the FTP measure was domain specific rather than general. There were cross-cultural differences in FTP-outcome relationships. The strength of the FTP-outcome types relationship varied for attitudes, perceived behavioral control, behavioral intention, and behaviors. The lowest effect sizes were found for FTP predicting actual behaviors in education, work, and health and between FTP and health attitudes. Theoretical implications of the findings and future research directions are discussed. PMID:29364917

  2. The role of motivation to work for the increase of efficiency

    OpenAIRE

    Tukhtabaev, J.

    2017-01-01

    In this article, the essence of concepts of workers and their attitude to labour, the motivation of the labour, promoting and influencing on motivations of the mechanism in the enterprises on the market–economic attitudes are theoretically investigated. Also, scientific conclusions and offers of the result of practical research carried out on the improvement of attitudes of labour and motivation of labour for an increase of efficiency of labour are revealed.

  3. Enhancing work motivation for Japanese female nurses in small to medium-sized private hospitals by analyzing job satisfaction.

    Science.gov (United States)

    Kudo, Yasushi; Kido, Shigeri; Shahzad, Machiko Taruzuka; Shida, Kyoko; Satoh, Toshihiko; Aizawa, Yoshiharu

    2010-03-01

    Proper work environments are important for nurses to feel motivated. We examined the associations between work motivation and job satisfaction among Japanese nurses to improve their motivation. In Japan, relatively small and medium-sized private hospitals play a central role in the healthcare industry. In the present study, the subjects were nurses working in 23 small and medium-sized private hospitals that had 65 to 326 beds. We analyzed 1,116 registered and licensed practical female nurses (average age, 38.3 years; standard deviation, 11.3 years). Many nurses with their specialized nursing skills dedicate themselves to patient care. However, many of these nurses may not be interested in contributing to their hospitals. Nurses may have different opinions regarding dedication to patient care and contribution to their hospitals. Therefore, concerning work motivation, we produced these two different items, "Nurses' dedication to patients" and "Nurses' contribution to their hospitals." We also produced our own original new job satisfaction questionnaire. We found 7 facets of job satisfaction: "Work as specialists," "Workplace safety," "Relationships with superiors," "Work-life balance," "Relationships among nurses," "Communications with physicians," and "Salary." Multiple linear regression analyses show that both "Nurses' dedication to patients" and "Nurses' contribution to their hospitals" were significantly associated with "Work as specialists." Nurses feel their jobs of protecting people's lives and health are valuable. They do not feel motivated only by money. They value the intrinsic nature of their jobs. Creating proper work environments is important for nurses to be able to work as specialists.

  4. 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.

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

    OpenAIRE

    Fandianto, Lina; Sutanto, Eddy M.

    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...

  6. 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.

  7. 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.

  8. Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature.

    Science.gov (United States)

    Humphrey, Stephen E; Nahrgang, Jennifer D; Morgeson, Frederick P

    2007-09-01

    The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in subjective performance, 2% in turnover perceptions, 34% in job satisfaction, 24% in organizational commitment, and 26% in role perception outcomes. Beyond motivational characteristics, social characteristics explained incremental variances of 9% of the variance in subjective performance, 24% in turnover intentions, 17% in job satisfaction, 40% in organizational commitment, and 18% in role perception outcomes. Finally, beyond both motivational and social characteristics, work context characteristics explained incremental variances of 4% in job satisfaction and 16% in stress. The results of this study suggest numerous opportunities for the continued development of work design theory and practice. (c) 2007 APA.

  9. Alcohol-related memory associations in positive and negative affect situations: drinking motives, working memory capacity, and prospective drinking.

    Science.gov (United States)

    Salemink, Elske; Wiers, Reinout W

    2014-03-01

    Although studies on explicit alcohol cognitions have identified positive and negative reinforcing drinking motives that are differentially related to drinking indices, such a distinction has received less attention in studies on implicit cognitions. An alcohol-related Word-Sentence Association Task was used to assess implicit alcohol-related memory associations in positive and negative affect situations in 92 participants. Results revealed that enhancement motives were specifically associated with the endorsement of alcohol words in positive affect situations and coping motives were associated with the endorsement of alcohol words in negative affect situations. Furthermore, alcohol associations in positive affect situations predicted prospective alcohol use and number of binges, depending on levels of working memory capacity. The current findings shed more light on the underpinnings of alcohol use and suggest that implicit memory processes and working memory capacity might be important targets for intervention.

  10. Working Memory Training in ADHD: Controlling for Engagement, Motivation, and Expectancy of Improvement (Pilot Study).

    Science.gov (United States)

    Mawjee, Karizma; Woltering, Steven; Lai, Nathan; Gotlieb, Howell; Kronitz, Reena; Tannock, Rosemary

    2017-09-01

    The aim of this study was to evaluate whether a shortened-length session of CogMed Working Memory Training (CWMT) would be a suitable active control group and evaluate study protocol to aid in design refinements for a larger randomized controlled trial (RCT). Thirty-eight post-secondary students diagnosed with ADHD were randomized into 25 sessions of standard (45 min/session) or shortened (15 min/session) CWMT, or into a waitlist control group. There was no significant difference in completion rate or training index score between the standard- and shortened-length groups indicating that both groups showed improvement and put forth good effort during training. Preliminary findings suggest that shorter training sessions may induce similar levels of engagement, motivation, and expectancy of improvement in participants. We conclude that a larger scale RCT that utilizes shortened-length training as an active control group is warranted, but that a few modifications to the study protocol will be required.

  11. 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.

  12. 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

  13. 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.

  14. 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

  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. 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

  17. 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…

  18. Beyond chronological age: examining time and health as age-related mediators in relations to work motives

    NARCIS (Netherlands)

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

    2013-01-01

    Since workforces across the world are aging, researchers and organizations need more insight into how and why occupational well-being, together with work-related attitudes and motivations, change with age. Lifespan theories point to subjective health and future time perspective (i.e. an individual's

  19. 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

  20. 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

  1. Impact of Undergraduate Research Mentorship Affects on Student Desire, Confidence and Motivation to Continue Work in Science

    Science.gov (United States)

    Salm, Ann E.

    2015-01-01

    The quantitative Undergraduate Research Questionnaire (URQ) is used to assess the impact of undergraduate research mentorship affects, such as informal conversations, supportive faculty and/or peer interactions, on student confidence and motivation to continue working, learning or researching in the sciences (Taraban & Logue, 2012). Research…

  2. THE EFFECT OF QUALITY OF WORK-LIFE AND MOTIVATION ON EMPLOYEE ENGAGEMENT WITH JOB SATISFACTION AS AN INTERVENING VARIABLE

    Directory of Open Access Journals (Sweden)

    Endayani F.

    2018-02-01

    Full Text Available This study aims to analyze the effect of quality of work-life and work motivation on employee engagement and job satisfaction as an intervening variable. Quality of work-life is the foundation which determines the level of satisfaction and engagement in an organization. Explanatory research with a quantitative approach was conducted on a private university in Malang with 74 respondents. This study uses Path Analysis to examine research data. It is found that the motivation provided by the university towards the lecturer, such as job security, reward, and spirit, can increase the satisfaction and engagement. Similarly for job satisfaction, the relationship between colleagues and a comfortable working environment can create lecturers' engagement in the institution.

  3. Girls' perceptions of challenging work and the factors that motivate them to engage with challenging work within the selective independent sector

    OpenAIRE

    Hannan, G. V.

    2016-01-01

    This study focuses on the perceptions of challenging work amongst girls in Years 9, 10 and 11 in single-sex schools in the selective independent sector, and of the factors that they perceive motivate them to engage with challenging work. Although many girls in English selective independent schools achieve amongst the highest GCSE and A Level results in the country, some teachers at these schools are concerned that the girls can be uncomfortable when they are encouraged to think for themselves...

  4. 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

  5. Understanding students' motivation in project work: a 2 x 2 achievement goal approach.

    Science.gov (United States)

    Liu, Woon Chia; Wang, C K John; Tan, Oon Seng; Ee, Jessie; Koh, Caroline

    2009-03-01

    The project work (PW) initiative was launched in 2000 by the Ministry of Education, Singapore, to encourage application of knowledge across disciplines, and to develop thinking, communication, collaboration, and metacognitive skills. Although PW has been introduced for a few years, few studies have examined the motivation of students in PW, especially with the use of the recently proposed 2 x 2 achievement goal framework. To use a cluster analytic approach to identify students' achievement goal profiles at an intra-individual level, and to examine their links to various psychological characteristics and perceived outcomes in PW. Participants were 491 Secondary 2 students (mean age = 13.78, SD = 0.77) from two government coeducational schools. Cluster analysis was performed to identify distinct subgroups of students with similar achievement goal profiles. One-way MANOVAs, followed by post hoc Tukey HSD tests for pairwise comparisons were used to determine whether there was any significant difference amongst clusters in terms of the psychological characteristics and perceived outcomes in PW. Four distinct clusters of students were identified. The cluster with high achievement goals and the cluster with moderately high goals had the most positive psychological characteristics and perceived outcomes. In contrast, the cluster with very low scores for all four achievement goals had the most maladaptive profile. The study provides support for the 2 x 2 achievement goal framework, and demonstrates that multiple goals can operate simultaneously. However, it highlights the need for cross-cultural studies to look into the approach-avoidance dimension in the 2 x 2 achievement goal framework.

  6. Level of Motivation Amongst Health Personnel Working in A Tertiary Care Government Hospital of New Delhi, India

    Science.gov (United States)

    Jaiswal, Poonam; Singhal, Ashok K.; Gadpayle, Adesh K.; Sachdeva, Sandeep; Padaria, Rabindra

    2014-01-01

    Aims: To assess the level and factors of motivation amongst permanent government employees working in a tertiary health care institution. Material and Methods: A sample of 200 health personnel (50 in each category) i.e. doctors, nurses, technician, and support staff were contacted through face to face interview. Motivation was measured as the degree to which an individual possessed various identified motivation domains like Drive, Control, Challenge, Relationship and Rewards. Each domain was represented by 4 dimensions- accordingly a closed-ended statement represented each of these dimensions and responses were assessed on a Likert based scale. Data management was done using SPSS, ver. 19. Results: The average age for different health personnel were: Doctors 48.68 (±8.53), nurses 40.72 (±7.76), technician 38.4 (±10.65) and support staff 43.24 (±9.52) years. The average year of work experience was: Doctor 19.09 (±9.77), nurses 17.2 (±8.420), technician 14.84 (±10.45), support staff 18.24 (±10.28). A comparison of overall motivation index (mean score) revealed that nurse had highest level (3.47), followed by support staff (3.46), doctor (3.45) and technician (3.43). Based on their individual mean scores, the healthcare providers were categorised into three different levels of motivation and it was found that majority of the health personnel i.e.70% of support staff, 62% nurse, 56% doctor and technician, had high to very high level of motivation index. The mean scores for all the five factors as well as their respective ranks were also found out and it was deduced that “relationship” assumed first rank for doctors (mean score: 3.71) and technician (mean score: 3.75), whereas “control” assumed greatest significance for nurses (mean score, 3.62) and support staff (mean scores, 3.61). Based upon the mean scores, “reward” assumed third rank among all the four categories. Kruskal-Wallis test was applied to test if the different categories of health

  7. 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.

  8. [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 (Pdepression, students 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

  9. An Exploration of the Moderating Effect of Motivation on the Relationship between Work Satisfaction and Utilization of Virtual Team Effectiveness Attributes: A Mixed Methods Study

    Science.gov (United States)

    Day, Frederick C.; Burbach, Mark E.

    2015-01-01

    A unique challenge for organizations is in leading diverse, dispersed teams whose members are motivated to work independently, but are willing to collaborate. The purpose of this study was to gain an understanding of how nuanced variations in motivational patterns influences the relationship between work satisfaction and virtual team…

  10. A study on the impact of work motivation and job search behavior on reemployment among the unemployed aged 45 and older

    NARCIS (Netherlands)

    Velterop, Nienke; Oldenhuis, Hilbrand; Ybema, Jan Fekke; van der Klink, Jac; Polstra, Louis; Brouwer, Sandra

    Knowing that the number of older long-term unemployed increases, research is needed to get insight into the relationships between work motivation, job search behavior and re-employment success among the older unemployed. Previous studies indicated that work motivation and job search behavior can

  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. 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…

  14. 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.

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

    NARCIS (Netherlands)

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

    2016-01-01

    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

  16. 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

  17. 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...

  18. 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.

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

    International Nuclear Information System (INIS)

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

    2016-01-01

    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)

  20. 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…

  1. 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. PMID:26177271

  2. 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

    2015-01-01

    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. PMID:26554005

  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. Work first then play: Prior task difficulty increases motivation-related brain responses in a risk game.

    Science.gov (United States)

    Schmidt, Barbara; Mussel, Patrick; Osinsky, Roman; Rasch, Björn; Debener, Stefan; Hewig, Johannes

    2017-05-01

    Task motivation depends on what we did before. A recent theory differentiates between tasks that we want to do and tasks that we have to do. After a have-to task, motivation shifts towards a want-to task. We measured this shift of motivation via brain responses to monetary feedback in a risk game that was used as want-to task in our study. We tested 20 healthy participants that were about 28 years old in a within-subjects design. Participants worked on a Stroop task (have-to task) or an easier version of the Stroop task as a control condition and played a risk game afterwards (want-to task). After the Stroop task, brain responses to monetary feedback in the risk game were larger compared to the easier control task, especially for feedback indicating higher monetary rewards. We conclude that higher amplitudes of feedback-related brain responses in the risk game reflect the shift of motivation after a have-to task towards a want-to task. Copyright © 2017 Elsevier B.V. All rights reserved.

  5. Relationship Between Employee Motivation And Performance Of The Employees Working In Retail Sector In Jaipur

    OpenAIRE

    Dr. Neha Sharma; Ms. Avni Sharma

    2017-01-01

    The success and the failure of any business as a matter of fact depend largely on the employees: thus human resources are very essential to the organization as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly and indirectly has an impact on their performance and development of the organization. De motivated employees under no circumstances will churn out decreased performa...

  6. 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.

  7. Motivating health workers up to a limit: partial effects of performance-based financing on working environments in Nigeria.

    Science.gov (United States)

    Bhatnagar, Aarushi; George, Asha S

    2016-09-01

    In 2012, the Nigerian government launched performance-based financing (PBF) in three districts providing financial incentives to health workers based on the quantity and quality of service provision. They were given autonomy to use funds for operational costs and performance bonuses. This study aims to understand changes in perceived motivation among health workers with the introduction of PBF in Wamba district, Nigeria. The study used a qualitative research design to compare perceptions of health workers in facilities receiving PBF payments in the pilot district of Wamba to those that were not. In-depth semi-structured interviews (n = 39) were conducted with health workers from PBF and non-PBF facilities along with managers of the PBF project. Framework analysis was used to identify patterns and variations in responses. Facility records were collated and triangulated with qualitative data. Health workers receiving PBF payments reported to be 'awakened' by performance bonuses and improved working environments including routine supportive supervision and availability of essential drugs. They recounted being more punctual, hard working and proud of providing better services to their communities. In comparison, health workers in non-PBF facilities complained about the dearth of basic equipment and lack of motivating strategies. However, health workers from both sets of facilities considered there to be a severe shortage of manpower resulting in excessive workload, fatigue and general dissatisfaction. PBF strategies can succeed in motivating health workers by bringing about a change in incentives and working conditions. However, such programmes need to be aligned with human resource reforms including timely recruitment and appropriate distribution of health workers to prevent burn out and attrition. As people working on the frontline of constrained health systems, health workers are responsive to improved incentives and working conditions, but need more

  8. 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.

  9. 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. © 2015 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

  10. 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

  11. 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

  12. Does competition work as a motivating factor in e-learning? A randomized controlled trial.

    Directory of Open Access Journals (Sweden)

    Bjarne Skjødt Worm

    Full Text Available BACKGROUND AND AIMS: 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 improvements during the training period comparing test-results and number of tests taken. METHODS: Two groups were randomly assigned to either a quiz-module with competition widgets or a module without. Pre-, post- and follow up test-results were recorded. Time used within the modules was measured and students reported time studying. Students were able to choose questions from former examinations in the quiz-module. RESULTS: Students from the competing group were significantly better at both post-and follow-up-test and had a significantly better overall learning efficiency than those from the non-competing group. They were also significantly better at guessing their post-test results. CONCLUSION: Quiz modules with competition widgets motivate students to become more active during the module and stimulate better total efficiency. They also generate improved self-awareness regarding post-test-results.

  13. 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-…

  14. The Analysis of Personality and Work Ability on the Performance of Outsourcing Employees with Work Motivation as Intervening Variable at Pt Inalum (Persero in Kuala Tanjung

    Directory of Open Access Journals (Sweden)

    Zulkifli Osro

    2018-06-01

    Full Text Available One of the factors for good achievement is employees’ best performance. Performance is a work result in quality and quantity achieved by an employee or a group in performing the duties. The level of employees’ performance is influenced by several factors such as personality, capability and motivation. This research has purpose to identify and analyze the influence of personality and capability toward outsourcing employees under supervision of General Affairs Department in PT Inalum (Persero Kuala Tanjung, North Sumatera, Indonesia. The type of this research is descriptive correlation which means describing free and bound variables, and analyzing the correlation of both variables to figure out the contribution of each variable. Meanwhile, the nature of this research is an explanatory research describing the fenomena which happen at research objects regarding the influence of personality and capability toward outsourcing employees with motivation as an intervening variable. The population of this research is all outsourcing employees under supervision of General Affairs Department as many as 301 persons, and 172 persons as sample of this research with the margin error α 5%. The data are collected by interview, questionnaire and documentation study. The data were analyzed by using path analysis and the research result has showed that the variables of personality and capability simultaneously have positive and significant effects to outsourcing employees’ performance through motivation, and partially the personality and capability positively and significantly effects to outsourcing employees’ performance in PT Inalum (Persero Kuala Tanjung.

  15. 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

    2017-09-01

    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.

  16. On Motivation and Motivation

    OpenAIRE

    Mircea UDRESCU

    2014-01-01

    Economic motivations were a big influence on consumer behavior motivation. In this context, it is considered that the general motives which give motivation to purchase content can be structured into rational and emotional motives, the motives innate and acquired motives, all gaining an individual or group event. The study of consumer behavior, with general motivations, attention increasingly larger granted special incentives, consisting of assertiveness feeling (emerging desire for a product)...

  17. Flexible Working in BT: An investigation into Motivation, Productivity and Job Satisfaction

    OpenAIRE

    Harford, Anthony David

    2006-01-01

    British Telecommunications plc (BT) began introducing flexible working initiatives in the early 1990s. The uptake across the company has been varied as many individual and contextual factors have influenced the employee when deciding upon how and where to work. Much of the research on the matter appears to only assess impact and analysis up to 2002, and although internal surveys ( CARE ) have included question sets on flexible working little or no primary research has been undertaken specific...

  18. Validation of the Instructional Materials Motivation Survey (IMMS) in a self-directed instructional setting aimed at working with technology

    NARCIS (Netherlands)

    Loorbach, N.R.; Peters, O.; Karreman, Joyce; Steehouder, M.F.

    2015-01-01

    The ARCS Model of Motivational Design has been used myriad times to design motivational instructions that focus on attention, relevance, confidence and satisfaction in order to motivate students. The Instructional Materials Motivation Survey (IMMS) is a 36-item situational measure of people's

  19. 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

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

    Directory of Open Access Journals (Sweden)

    Richard Keegan

    2016-05-01

    Full Text Available Abstract Background 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. Method 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. Results 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. Conclusion 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

  1. [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.

  2. 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.

  3. The Effect of “Countrywide Services Management Law” on the Work Motivation of the Employees of Iranian Ministry of Health

    OpenAIRE

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

    2014-01-01

    Background: Labor laws and regulations have inevitable effects on employees’ work motivation as well as the overall efficiency and productivity of the organization. Objectives: 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. Patients and Methods: This cross-sectional study was done in 2011 in the Iran's Ministry of Health. Data was collected by a 51-item Likert scale qu...

  4. 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, accessmotivation. 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.

  5. 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. PsycINFO Database Record (c) 2014 APA, all rights reserved.

  6. 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

    2017-11-01

    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. © 2017 The British Psychological Society.

  7. Motivations for entry into sex work and HIV risk among mobile female sex workers in India.

    Science.gov (United States)

    Saggurti, Niranjan; Verma, Ravi K; Halli, Shiva S; Swain, Suvakanta N; Singh, Rajendra; Modugu, Hanimi Reddy; Ramarao, Saumya; Mahapatra, Bidhubhusan; Jain, Anrudh K

    2011-09-01

    This paper assesses the reasons for entry into sex work and its association with HIV risk behaviours among mobile female sex workers (FSWs) in India. Data were collected from a cross-sectional survey conducted in 22 districts across four high HIV prevalence states in India during 2007-2008. Analyses were limited to 5498 eligible mobile FSWs. The reasons given by FSWs for entering sex work and associations with socio-demographic characteristics were assessed. Reported reasons for entering sex work include poor or deprived economic conditions; negative social circumstances in life; own choice; force by an external person; and family tradition. The results from multivariate analyses indicate that those FSWs who entered sex work due to poor economic conditions or negative social circumstances in life or force demonstrated elevated levels of current inconsistent condom use as well as in the past in comparison with those FSWs who reported entering sex work by choice or family tradition. This finding indicates the need for a careful assessment of the pre-entry contexts among HIV prevention interventions since these factors may continue to hinder the effectiveness of efforts to reduce the spread of HIV/AIDS in India and elsewhere.

  8. Foreign trained dentist working in the Netherlands: motives and movements in cross-border behaviour.

    NARCIS (Netherlands)

    Batenburg, R.; Lee, I. van der; Heiligers, P.

    2012-01-01

    Context: The past decade globalization of markets and the development of free trade agreements have driven cross-border movements and international mobility of health professionals. Dentist seems to be one of the professions that are specifically willing and capable to work in different countries.

  9. 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

  10. 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…

  11. 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

  12. 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…

  13. 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.

  14. Is empathy a personality trait affecting motivation and work quality of subordinates facing abusive leadership?

    OpenAIRE

    Besacier, Philippine

    2017-01-01

    Master's thesis in International hotel and tourism management: Culinary leadership and innovation This thesis will try to assert and explain the current management situation in restaurants in France. It will further guide restaurant leaders to understand the implication of a good human management to improve employees’ satisfaction and productivity, reduce turnover, but also hopefully to invite restaurants managers to make their organization a more human work place. I chose the Toronto Empa...

  15. [French doctors working in Great Britain: a study of their characteristics and motivations for migration].

    Science.gov (United States)

    Duverne, A; Carnet, D; d'Athis, P; Quantin, C

    2008-10-01

    As member states in the European Union now recognize the national qualifications of other member states, doctors will be able to move more freely within Europe according to the opportunities on offer and the constraints imposed by the different health-care systems. The aim of this study is to understand the reasons why French doctors choose to work in Great Britain. A self-completed questionnaire was used to conduct a survey among French doctors registered with the British Medical Council in 2005 who had done their studies in France and for whom the address was correct. The response rate, which was difficult to assess (impossible to distinguish between incorrect addresses and absence of response), was about 37%. The results show that doctors move to Britain for various reasons. In most cases (59%), the decision to emigrate is made for both professional and personal reasons. The second most common profile (29%), including essentially women, comprises those who emigrate to join a spouse. The third profile (12%) concerns those who emigrate for purely professional reasons: this group is made up of men who, for the most part, are disappointed with conditions in the French-hospital system: lack of recognition, poor pay and limited career prospects. Doctors who are dissatisfied with working conditions and low revenues in France seem to find that the National Health Service provides a better environment. Whatever the original reasons for expatriation, doctors particularly appreciate the salaried status, organization of working hours and teamwork, as well as more recognition of the work done. Because of uncertainties in the representativity of the returned questionnaires, the results of our study cannot be generalized to the whole population of French doctors currently working in Britain, but it does bring to light the principal reasons for their move to Britain. Though few doctors emigrate, the trend testifies to the dissatisfaction felt by certain doctors in the French

  16. Love, money, or flexibility: what motivates people to work in consumer-directed home care?

    Science.gov (United States)

    Howes, Candace

    2008-07-01

    The purpose of this study was to investigate the impact of wages and benefits (relative to other jobs available to workers), controlling for personal characteristics, on the recruitment and retention of providers working in a consumer-directed home care program. I used the results of focus groups to design a survey that was administered to 2,260 workers stratified by ethnicity and working in eight California counties that represented the range of wage and benefit packages available. I used logistic regression to measure the effect of wage and benefit levels, controlling for covariates, on home care workers' stated reason for entering and remaining in the job. Two thirds of respondents reported that commitment to their consumer was the most important reason why they took the job and flexibility was the second most important reason, regardless of wages and benefits and personal characteristics. However, in the county in which very part-time workers were eligible, health insurance was the most important reason for retention. Wage levels above $9 an hour mattered somewhat, especially where the increase was recent. Family providers responded to wage and benefit incentives similarly to non-family providers. To improve recruitment and retention of consumer-directed home care workers, jobs should be flexible and provide affordable health insurance for part-time workers. The effect of wages suggests that recruitment might be improved with higher wages, but only when they reach the $9 to $10 range (in 2004 dollars). Finally, policy must recognize that family caregivers have financial needs similar to non-family caregivers.

  17. The impact of fashion competence and achievement motivation toward college student’s working readiness on “Cipta Karya” subject

    Science.gov (United States)

    Marniati; Wibawa, S. C.

    2018-01-01

    This experiment aimed to know the rate of college student’s working readiness of fashion’s program study to perform ‘Cipta Karya’ related to cognitive readiness, manner readiness and skill readiness from a variable of fashion’s workmanship and achievement motivation. The subject of the experiment was 43 college students who took Cipta Karya subject. Method of collecting data used questionnaire with five alternative answers to Likert ratio model. Data analysis technique used path analysis (double regression). The instrument validity test used product moment correlation while for instrument reliability used Alpha Cronbach’s grade. The results showed (1) fashion competence was taking effect significantly on working readiness for ‘Cipta Karya’ (2) achievement motivation is taking effect significantly on working readiness for ‘cipta karya’ (3) both variables are positive. This means that fashion competence and achievement motivation have a positive effect on working readiness for ‘cipta karya’ performance.

  18. 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)

    2011-01-01

    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. PMID:21827698

  19. 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.

  20. 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.

  1. 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)

  2. Change between Entry and Graduation in MSW Student Views on Social Work's Traditional Mission, Career Motivations, and Practice Preferences: Caucasian, Student of Color, and American Indian Group Comparisons

    Science.gov (United States)

    Limb, Gordon E.; Organista, Kurt C.

    2006-01-01

    The current study builds on a previous study that examined change in student views on social work's traditional mission, career motivations, and practice preferences between entry into and graduation from master of social work programs. Results from 6,987 students at entry and 3,451 students at graduation showed that students at graduation…

  3. 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.

  4. 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.

  5. Motivation and career development

    OpenAIRE

    Flemr, Marcel

    2009-01-01

    The main objective of this diploma thesis is to outline various theories of work motivation, career growth and their practical application in sales team management within a sales organization. In the theoretical part the paper deals with the definition of essential terms including but not limited to motivation, work motivation, career and work career. Moreover, it focuses on selected motivational theories, basic criteria and current principles of managing the work career, career growth and de...

  6. What do people want from their jobs? : the Big Five, core self-evaluations and work motivation

    NARCIS (Netherlands)

    Bipp, T.

    2010-01-01

    If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full-time

  7. 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…

  8. Work motivation and leadership on the performance of employees as predictors of organizational culture in broadcasting commission of FIAU islands province, Indonesia

    Directory of Open Access Journals (Sweden)

    Chablullah Wibisono

    2018-05-01

    Full Text Available This paper presents a survey to measure the effects of work motivation and leadership on the performance of employees as predictors of organizational culture in broadcasting commission of Riau islands province, Indonesia. There are two dependent variables namely mediating variables (moderating variable consisting of Cultural Organization, and the dependent variable (dependent variable consisting of Employee Performance. Using a questionnaire designed in Likert scale, the survey distributes 120 questionnaires among the surveyed people and manage to collect 101 properly filled ones. Using structural equation modeling, the survey has confirmed the effect of work motivation to latent variable, Cultural Organization. The survey also confirms that the performance changes were affected by Motivation, Leadership, and Organizational Culture.

  9. 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

    2014-01-01

    Background: Labor laws and regulations have inevitable effects on employees’ work motivation as well as the overall efficiency and productivity of the organization. Objectives: 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. Patients and Methods: 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). Results: 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 employees of the Iranian Ministry of Health, “Countrywide Services Management Law” positively affected the personnel's 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. PMID:24719736

  10. 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…

  11. Beyond chronological age. Examining perceived future time and subjective health as age-related mediators in relation to work-related motivations and well-being

    NARCIS (Netherlands)

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

    2013-01-01

    Since workforces across the world are aging, researchers and organizations need more insight into how and why occupational well-being, together with work-related attitudes and motivations, change with age. Lifespan theories point to subjective health and future time perspective (i.e. an individual's

  12. Beyond chronological age : Examining perceived future time and subjective health as age-related mediators in relation to work-related motivations and well-being

    NARCIS (Netherlands)

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

    2013-01-01

    Since workforces across the world are aging, researchers and organizations need more insight into how and why occupational well-being, together with work-related attitudes and motivations, change with age. Lifespan theories point to subjective health and future time perspective (i.e. an individual's

  13. Motivating employees to work beyond retirement: A multi-level study of the role of I-deals and unit climate

    NARCIS (Netherlands)

    Bal, P.M.; de Jong, S.; Jansen, P.G.W.; Bakker, A.B.

    2012-01-01

    The present study investigates what role I-deals (i.e. the idiosyncratic deals made between employees and their organization) play in the motivation of employees to continue working after retirement. We hypothesized two types of I-deals (i.e. development and flexibility I-deals) to be positively

  14. 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

  15. 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

  16. Appreciation of a constructivist curriculum for learning theoretical knowledge by social work students with different kinds and levels of learning motivation

    NARCIS (Netherlands)

    Van Bommel, Marijke; Boshuizen, Els; Kwakman, Kitty

    2018-01-01

    Social work students differ largely in their appreciation of a constructivist curriculum that leaves ample room for student's self-directed learning and allows them to place their own emphasises. This study showed that students' motivational differences and need for cognition affected students'

  17. When I'm 64: Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus

    NARCIS (Netherlands)

    Lange, A.H. de; Bal, P.M.; Heijden, B.I.J.M. van der; Jong, N. de; Schaufeli, W.B.

    2011-01-01

    There is an increasing need for managers to understand what motivates younger versus older workers to continue work within their company. We believe that this two-wave study among 90 Dutch employees is the first to examine: (1) the cross-lagged relationships between breach of psychological contract

  18. When I'm 64 : Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus

    NARCIS (Netherlands)

    de Lange, Annet H.; Bal, P. Matthijs; Van der Heijden, Beatrice I. J. M.; de Jong, Nicole; Schaufeli, Wilmar B.

    2011-01-01

    There is an increasing need for managers to understand what motivates younger versus older workers to continue work within their company. We believe that this two-wave study among 90 Dutch employees is the first to examine: (1) the cross-lagged relationships between breach of psychological contract

  19. 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....... 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...... 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...

  20. Importance of motivation and work pay of young employees in the value creation chain of a business company: assessment of changes in and formation of expectations

    OpenAIRE

    Pilukienė, Laura

    2017-01-01

    As business companies compete in the market and seek to acquire a competitive advantage, one of the most important factors is well-motivated employees who are satisfied with their job. The success of companies operating in various sectors is determined by the quality of products, while the quality is ensured by qualified employees having appropriate skills and knowledge, whose work should be appreciated by monetary work pay established based on reasonable and clear criteria as well as other m...

  1. Impact of Pay-for-Performance on Work Motivation of Sales Personnel: A Case of Information Media Firms

    OpenAIRE

    Milvi Tepp; Monika Poomann

    2006-01-01

    The usage of pay-for-performance for the management of human resources is constantly growing. However, estimations about the efficiency of applying this are contradictory. The current paper describes the reasons for the contradictory results, suggests an expectations theory based model as an appropriate framework for analysing the pay-for-performance as motivator and presents results of an empirical research about the effects of pay-for-performance on motivation.A reason for the contradiction...

  2. 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.

  3. IMPORTANCE OF MOTIVATION AND WORK PAY OF YOUNG EMPLOYEES IN THE VALUE CREATION CHAIN OF A BUSINESS COMPANY: ASSESSMENT OF CHANGES IN AND FORMATION OF EXPECTATIONS

    Directory of Open Access Journals (Sweden)

    Laura Pilukienė

    2017-12-01

    Full Text Available As business companies compete in the market and seek to acquire a competitive advantage, one of the most important factors is well-motivated employees who are satisfied with their job. The success of companies operating in various sectors is determined by the quality of products, while the quality is ensured by qualified employees having appropriate skills and knowledge, whose work should be appreciated by monetary work pay established based on reasonable and clear criteria as well as other means of motivation. The process of human resources management in a business company places an ever-growing importance on the development of competences of employees, strengthening of cooperation, empowerment of employees as well as their work pay and motivation in order to achieve an employee’s work quality and productivity, satisfaction of customer needs and successful operation of a company. In the process of the company’s human resources management, special focus should be given to the satisfaction of the expectations and needs of new employees (who are usually young and inexperienced as well as their integration, which ensures the generation of new and creative ideas in the company and, at the same time, high quality of products and work productivity.

  4. 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).

  5. Pengaruh Self-Efficacy, Budaya Organisasi Dan Motivasi Kerja Terhadap Komitmen Organisasi [The Influence of Self-Efficacy, Organizational Culture, and Work Motivation toward Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Yulan Yulan

    2017-06-01

    Full Text Available The objectives of this study is to find out the following: 1 does self-efficacy have a positive influence on work motivation, 2 does organizational culture have a positive influence on work motivation, 3 does self-efficacy have a positive influence on organizational commitments, 4 does organizational culture have a positive influence on organizational commitments, and, 5 does work motivation have a positive influence on organizational commitments in a TMAP Foundation. The data collection in this study is done using a questionare given to all employee of the foundation. The number of the respondents was 30 people. The method used in this research was quantitative research by using the path analysis method. This study is using the PLS-SEM approach with the help of SmartPLS tools to evaluate the outer model and inner model. The finding of this study is that self-efficacy has positive effects on work motivation, organizational culture has positive effects on work motivation, self-efficacy has positive effects on organizational commitments, organizational culture has positive effects on organizational commitments, and working motivation has positive effects on organizational commitments. This study can provide input for the foundation to develop and empower their employees so they can become better. In addition, the results of this study can also help other non-profit organization foundations located specifically in remote areas. BAHASA INDONESIA ABSTRAK: Penelitian ini bertujuan untuk mengetahui: 1 apakah self-efficacy memiliki pengaruh positif terhadap motivasi kerja, 2 apakah budaya organisasi memiliki pengaruh positif terhadap motivasi kerja, 3 apakah self –efficacy memiliki pengaruh positif terhadap komitmen organisasi, 4 budaya organisasi memiliki pengaruh positif terhadap komitmen organisasi, 5 motivasi kerja memiliki pengaruh positif terhadap komitmen organisasi bagi karyawan Yayasan TMAP. Pengumpulan data dilakukan dengan penyebaran

  6. 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.

  7. A motivação para o desenvolvimento do trabalho de músicos de orquestra The motivation for developing the work of orchestra musicians

    Directory of Open Access Journals (Sweden)

    Fausto Kothe

    2012-06-01

    Full Text Available A motivação pode interferir na profissão musical, principalmente, pela necessidade constante da prática instrumental. No entanto, a literatura especializada não apresenta com clareza os principais fatores motivacionais para esta atividade profissional. Assim, buscou-se identificar os fatores relacionados à motivação para o desenvolvimento do trabalho de 22 instrumentistas de uma orquestra semi-profissional da região Sul do Brasil. A motivação foi avaliada por meio do questionário de FERREIRA et al. (2006 que apresenta 28 questões que buscam avaliar a motivação para o desenvolvimento das atividades profissionais relacionadas com a organização do trabalho, com realização e poder, com o desempenho e motivação associada ao envolvimento. Para a análise dos dados foi realizada a estatística descritiva por meio de média e desvio padrão e análise fatorial. Os resultados demonstraram que os fatores com a maior pontuação estão associados à motivação para a realização profissional e ao poder dentro da orquestra e com a motivação para o desenvolvimento das atividades profissionais relacionadas com a organização do trabalho. Essas informações se refletem nos resultados da análise fatorial que também indicou ambos os domínios como maior poder de explicação para se ter motivação para o desenvolvimento da prática junto ao instrumento. De forma geral, pode-se dizer que os instrumentistas encontram-se motivados para a realização do trabalho.Motivation can interfere with the music profession, especially by the constant need for instrumental practice. However, the literature does not show clearly the main motivating factors for this professional activity. Thus, we sought to identify the factors related to motivation for developing the work of 22 musicians from an unprofessional orchestra in southern Brazil. The motivation was assessed by questionnaire FERREIRA et al. (2006 with 28 questions that seek to assess the

  8. If Maslow Taught Writing: A Way to Look at Motivation in the Composition Classroom. Writing Teachers at Work.

    Science.gov (United States)

    Hill, Ada; Boone, Beth

    Intended for use by teachers at both the college and the secondary school level, this booklet describes a method of getting students to write using the motivation theories developed by the psychologist Abraham Maslow. The first chapter of the booklet reviews Maslow's basic principles as they apply to the teaching of writing, but includes a…

  9. 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…

  10. Alcohol-related memory associations in positive and negative affect situations: Drinking motives, working memory capacity, and prospective drinking

    NARCIS (Netherlands)

    Salemink, E.; Wiers, R.W.

    2014-01-01

    Although studies on explicit alcohol cognitions have identified positive and negative reinforcing drinking motives that are differentially related to drinking indices, such a distinction has received less attention in studies on implicit cognitions. An alcohol-related Word-Sentence Association Task

  11. 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.

  12. [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

  13. 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.

  14. 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.

  15. 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......, monetary incentives are found to cause different crowding effects for these different types of intrinsic motivation. The results call for more theoretical work on the drivers of motivation crowding effects and for practitioners to pay more attention to what type of intrinsic motivation is at stake, when...

  16. 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.

  17. BULGARIAN TEACHERS’ CAREER MOTIVATORS

    Directory of Open Access Journals (Sweden)

    Stanislava Stoyanova

    2016-12-01

    Full Text Available A review of several studies of teachers’ career motivation since Bulgarian Renaissance till nowadays is presented in this paper. 203 Bulgarian teachers in public schools were studied by means of a questionnaire created by Slavchov & Stoyanova (2007 measuring career motivational types, according to Moses’ typology (2003. The career motivational type of Authenticity seekers was the most preferred by the studied Bulgarian teachers, followed by Personal developers and Stability seekers. Career builders as a career motivational type was minor career motivator, the least preferred one by Bulgarian teachers. A lot of significant positive correlations existed between teachers’ career motivational types. Some social-demographic factors (such as gender, specialty, work experience, and age differentiated teachers’ career motivators. The type of Autonomy seekers was more preferred career motivator by male teachers than by female teachers in correspondence to the traditional stereotypes for men. Longer teachers’ work experience and teachers’ advance in age were related to more frequency of Stability seekers, but less frequency of Novelty seekers career motivator. Preschool and elementary school teachers preferred more strongly Authenticity seekers as a career motivator than teachers in natural sciences and mathematics. Establishing major career motivators for teachers may be related to opportunities for improvement of performance and work satisfaction.

  18. Motivation and remuneration

    OpenAIRE

    SOUKUP, Miloslav

    2012-01-01

    The aim of this bachelor work is analysis of remuneration and motivation in travel agencies and companies, where is established performance pay system for self-employed. Work consists of literature review and practical part. Literature review contains information about motivation and remuneration. Practical part includes information about analyzed companies, analysis remuneration and motivation, evaluation analyzed companies and conceiving performance pay system, in which are participants sel...

  19. 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.

  20. 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

  1. Great expectations and what comes of it: the effects of unmet expectations on work motivation and outcomes among newcomers

    NARCIS (Netherlands)

    Taris, T.W.; Feij, J.A.; Capel, S.

    2006-01-01

    The present research focused on newcomers' socialization process in a three-wave study among 1477 newcomers from seven Western (mainly European) countries. Based on previous research, we expected that unmet expectations regarding selected intrinsic work aspects would have adverse effects on work

  2. 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.

  3. 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.

  4. Keep on brushing: a longitudinal study of motivational text messaging in young adults aged 18-24 years receiving Work and Income Support.

    Science.gov (United States)

    Schluter, Philip; Lee, Martin; Hamilton, Greg; Coe, Gill; Messer-Perkins, Heather; Smith, Belinda

    2015-01-01

    Using text messaging, underpinned by the Health Belief Model, this study aimed to improve tooth brushing frequencies among unemployed young adults aged 18-24 years. Set within Work and Income's Linwood Community Link office (one Christchurch branch of the New Zealand Government's employment and beneficiary services), unemployed young adults aged 18-24 years with access to a mobile phone were recruited using either a purpose-built computer kiosk or Work and Income's Facebook site. Participants completed a baseline survey and then received and responded to a series of motivational text messages over 10 weeks. Self-reported tooth brushing frequency was the primary outcome variable. Important socio-demographic (age, gender, ethnicity, employment status) and method-specific (level of attrition, distribution of successful text messages deliveries, active withdrawal) variables were also collected. Longitudinal analyses of these responses employed generalized estimating equation (GEE) models. Four hundred and three registered for the trial, of whom 171 (42%) were eligible. Self-reported tooth brushing twice or more per day increased from 51% at baseline to 70% at week 3, 74% at week 6, and 73% at week 9 - an increase significant in crude (PInvention through motivational text messaging improved the measured oral health self-care behavior in a hard-to-reach group carrying a disproportionately heavy oral health burden. This intervention warrants further investigation. © 2014 American Association of Public Health Dentistry.

  5. 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.

  6. Motivation in Experiential Education

    OpenAIRE

    Porada, Petr

    2007-01-01

    This project is dedicated to study of motivation in experiential courses. More exactly it tries to describe motivation means suitable for teenage trainees to make them cooperate willingly and actively on course asset. And not just that. It also describes factors which have influence on quality and quantity of aplicated effort, manners how to enforce trainees to carry on working when some problem appears and also how the motivation is affected by the instructor's and peers' admittance. The pro...

  7. Employee motivation and benefits

    OpenAIRE

    Březíková, Tereza

    2009-01-01

    The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...

  8. (Re)Defining Salesperson Motivation

    DEFF Research Database (Denmark)

    Khusainova, Rushana; de Jong, Ad; Lee, Nick

    2018-01-01

    The construct of motivation is one of the central themes in selling and sales management research. Yet, to-date no review article exists that surveys the construct (both from an extrinsic and intrinsic motivation context), critically evaluates its current status, examines various key challenges...... apparent from the extant research, and suggests new research opportunities based on a thorough review of past work. The authors explore how motivation is defined, major theories underpinning motivation, how motivation has historically been measured, and key methodologies used over time. In addition......, attention is given to principal drivers and outcomes of salesperson motivation. A summarizing appendix of key articles in salesperson motivation is provided....

  9. 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?

  10. Motivating University Researchers

    NARCIS (Netherlands)

    Hendriks, P.H.J.; Alves de Sousa, C.A.

    2008-01-01

    This paper presents an empirical investigation into how universities approach the need and means for motivating university researchers through their management practices. The role of work motivation for this group deserves attention because pressures from outside and within the universities are said

  11. ASSESSMENT OF MOTIVATION BY ENTROPY

    OpenAIRE

    Tadeusz G³owacki

    2014-01-01

    Motivation is inseparable from human work. It is also one of the five most important elements of the management process. The ability to determine the level of motivation would therefore be very useful in the work of every manager. This paper is an attempt to quantify motivation and evaluate its size, using the concept of entropy. The main reason to try defining a method of measuring the amount of motivation is to improve the management techniques of companies.

  12. Measuring Academic Motivation of Matriculating College Freshmen.

    Science.gov (United States)

    Baker, Robert W.; Siryk, Bohdan

    1984-01-01

    Administered the Academic Motivation Scale to three successive classes of college freshmen (N=944). Results indicated the Academic Motivation Scale's reliability was more than adequate for research use and significantly related to validity criteria reflecting motivation for academic work. (JAC)

  13. Employee motivation improvement at "Drogas" shop

    OpenAIRE

    Konno, Viktorija

    2012-01-01

    Work : Employee motivation improvement at “Drogas” shop for getting baccalaureate in science management. This work includes four parts. In the first section author explained the definition of motivation, there was reviewed motivation's role in enterprise. Author reviewed total motivation's model, which models exist for a long while and how they were changing in process of time. The second part contains wide information about motivation's theories and description of motivation's t...

  14. Volunteers and Their Motivation for Canistherapy

    OpenAIRE

    Saláková, Klára

    2014-01-01

    The bachelor thesis on the topic: "Volunteers and their motivation for canistherapy" is divided into the theoretical and practical part. The aim is to find out what motives lead people to do voluntary work in canistherapy. The theoretical part defines the basic concepts of motivation, volunteering and canistherapy, because these concepts are related with the name and with the aim of my work. First, there is defined motivation, basic concepts of motivation in relation to personality, motives a...

  15. 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.

  16. 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

  17. 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

  18. Exercise motivational regulations and exercise addiction: The mediating role of passion.

    Science.gov (United States)

    Sicilia, Álvaro; Alcaraz-Ibáñez, Manuel; Lirola, María-Jesús; Burgueño, Rafael; Maher, Anthony

    2018-05-23

    Background and aims The study explored the mediating role of forms of passion in the relationship between motivational regulations in exercise and exercise addiction (EA). Methods A total of 485 university students (368 males and 117 females; M age  = 20.43, SD = 3.21) completed a questionnaire measuring the frequency and intensity of exercise, motivational regulations in exercise, passion for exercise, and EA. Controlling the effects of age, frequency, and intensity of practice, the relationships between the study variables were examined though a path analysis. Results Both self-determined and non-self-determined forms of motivation showed positive association with EA. The forms of motivation with greatest predictive power for EA were introjected and integrated regulations. Both forms of motivation had positive direct and indirect effects through obsessive passion (OP) on EA; however, integrated regulation also showed negative indirect effects through harmonious passion on EA. Conclusions Both forms of passion and, especially, OP, seem to affect how motivational regulations are associated with EA. These findings clarify the association found in previous studies between self-determined forms of motivation and EA.

  19. A novel variable delay Go/No-Go task to study attention, motivation and working memory in the head-fixed rodent.

    Science.gov (United States)

    Dolzani, Samuel D; Nakamura, Shinya; Cooper, Donald C

    2013-01-01

    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.

  20. 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…

  1. 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...

  2. MOTIVATIONAL FACTORS IN NURSING WORK

    Directory of Open Access Journals (Sweden)

    Fabiano Bitencourt Lima

    2013-07-01

    Full Text Available Objetivos: Identificar os fatores de motivação no trabalho da enfermagem e discutir as implicações dos fatores de motivação identificados na assistência da enfermagem. Métodos: Trata-se de um estudo descritivo, com abordagem qualitativa. Utilizando como instrumento de pesquisa, para coleta dos dados, a entrevista semi-estruturada. Resultados: Traçado o perfil dos participantes da pesquisa, as palavras e/ou frases significantes foram elucidadas e agrupadas em três eixos temáticos: o apreço pela profissão de enfermagem, a motivação pelo trabalho de enfermagem e fatores predisponentes e a desmotivação no trabalho de enfermagem e fatores associados. Conclusão: Os motivos que levam o indivíduo a ingressar na enfermagem, basicamente são os mesmos que o motivam ao trabalho. Entretanto, os fatores de desmotivação não dependem da vontade do trabalhador. Logo a compreensão desses fatores (motivação/desmotivação é importante, pois estes interferem nas ações de enfermagem, e consequentemente, implicam na qualidade da assistência. Descritores: Enfermagem, Motivação, Saúde do Trabalhador.

  3. Motivational Profiles and Motivation for Lifelong Learning of Medical Specialists.

    Science.gov (United States)

    van der Burgt, Stéphanie M E; Kusurkar, Rashmi A; Wilschut, Janneke A; Tjin A Tsoi, Sharon L N M; Croiset, Gerda; Peerdeman, Saskia M

    2018-05-22

    Medical specialists face the challenge of maintaining their knowledge and skills and continuing professional development, that is, lifelong learning. Motivation may play an integral role in many of the challenges facing the physician workforce today including maintenance of a high performance. The aim of this study was to determine whether medical specialists show different motivational profiles and if these profiles predict differences in motivation for lifelong learning. An online questionnaire was sent to every medical specialist working in five hospitals in the Netherlands. The questionnaire included the validated Multidimensional Work Motivation Scale and the Jefferson Scale of Physician Lifelong Learning together with background questions like age, gender, and type of hospital. Respondents were grouped into different motivational profiles by using a two-step clustering approach. Four motivational profiles were identified: (1) HAMC profile (for High Autonomous and Moderate Controlled motivation), (2) MAMC profile (for Moderate Autonomous and Moderate Controlled motivation), (3) MALC profile (for Moderate Autonomous and Low Controlled motivation), and (4) HALC profile (for High Autonomous and Low Controlled motivation). Most of the female specialists that work in an academic hospital and specialists with a surgical specialty were represented in the HALC profile. Four motivational profiles were found among medical specialists, differing in gender, experience and type of specialization. The profiles are based on the combination of autonomous motivation (AM) and controlled motivation (CM) in the specialists. The profiles that have a high score on autonomous motivation have a positive association with lifelong learning.This is an open-access article distributed under the terms of the Creative Commons Attribution-Non Commercial-No Derivatives License 4.0 (CCBY-NC-ND), where it is permissible to download and share the work provided it is properly cited. The work

  4. 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

  5. Motivation and learning physics

    Science.gov (United States)

    Fischer, Hans Ernst; Horstendahl, Michaela

    1997-09-01

    Being involved in science education we cannot avoid confronting the problem of students' waning interest in physics. Therefore, we want to focus on arguments developed by new theoretical work in the field of motivation. Especially, we are attracted by the theory of motivation featured by Deci and Ryan, because it is related to an assumptions of human development similar to our own approach. Beneath elements of cognitive development, motivation is seen as a basic concept to describe students' learning in a physics classroom. German students at lower and upper secondary level regard physics as very difficult to learn, very abstract and dominated by male students. As a result physics at school continuously loses importance and acceptance although a lot of work has been done to modernise and develop the related physics courses. We assume that knowing about the influence of motivation on learning physics may lead to new insights in the design of classroom settings. Referring to Deci and Ryan, we use a model of motivation to describe the influence of two different teaching strategies (teacher and discourse oriented) on learning. Electrostatics was taught in year 8. The outcomes of a questionnaire which is able to evaluate defined, motivational states are compared with the interpretation of the same student's interaction in the related situation of the physics classroom. The scales of the questionnaire and the categories of analysis of the video-recording are derived from the same model of motivation.

  6. 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.

  7. Relationship of Employees’ Achievement Motivation and Quality of Working Life with Their Self-efficacy at Selected Hospitals with a Multi-group Analysis: Moderating Role of Organizational Ownership

    Science.gov (United States)

    Mahmoudi, Ghahraman; Rostami, Fahimeh Hoseinian; Mahmoudjanloo, Shaharbanoo; Jahani, Mohammad Ali

    2017-01-01

    Introduction: Motivational deficiencies and the low quality of working life significantly reduce employees’ work performance and consequently their efficacy (effectiveness and proper performance in doing a task or specific tasks). Aim: The aim of this study was to determine the relationship between achievement motivation and quality of working life with self-efficacy among staff working in Mazandaran hospitals, by taking organizational ownership as a mediator variable. Materials and Methods: This study was an applied descriptive-correlation. Research population consisted of all staff working in selected hospitals of Mazandaran Province, Iran. 341 employees were selected with randomly-stratified sampling as the statistical sample. Three valid questionnaires were used for data collection. Data were analysis based on structured equations and path analysis with SPSS19 and AMOS. Results: In private hospitals, there was a significant relationship between the quality of working life and self-efficacy (pmotivation and self-efficacy, there was no significant differences between university hospitals and social security hospitals, but relationship between the quality of working life and self-efficacy was significant (p motivation and self-efficacy in private hospitals and university hospitals, a significant differences was observed (pmotivation and quality of working life with self-efficacy. Staff’s empowerment courses for university hospitals and improvement in the overall space of job, increase in job security, reducing salary differences is suggested for private hospitals. PMID:29284991

  8. Drinking motives

    NARCIS (Netherlands)

    Jacob Rosendahl; Lenka van Riemsdijk; Klaus Grunert; Johan van Berkel

    2013-01-01

    Chapter 8 in Comsumption Culture in Europe. 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

  9. Drinking Motives

    DEFF Research Database (Denmark)

    Grunert, Klaus G; Rosendahl, Jacob; Andronikidis, Andreas I.

    2013-01-01

    . 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...

  10. Intrinsic Motivation.

    Science.gov (United States)

    Deci, Edward L.

    The paper draws together a wide variety of research which relates to the topic of intrinsic motivation; intrinsically motivated activities are defined as those which a person does for no apparent reward except the activity itself or the feelings which result from the activity. Most of this research was not originally reported within the framework…

  11. Gerontechnology motivation

    NARCIS (Netherlands)

    Bronswijk, van J.E.M.H.

    2006-01-01

    Gerontechnology’s framework has been formulated in a functional way, with little attention paid to motivation. Abraham H. Maslow’s theory of human motivation (1943) can fill this gap with his hierarchy of needs to be fulfilled in the following order: physiological, safety related, social, esteem and

  12. 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...

  13. 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…

  14. Computing Educator Attitudes about Motivation

    OpenAIRE

    Settle, Amber; Sedlak, Brian

    2016-01-01

    While motivation is of great interest to computing educators, relatively little work has been done on understanding faculty attitudes toward student motivation. Two previous qualitative studies of instructor attitudes found results identical to those from other disciplines, but neither study considered whether instructors perceive student motivation to be more important in certain computing classes. In this work we present quantitative results about the perceived importance of student motivat...

  15. 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

  16. In reality, I motivate myself!

    DEFF Research Database (Denmark)

    Mariager-Anderson, Kristina; Cort, Pia; Thomsen, Rie

    2016-01-01

    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...

  17. 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…

  18. 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.

  19. Designing motivation

    DEFF Research Database (Denmark)

    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...... 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...

  20. Relationship of Employees' Achievement Motivation and Quality of Working Life with Their Self-efficacy at Selected Hospitals with a Multi-group Analysis: Moderating Role of Organizational Ownership.

    Science.gov (United States)

    Mahmoudi, Ghahraman; Rostami, Fahimeh Hoseinian; Mahmoudjanloo, Shaharbanoo; Jahani, Mohammad Ali

    2017-12-01

    Motivational deficiencies and the low quality of working life significantly reduce employees' work performance and consequently their efficacy (effectiveness and proper performance in doing a task or specific tasks). The aim of this study was to determine the relationship between achievement motivation and quality of working life with self-efficacy among staff working in Mazandaran hospitals, by taking organizational ownership as a mediator variable. This study was an applied descriptive-correlation. Research population consisted of all staff working in selected hospitals of Mazandaran Province, Iran. 341 employees were selected with randomly-stratified sampling as the statistical sample. Three valid questionnaires were used for data collection. Data were analysis based on structured equations and path analysis with SPSS19 and AMOS. In private hospitals, there was a significant relationship between the quality of working life and self-efficacy (pquality of working life and self-efficacy was significant (p quality of working life with self-efficacy. Staff's empowerment courses for university hospitals and improvement in the overall space of job, increase in job security, reducing salary differences is suggested for private hospitals.

  1. Employee motivation and employee benefits

    OpenAIRE

    Limburská, Martina

    2009-01-01

    The goal of this thesis is to get acquainted with the issue of employee motivation from a theoretical perspective, and then analyze the incentive system in a selected company - Sellier & Bellot. In conclusion, I would like to evaluate the lessons learned and propose some changes and recommendations for improving motivation in the analyzed company. The work is divided into four parts. The first three are rather theoretical. The first part deals with the explanation of the concept of motivation...

  2. The employee motivation and benefits

    OpenAIRE

    Fuhrmannová, Petra

    2013-01-01

    The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

  3. Computer-based and screencasts approach in the signal processing basics electrical engineering course : does blended-learning work to motivate students?

    NARCIS (Netherlands)

    Gomez Puente, S.M.; Sommen, P.C.W.

    2016-01-01

    This paper presents the first experience of the computer-based and screencast approach used in the Signal Processing Basics course to motivate first year electrical engineering students to assess own knowledge and skills. Signal Processing Basics is a freshman course with up to 240 students. With

  4. 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…

  5. 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)

  6. Motivation in Collaborative Knowledge Creation

    NARCIS (Netherlands)

    Hendriks, P.H.J.; Sousa, C.A.A.; Schwartz, D.; Te'eni, D.

    2011-01-01

    The importance of motivation in knowledge management (KM) debates is now generally acknowledged. Motivation affects the overall quality of knowledge used and produced in the work situation, the willingness to contribute to KM systems, the willing engagement in knowledge sharing and many other

  7. Academic Motivation of Students - The German Case

    OpenAIRE

    Fischer, Heike; Virgillito, Alfredo; Wilkesmann, Uwe

    2012-01-01

    The concept of motivation is used in many different disciplines to analyze the ‘what and why’ (Deci & Ryan, 2000) of human action. A vast body of literature exists on the relationship of motivation and performance in professional work and organization settings (e.g. Osterloh, Frey & Homberger, 2011; Gagné & Deci, 2005). Motivation is widely acknowledged to enhance performance and efficiency of staff (Ryan & Deci, 2000). Beyond work settings motivation may influence performance in academic set...

  8. 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

  9. 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.

  10. 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)

  11. The Current State of Research on Motivation

    Science.gov (United States)

    Geering, Adrian D.

    The literature on motivation theory is growing rapidly due to increased interest by leaders in all types of organizations in social-psychology variables such as internal commitment and motivation to work. This paper presents an overview of motivational research, covering early behavior theories such as scientific management and human relations,…

  12. [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.

  13. 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?…

  14. Motivation of workers in a particular company

    OpenAIRE

    ŽÁKOVÁ, Lenka

    2016-01-01

    The aim of this work is to analyse the current system of motivation of employees in the chosen company following suggestions of changes and recommendations for improving management in this area. The theoretical part contents basic ideas of motivation and employee benefits. The practical part is based on an analysis of the company. The purpose of changes should be a more sophisticated and long-term motivation of employees. Proposals for better solutions in the field of employee motivation shou...

  15. "You must not rely upon the words that very kind and beautiful girls utter, because in that regard, no offence, they all - lie":venereal diseases as a motive of Fran Gundrum's (1856-1919) work on sexual hygiene.

    Science.gov (United States)

    Kuhar, Martin; Fatović-Ferenčić, Stella

    2013-01-01

    Until the works of Fran Gundrum, there was no comprehensive analysis of sexuality in Croatia. In this article, we investigate the background of Gundrum's book Sexual Health Care, the first book on sexual hygiene in Croatia. We analyzed the motivational effect venereal diseases had on writing the book, as well as the metaphoric language he used to conceptualize them. Venereal diseases are presented in his work as a consequence of irresponsible sexual behavior, and are interpreted using the analogy of natural state of English political philosopher Thomas Hobbes. All aspects of his suggestions for suppression of venereal diseases were colored by giving priority to social over individual well-being. Tradition and modernity intermix in his work, shaping him as the pioneer of sexual hygiene on our territory in the times when questions about heredity and survival of the nation started to forcefully shape public health policies.

  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. The motivational capacity of occupational future time perspective as a moderator of the relationships between job control, work engagement, and personal initiative

    NARCIS (Netherlands)

    Annet de Lange; Hannes Zacher; Antje Schmitt

    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

  18. İş Motivasyonunun Çalışan Bağlılığı ve İşten Ayrılma Eğilimi Üzerindeki Etkileri = The Effects of Employee Work Motivation on Employee Commitment and Turnover Intention

    Directory of Open Access Journals (Sweden)

    Adnan CEYLAN

    2005-01-01

    Full Text Available In this study conducted on 84 public ve private sector employees, the relationships between organizational commitment, motivation to work ve turnover intention are investigated ve to determine the statistically significant relations, Allen ve Meyer's model is used. Statistically coherent corellations between affective, continuance, normative commitment ve motivation to work ve their impact on turnover intention is also investigated by regression analysis. This study serves as an important guide for those who are interested in understanding ve increasing employee commitment.

  19. 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...

  20. 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...

  1. A model of involvement in work-related learning and development activity: the effects of individual, situational, motivational, and age variables.

    Science.gov (United States)

    Maurer, Todd J; Weiss, Elizabeth M; Barbeite, Francisco G

    2003-08-01

    Eight hundred employees from across the U.S. work force participated in a detailed 13-month longitudinal study of involvement in learning and development activities. A new model was posited and tested in which the hypothesized sequence was as follows: worker age --> individual and situational antecedents --> perceived benefits of participation and self-efficacy for development --> attitudes toward development --> intentions to participate --> participation. The results depict a person who is oriented toward employee development as having participated in development activities before, perceiving themselves as possessing qualities needed for learning, having social support for development at work and outside of work, being job involved, having insight into his or her career, and believing in the need for development, in his or her ability to develop skills and to receive intrinsic benefits from participating. Given the aging work force, a detailed treatment of age differences in development is presented. Implications for new ideas in practice and future research are discussed.

  2. 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. (c) 2015 APA, all rights reserved).

  3. 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

  4. 中文維基百科管理員參與動機與工作型態之研究 The Participation Motivation and Work Styles of the Administrators for Chinese Wikipedia

    Directory of Open Access Journals (Sweden)

    Chao-Yun Liang

    2008-09-01

    Full Text Available 本研究以兩岸三地中文維基百科的管理員為對象,探討其參與動機與工作型態。研究群依據研究目的,進行相關文獻探討並編製調查問卷,該問卷共分為四個部分:第一部分為改編之參與動機量表;第二部分為擔任中文維基百科管理員情況;第三部分是日常工作型態;第四部分為受調者基本資料。研究結果顯示:(一)兩岸三地中文維基百科管理員之參與動機主要為「自我成長」、「使命感」、「相近性」,且不因居住地區不同而有差異;(二)在「工作時數」及「僱用合約的型態」兩方面,有部分管理員符合非典型工作型態的特徵;另三地管理員日常工作型態在「全職學生的比例」、「工作時段是否彈性」、「工作合約明訂僱用期限」三方面有顯著的差異。(三)擁有較多自主時間者、人際歸屬較弱者,以及使用網路時間較長者,其參與動機均顯較高。研究群最後根據研究結果,提出對中文維基百科及其管理員制度之系列建議。The purpose of this study is to explore the participation motivations and work styles of administrators of Chinese Wikipedia among Taiwan, Hong Kong, and Mainland China. A questionnaire was designed based on literature reviews and expert consultations from related fields. The questionnaire for administrators is divided into three sections: revised scale of participation motivation; daily works and performance; and work styles. The findings of this study include: 1. The major motivations of the administrators to participate in Chinese Wikipedia are: self-growth, sense of mission, and similarity. 2. For work style, in the aspects of working hours and employment type, some of the administrators have atypical work styles. On the other hand, all of them showed a major difference in the following aspects: ratio of full-time student, flexibility of working

  5. Autonomous and controlled motivational regulations for multiple health-related behaviors: between- and within-participants analyses

    Science.gov (United States)

    Hagger, M.S.; Hardcastle, S.J.; Chater, A.; Mallett, C.; Pal, S.; Chatzisarantis, N.L.D.

    2014-01-01

    Self-determination theory has been applied to the prediction of a number of health-related behaviors with self-determined or autonomous forms of motivation generally more effective in predicting health behavior than non-self-determined or controlled forms. Research has been confined to examining the motivational predictors in single health behaviors rather than comparing effects across multiple behaviors. The present study addressed this gap in the literature by testing the relative contribution of autonomous and controlling motivation to the prediction of a large number of health-related behaviors, and examining individual differences in self-determined motivation as a moderator of the effects of autonomous and controlling motivation on health behavior. Participants were undergraduate students (N = 140) who completed measures of autonomous and controlled motivational regulations and behavioral intention for 20 health-related behaviors at an initial occasion with follow-up behavioral measures taken four weeks later. Path analysis was used to test a process model for each behavior in which motivational regulations predicted behavior mediated by intentions. Some minor idiosyncratic findings aside, between-participants analyses revealed significant effects for autonomous motivational regulations on intentions and behavior across the 20 behaviors. Effects for controlled motivation on intentions and behavior were relatively modest by comparison. Intentions mediated the effect of autonomous motivation on behavior. Within-participants analyses were used to segregate the sample into individuals who based their intentions on autonomous motivation (autonomy-oriented) and controlled motivation (control-oriented). Replicating the between-participants path analyses for the process model in the autonomy- and control-oriented samples did not alter the relative effects of the motivational orientations on intention and behavior. Results provide evidence for consistent effects

  6. 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

  7. What Motivates High School Students to Want to Be Teachers? The Role of Salary, Working Conditions, and Societal Evaluations about Occupations in a Comparative Perspective

    Science.gov (United States)

    Han, Seong Won; Borgonovi, Francesca; Guerriero, Sonia

    2018-01-01

    This study examines between-country differences in the degree to which teachers' working conditions, salaries, and societal evaluations about desirable job characteristics are associated with students' teaching career expectations. Three-level hierarchical generalized linear models are employed to analyze cross-national data from the Programme for…

  8. 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.

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

    NARCIS (Netherlands)

    Blanco-Donoso, L.M.; Demerouti, E.; Hernández, E.G.; Moreno-Jiménez, B.; Cobo, I.C.

    2015-01-01

    Background 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

  10. 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.

  11. 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...

  12. 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.

  13. Vocational Students’ Motivation for Professional Skills

    Science.gov (United States)

    Sojow, L.; Wajong, A.; Sangi, N.

    2018-02-01

    The purpose of this research is to know whether there is a positive and significant correlation between readiness work and achievement motivation with performance of vocational education graduates. Expost facto research method by taking data with instrument was employed in this study. To obtain data on work attitude variables, achievement motivation is taken from primary data through employee respondents in Bitung City, Indonesia industry with a sample of 37 people. Results of the research show that: (i) good work readiness is the dominant element in determining the performance level of vocational graduate worker. (ii) There is correlation between achievement motivation with graduate performance, (iii) there is correlation between work readiness and achievement motivation together with graduate performance. The contribution of work readiness and achievement motivation together with graduate performance was 73%.

  14. 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.

  15. 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.

  16. Personal Development is Motivating

    DEFF Research Database (Denmark)

    Hjort, Katrin

    2018-01-01

    The education system is increasingly being managed with the help of competence goals that are so clear-cut that we are hindering the students from making decisions and working things out for themselves. Therefore, they are not adequately prepared for the society of the future. Although we do...... not know what the future will bring, we do know that they must continue to learn and be creative. Professor Katrin Hjort, therefore, is fighting for an education system that stimulates students’ personal development, which is also crucial for their motivation....

  17. Motivating the Army Acquisition Workforce

    Science.gov (United States)

    2016-04-07

    number of the survey’s questions also touch on employees ’ satisfaction concerning the existence or prevalence of a number of motivators, such as a...involvement in decisions that affect your work? 53% Senior leaders demonstrate support for Work/ Life programs. 57% Employees are recognized for...allow a work- life balance (OPM, 2015). On the other hand, many results of this survey are cause for concern. AAW employees do not feel appreciated for

  18. Toward a comprehensive taxonomy of human motives

    Science.gov (United States)

    Talevich, Jennifer R.; Walsh, David A.; Iyer, Ravi; Chopra, Gurveen

    2017-01-01

    A major success in personality has been the development of a consensual structure of traits. However, much less progress has been made on the structure of an equally important aspect of human psychology: motives. We present an empirically and theoretically structured hierarchical taxonomy of 161 motives gleaned from a literature review from McDougall to the present and based on the cluster analysis of similarity judgments among these 161 motives, a broader sampling of motives than previous work. At the broadest level were: Meaning, Communion, and Agency. These divided into nine clusters: Morality & Virtue, Religion & Spirituality, Self-Actualization, Avoidance, Social Relating, Family, Health, Mastery & Competence, and Financial & Occupational Success. Each divided into more concrete clusters to form 5 levels. We discuss contributions to research on motives, especially recent work on goal systems, and the aiding of communication and systematization of research. Finally, we compare the taxonomy to other motive organizations. PMID:28231252

  19. 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.

  20. Design for Motivation: Evaluation of a Design Tool

    OpenAIRE

    Chasanidou, Dimitra

    2018-01-01

    Design for motivation constitutes a design practice that focuses on the activation of human motives to perform an action. There is an increasing need to design motivational and engaging mechanisms for voluntary systems, such as innovation platforms, where user participation is a key target. When designing for motivation, a challenge of the early design phases is the selection of appropriate design tool and strategy. The current work presents a design tool, namely DEMO (DEsign for MOtivation),...

  1. Motivation in vocational education: a reform issue in tertiary ...

    African Journals Online (AJOL)

    Working in a non-motivating environment is a nagging issue in various tertiary institutions in Cross River State .This dampens staff morale a great deal. However, the provision of motivation in work places will be a great boost to staff morale especially in Vocational Education. This paper discusses the meaning of motivation, ...

  2. 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 ...

  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. Teachers' motivation and its influence on quality assurance in the ...

    African Journals Online (AJOL)

    Motivational strategies like staff training and development, promotion, salary, remuneration, working conditions, status and participatory decision making, acted as a barrier towards achieving quality assurance in the educational system. Some challenges that negatively influenced teacher motivation and recommendations ...

  5. Employee motivation in health care

    Directory of Open Access Journals (Sweden)

    Joanna Rosak-Szyrocka

    2015-03-01

    Full Text Available Employees of any organization are the most central part so they need to be influenced and persuaded towards task fulfillment. Examinations connected with medical services were carried out using the Servqual method. It was stated that care of employees and their motivation to work is a very important factor regarding employee engagement but also about the overall success of an organization.

  6. 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.

  7. 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.

  8. Refinement of the use of food and fluid control as motivational tools for macaques used in behavioural neuroscience research: report of a Working Group of the NC3Rs.

    Science.gov (United States)

    Prescott, Mark J; Brown, Verity J; Flecknell, Paul A; Gaffan, David; Garrod, Kate; Lemon, Roger N; Parker, Andrew J; Ryder, Kathy; Schultz, Wolfram; Scott, Leah; Watson, Jayne; Whitfield, Lucy

    2010-11-30

    This report provides practical guidance on refinement of the use of food and fluid control as motivational tools for macaques used in behavioural neuroscience research. The guidance is based on consideration of the scientific literature and, where data are lacking, expert opinion and professional experience, including that of the members of a Working Group convened by the United Kingdom National Centre for the Replacement, Refinement and Reduction of Animals in Research (NC3Rs). The report should be useful to researchers, veterinarians and animal care staff responsible for the welfare of macaques used in food and fluid control protocols, as well as those involved with designing, performing and analysing studies that use these protocols. It should also assist regulatory authorities and members of local ethical review processes or institutional animal care and use committees concerned with evaluating such protocols. The report provides a framework for refinement that can be tailored to meet local requirements. It also identifies data gaps and areas for future research and sets out the Working Group's recommendations on contemporary best practice. Copyright © 2010 Elsevier B.V. All rights reserved.

  9. 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....

  10. Achievement Motivation Development Project. Final Report.

    Science.gov (United States)

    McClelland, Dave C.; Alschuler, Alfred S.

    Two efforts were made to develop achievement motivation in school children and to observe the effect of such training on their behavior in and out of school. These studies were undertaken because: (1) Achievement motivation might help children think more seriously about their work habits and career planning; (2) It might improve the grades of…

  11. Maslow's Human Motivation Needs Hierarchy: A Bibliography.

    Science.gov (United States)

    Roberts, Thomas B.

    Over two hundred periodical, dissertation, book, research paper, and essay citations of works published between 1948 and 1972 are listed in this bibliography which concerns itself with human motivation needs. Over 140 authors are represented. Some of the wide ranging topics included, in addition to and in relation to various aspects of motivation,…

  12. Student Motivation: A Recipe for Teacher Educators.

    Science.gov (United States)

    Kasambira, K. Paul

    A review of literature dealing with psychological needs, including work by Maslow (with explanations of comfort, security, the social instinct, ego gratification, and self actualization) serves as a foundation for an examination of the problem of motivating students. Two major causes of lack of motivation, poor teaching and poor curriculum, are…

  13. 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...

  14. Developing an instrument to assess information technology staff motivation

    OpenAIRE

    Belfo, Fernando Paulo; Sousa, Rui Dinis

    2011-01-01

    Motivation is a key factor that influences individual effort, which, in turn, affects individual and organizational performance. Nevertheless, motivation at work depends on the organizational rewards and incentives, according to individual goals. This paper reports on the development of an instrument designed to measure the motivation of Information Technology people at their workplace. Psychology theories and work addressing intrinsic and extrinsic motivation have been studied. Some motivati...

  15. 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.

  16. GREEN KEY AS A MOTIVATING FACTOR FOR STAFF LOYALTY AND SATISFACTION

    OpenAIRE

    Mozgov, Maxim

    2017-01-01

    This thesis is connected to staff motivation: which kind of motivation tools motivate employees, and does the Green Key motivate employees to work in the organization which is holding this eco label. The main goal of the thesis was determine the influence of the Green Key on motivation and sustainable development. The objectives of the thesis were to find out which motivational factors are present in the current hotel for employees to perform their job better. Which motivational factors are t...

  17. MOTIVASI KERJA GURU HONORER DITINJAU DARI QUALITY OF WORK LIFE

    OpenAIRE

    HARIWIBOWO, HERWINDO; ROSALINDA, IRMA; KHAIR, ADE SHABRINA

    2015-01-01

    Motivation work temporary teachers are needed in education. With a high work motivation is expected teachers will have quality in transferring knowledge to learners. One study to measure work motivation is related to quality of work life. This study aims whether there is influence of quality of work life on the motivation of teachers work honorary. Researcher used scale quantitative methods psychology. Researcher used adapted instrument, namely Motivation Teacher Work and Quality of Work Life...

  18. 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.

  19. Group Work, Students' Reading Ability, And Motivation

    OpenAIRE

    Wahidah, Farah Sukmawati

    2014-01-01

    Teachers must be able to cooperate with their students in the class to make the teaching and learning activities enjoyable. A good teacher has to use appropriate strategies to make his or her students fluent readers. Teachers also have to make students feel comfortable so that they can achieve the objective of the teaching and learning activities. Responding to the problems and considering the factors causing them, the researcher taught that the best way to improve the students' reading abili...

  20. Motivators and barriers for interventions at work

    NARCIS (Netherlands)

    Koningsveld, E.A.P.; Molen, H.F. van der

    2006-01-01

    Ergonomical interventions are not automatically adapted by workers or implemented at construction sites. In order to be more successful with implementations in this sector, one must start with its specific characteristics. In this paper these are briefly described. Then several ergonomic

  1. 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.

  2. Motivation in medical education.

    Science.gov (United States)

    Pelaccia, Thierry; Viau, Rolland

    2017-02-01

    Motivation is a concept which has fascinated researchers for many decades. The field of medical education has become interested in motivation recently, having always assumed that medical students must be motivated because of their commitment to highly specific training, leading to a very specific profession. However, motivation is a major determinant of the quality of learning and success, the lack of which may well explain why teachers sometimes observe medical students who are discouraged, have lost interest or abandon their studies, with a feeling of powerlessness or resignation. After describing the importance of motivation for learning in medicine, this Guide will define the concept of motivation, setting it within the context of a social cognitive approach. In the second part of this Guide, recommendations are made, based upon the so-called "motivational dynamic model", which provides a multitude of various strategies with positive effects on students' motivation to learn.

  3. 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…

  4. Motivation and Communication within the Commercial Company

    Directory of Open Access Journals (Sweden)

    Zlata Kastelic

    2016-05-01

    Full Text Available Research question (RQ: The research deals with the question of how employees are motivated for mutual communication and transfer of information needed for smooth functioning of work processes. Another question is how much awards affect motivation of employees in the organization. Purpose: The purpose of the research was to determine the connection between motivation and communication of employees in the organization. What is the influence of remuneration on positive motivation and successful communication and how this is connected with effective achievement of goals set in the organization? Method: The research was carried out by a Likert-type scale to study perception of motivation with communication of employees in the organization. Employees of the sales organization were part of the research study. Results: The results show that employees' communication has an influence on motivation of employees in the sales organization. Furthermore, the results show that suitable communication increases working motivation and that employees are satisfied with communication at their workplace. Organization: Communication among employees is vital for a successful organization. The employees of the sales organization were aware of the fact that their company cannot be successful without proper motivation for communication. This research study shows that proper communication increases working motivation in the organization, but the questionnaire should be carried out systematically to determine progress and improvement on a longitudinal basis. Society: Establishing communication in a sales organization is very important because communication happens among colleagues as well as among buyers who contribute to the success of the business. Originality: The goal of the research was to determine the connection between motivation and communication of the employees in a sales organization. The research was carried out to define weaknesses of communication to suggest

  5. Strong intrinsic motivation

    OpenAIRE

    Dessi, Roberta; Rustichini, Aldo

    2015-01-01

    A large literature in psychology, and more recently in economics, has argued that monetary rewards can reduce intrinsic motivation. We investigate whether the negative impact persists when intrinsic motivation is strong, and test this hypothesis experimentally focusing on the motivation to undertake interesting and challenging tasks, informative about individual ability. We find that this type of task can generate strong intrinsic motivation, that is impervious to the effect of monetary incen...

  6. Motivation in medical students

    OpenAIRE

    Kusurkar, R.A.

    2012-01-01

    Introduction The importance of motivation in learning behaviour and education is well-researched and proven in general education, but much less in medical education. There is sometimes focus on increasing the quantity of motivation, but the how and why need more evidence. The aims of this thesis were to gather insights and investigate medical students’ motivation, particularly the importance of quality of motivation, factors influencing and outcomes and to explore how these can be applied to ...

  7. Motivering van spoorbaaninstandhoudingstoesighouers

    OpenAIRE

    2015-01-01

    M.Com. (Business Management) Personnel motivation is one of management's most important tasks, but due to a lack of understanding of the nature of motivation, it is also frequently neglected resulting in losses to the organisation. The purpose of this document was to perform a motivation study on the supervisory staff of a railway maintenance depot. With the results of this study the cause of the low level of motivation was determined, followed by recommendations to management in order to ...

  8. 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...

  9. Learner Motivation and Interest

    OpenAIRE

    Daskalovska, Nina; Gudeva, Liljana Koleva; 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...

  10. 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…

  11. Theme: Motivating Students.

    Science.gov (United States)

    Gartin, Stacy A.; And Others

    1993-01-01

    Includes "How Do I Turn Your Crank to Get You Going?" (Gartin); "How Do You Say 'I Don't Know' and Not Feel Guilty?" (Dickson); "Basics of Motivation" (Rankin); "Challenge to Lead Motivates Students" (D'Haem, Krueger); "Don't Just Tell Me, Teach Me!" (Custer, Leugers); "The 'I' in Motivation" (Woody); and "Student Self Discipline Scale" (Coffman).…

  12. 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…

  13. Explorations in achievement motivation

    Science.gov (United States)

    Helmreich, Robert L.

    1982-01-01

    Recent research on the nature of achievement motivation is reviewed. A three-factor model of intrinsic motives is presented and related to various criteria of performance, job satisfaction and leisure activities. The relationships between intrinsic and extrinsic motives are discussed. Needed areas for future research are described.

  14. 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...

  15. Researching Student Motivation

    Science.gov (United States)

    Alkaabi, Sultan Ali R.; Alkaabi, Warda; Vyver, Glen

    2017-01-01

    Motivation has been studied by different scientists in different fields of knowledge such as biology, psychology, and education for a long period, which has cultivated a wealth of knowledge in these disciplines. The richness in motivation theories poses complexity in motivation research. Due to these complexities, many researchers focus on using a…

  16. 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.

  17. Motivation Strategies for Knowledge Workers: Evidences and Challenges

    Directory of Open Access Journals (Sweden)

    Alberto Petroni

    2008-10-01

    Full Text Available Many studies have been performed previously to investigate different theories of motivation and, more specifically, how to motivate technical professionals. Through a questionnaire survey carried out on 376 development engineers, identified as “knowledge workers” by managers in their firms, this study identifies what methods are used in industry to motivate these individuals, what works and what does not. While many aspects of standard incentives and reward systems used to motivate technical professionals in general are also motivating for technical visionaries, these results indicate that they are motivated by additional factors not generally discussed in the literature.

  18. Motivation from control.

    Science.gov (United States)

    Eitam, Baruch; Kennedy, Patrick M; Tory Higgins, E

    2013-09-01

    Human motivation is sensitive to value-to the outcomes of actions. People invest mental and physical resources for obtaining desired results or for stopping and reversing undesired ones. Accordingly, people's motivation is sensitive to information about their standing in relation to outcome attainment ('outcome feedback'). In this paper, we argue and present the first evidence for the existence of another motivational sensitivity in humans-a sensitivity to our degree of control on the environment and hence to information about that control ('control feedback'). We show that when actions have even trivial and constant perceptual effects, participants' motivation to perform is enhanced. We then show that increased motivation is not because more information about task performance is available and that motivation is increased only in conditions in which control over the effects can be firmly established by the mind. We speculate on the implications for understanding motivation, and potentially, physical and mental health.

  19. Occupational safety motivation

    DEFF Research Database (Denmark)

    Pedersen, Louise; Kines, Pete

    2010-01-01

    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....... 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...

  20. Teachers' engagement in professional learning : exploring motivational profiles

    NARCIS (Netherlands)

    Jansen in de Wal, J.; Brok, den P.J.; Hooijer, J.G.; Martens, R.L.; Beemt, van den A.A.J.

    2014-01-01

    This study investigated to what extent secondary school teachers are motivated to work on their professional learning. To this end, profiles of motivational dimensions from self-determination theory were explored in a sample of 2360 teachers by means of latent profile analysis. The motivational