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Article
Publication date: 10 February 2012

Robert E. Ankli and Ralph Palliam

This paper recognizes self determination theory (SDT) as a model to successfully motivate an organization's workforce and recommends SDT as a more encompassing theory of motivation

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Abstract

Purpose

This paper recognizes self determination theory (SDT) as a model to successfully motivate an organization's workforce and recommends SDT as a more encompassing theory of motivation. Consequently, motivation assumes a different dimension and it therefore becomes necessary to consider issues associated with autonomous motivation, controlled motivation, and motivation as a predictor of performance. This paper aims to address this issue.

Design/methodology/approach

The paper initially identifies the underlying assumptions of motivation that include: people having the capacity for responsible actions, a natural aspiration to learning and understanding things, and the desire to do good at work and play. The paper then proceeds to addresses several basic issues associated with SDT, namely, cognitive, affective and psycho‐motor development. Finally, it considers perception of the self, one's psychological and emotional needs, life goals and aspirations, individual dynamism, culture and the impact of social environments as key issues that determine one's ability to self‐actualize.

Findings

The study shows SDT's relevance to discussions in organizational behavior. The findings suggest that extrinsic motivation can be deleterious to intrinsic motivation. Work‐related happiness is acquired when individuals use their personality as a motivation determinant to fulfill a mission that is meaningful to themselves too. Individuals are most resourceful and innovative when they feel motivated largely as a result of their interest, their inner satisfaction, and challenges of the work itself and not by external pressures or incentives.

Practical implications

In this regard it is recommended that human resources professionals and/or managers need to consider issues associated with autonomous motivation, controlled motivation, and motivation as a predictor of performance. Different attitudinal relationships towards work‐play necessitate distinct types of motivation. Should work and play become homogeneous, the defining role of human resources management in relation to motivation needs revisiting in particular SDT

Originality/value

This paper adds to the academic literature on motivation in a somewhat different vein by presenting autonomy, competence, and relatedness in SDT as vitally essential for psychological growth, optimal functioning, and well‐being in any fields of endeavor. The study identifies extrinsic rewards as undermining intrinsic motivation in most circumstances.

Details

Development and Learning in Organizations: An International Journal, vol. 26 no. 2
Type: Research Article
ISSN: 1477-7282

Keywords

Article
Publication date: 15 September 2023

Umair Ahmed, Said Al Riyami, Waheed Ali Umrani, Munwar Hussain Pahi and Hassan Syed

The authors intended to find out what motivates employees at the workplace. For this purpose, the authors examined family motivation and intrinsic motivation influences over work

Abstract

Purpose

The authors intended to find out what motivates employees at the workplace. For this purpose, the authors examined family motivation and intrinsic motivation influences over work attitudes such as organizational citizenship behavior (individual) and affective commitment.

Design/methodology/approach

In the current research, the authors adopted time-lagged approach to collect a total of 352 responses from managers in the hospitality sector. This approach was adopted to avoid common method issues related to survey research.

Findings

The findings suggest positive association of family motivation with intrinsic motivation, affective commitment and organizational citizenship behavior (individual). The authors also found intrinsic motivation positively related to affective commitment and organizational citizenship behavior (individual). The findings also found statistical support pertaining to the mediating role of intrinsic motivation on family motivation's positive relationship with affective commitment and organizational citizenship behavior (individual).

Practical implications

Considering important role of family motivation, the authors ask managers to think through ways that could help employees feel better about their family's wellbeing. The authors also suggest organizations upsurge intrinsic motivation of their employees by engaging them in decision-making process, allow employees to craft their jobs because through these a higher level of organizational citizenship behavior for individuals and affective commitment could be generated.

Originality/value

The authors extend the core assumption of self-determination theory that work motivation (intrinsic in specific) is autonomously determined, deeply rooted within individuals, and gratifying. It works on the pleasure principle and mirrors a hedonic standpoint. In such a situation, employees work merely based on their interest and joy; they focus and enjoy the process.

Details

Journal of Hospitality and Tourism Insights, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 20 April 2023

Dimitris Giamos, Or Shkoler, Aharon Tziner, Cristinel Vasiliu and Yonatan Shertzer

The current study aims to propose a novel three-way interaction of work motivation (intrinsic/extrinsic) and work environment (organizational justice), in a Romanian context…

Abstract

Purpose

The current study aims to propose a novel three-way interaction of work motivation (intrinsic/extrinsic) and work environment (organizational justice), in a Romanian context. Moreover, as managers and employees do not have the same needs, workloads and performance assessments, so the research model is tested in four groups: employees, office managers, department managers and executives. Additionally, a minor goal is to replicate known relationships in the literature in a non-Western country.

Design/methodology/approach

To this end, a total sample of N = 3,287 Romanian participants was obtained, using established, valid and known measures. Statistical analyses included common-method bias analysis, zero-order Pearson correlations and linear regressions with bootstrapping.

Findings

Results support the hypothesized three-way interaction, such that only when both motivations are high does the work environment have a profound effect on organizational outcomes, but when both are low, the employee becomes indifferent to the work.

Originality/value

Workplace fairness and work motivation are topics concerning employees and managers alike. While their roles in contributing to reduce work misbehaviors and increase extra role behaviors have been outlined in the past as, they may interact in surprising ways, and differently in every managerial level. On one hand, the current article replicates established associations but, on the other hand, it does so from a non-Western perspective and with the not-yet-researched addition of a three-way interaction between work environment (i.e. perceptions of organizational justice) and the individual's motivational dispositions (i.e. intrinsic and extrinsic work motivations).

Details

Journal of Advances in Management Research, vol. 20 no. 3
Type: Research Article
ISSN: 0972-7981

Keywords

Article
Publication date: 13 January 2023

Modesta Morkevičiūtė and Auksė Endriulaitienė

In the literature, work addiction is proposed to be considered a construct that requires an extensive approach for understanding it; consequently, it should be analyzed as the…

Abstract

Purpose

In the literature, work addiction is proposed to be considered a construct that requires an extensive approach for understanding it; consequently, it should be analyzed as the interaction between personal and situational factors. Therefore, the aim of the present study was to examine the mediating role work motivation plays in the relationship between perceived demanding organizational conditions and employee work addiction.

Design/methodology/approach

A cross-sectional study was conducted on a convenience sample of 669 workers from different organizations in Lithuania. Data were collected using online self-administered questionnaire. To test a mediation model, a structural equation modeling path analysis was performed.

Findings

Demanding organizational conditions (i.e. work addiction of a manager, the workload, a work role conflict, a competitive organizational climate and the family-unsupportive organizational environment) were related to increased work addiction through higher extrinsic motivation. The mediator of intrinsic motivation yielded different results: the indirect relationship between demanding organizational conditions and work addiction was significant only at lower levels of intrinsic motivation. Even having controlled work motivation as a mediator, the proposed direct links remained significant in most cases.

Originality/value

The study gives a profound understanding of work addiction and explains the mechanism activated by an organization that is of great importance for its development and maintenance.

Details

Baltic Journal of Management, vol. 18 no. 2
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 8 August 2016

Jos Akkermans, Annet H. de Lange, Beatrice I.J.M. van der Heijden, Dorien T.A.M. Kooij, Paul G.W. Jansen and Josje S.E. Dikkers

The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age…

3036

Abstract

Purpose

The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work.

Design/methodology/approach

Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study.

Findings

The results from the regression analyses and structural equation modeling analyses support the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically, workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board.

Originality/value

The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.

Details

Career Development International, vol. 21 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 February 1988

Mark Shields

The literature of human motivation in a work setting is reviewed. The main theories are those of individual needs, equity and expectancy/value. This is followed by an examination…

2814

Abstract

The literature of human motivation in a work setting is reviewed. The main theories are those of individual needs, equity and expectancy/value. This is followed by an examination of the relationship between motivation and methods of job and work design. Particular emphasis is placed on the practical value of strategies resulting from these theories. The area of application for these principles is academic libraries, the main characteristics of which are identified. These include the influence of environmental factors, such as technological innovation and economic recession, the nature of the higher education system and the user community. This is followed by an analysis of library staff attitudes and the nature of library work. The division between professional and non‐professional staff is seen as particularly important in this context. The theories of motivation and work design are then applied to academic libraries and some gaps in the literature identified. The emphasis on higher order needs and lack of theory on motivation and the social aspects of work are noted. An outline of the most useful theories is offered and the importance of library managers remaining responsive to local needs is stressed.

Details

Library Management, vol. 9 no. 2
Type: Research Article
ISSN: 0143-5124

Keywords

Article
Publication date: 14 July 2020

Ma Liang, Zhang Xin, Ding Xiao Yan and Fei Jianxiang

While prior research provides interesting insights into the effect of social media use in enterprises, there is limited research on how use of different social media platforms…

3016

Abstract

Purpose

While prior research provides interesting insights into the effect of social media use in enterprises, there is limited research on how use of different social media platforms affects employee job satisfaction and work efficiency. This study developed a research model to investigate how public and private social media platforms used for different motivations affect employee job satisfaction and work efficiency.

Design/methodology/approach

Online surveys were conducted in China, generating 453 valid responses for analysis. Structural equation modeling is performed to test the research model and hypotheses.

Findings

The results suggest that (1) public social media used for both work- and social-related motivations positively affects employee job satisfaction, while private social media only used for social-related motivations can contribute to employee job satisfaction. (2) Public and private social media used for work-related motivations can contribute to employee work efficiency, while social-related motivations for use of public and private social media and employee work efficiency are not significant. (3) In the process of social media usage influencing employee job satisfaction and work efficiency, employees of different genders show significant differences.

Originality/value

First, this paper contributes to information systems social media research by examining the joint effects of different motivations for public and private social media usage on employee job satisfaction and work efficiency in organizations. Second, it contributes to uses and gratification theory by clarifying the relationship between different motivations for enterprise social media use and its needs.

Details

Journal of Enterprise Information Management, vol. 34 no. 3
Type: Research Article
ISSN: 1741-0398

Keywords

Article
Publication date: 23 December 2019

Jinda Kongcharoen, Nutthajit Onmek, Panaya Jandang and Sukanya Wangyisen

The purpose of this paper is to explore the levels of stress and work motivation of primary and secondary school teachers, investigate factors affecting stress of teachers and…

1072

Abstract

Purpose

The purpose of this paper is to explore the levels of stress and work motivation of primary and secondary school teachers, investigate factors affecting stress of teachers and validate the consistency of the model and empirical data.

Design/methodology/approach

The sample consisted of 400 teachers of primary and secondary schools. Questionnaire was implemented as the instrument and the data were analyzed by t-test, ANOVA and confirmatory factor analysis.

Findings

The results indicated that teachers of secondary schools have higher overall stress than teachers of primary schools for many reasons, such as financial issues and work obligations. Stress was found to be significantly positively associated with work motivation in secondary school teachers. The study revealed that demographic and work motivation factors influence teacher stress. The validation of a goodness of fitted model demonstrated an acceptable model fit with empirical data (χ2 test/df = 1.913, GFI = 0.934, CFI = 0.965, NFI = 0.930, AGFI = 0.893).

Originality/value

Teachers under stress could negatively influence their students’ academic performance and might be more vulnerable to occupational diseases. Therefore, the teachers should find favorite activities that reduce stress and thereby contribute to effective teaching. This study would be beneficial for anyone who works to support teachers and wants to reduce turnover among teachers.

Details

Journal of Applied Research in Higher Education, vol. 12 no. 4
Type: Research Article
ISSN: 2050-7003

Keywords

Article
Publication date: 2 March 2021

Sunan Babar Khan, David G. Proverbs and Hong Xiao

Health and safety in small construction firms is often neglected by owners leading to poor health and safety performance and unacceptably high fatality and injury rates. A body of…

1190

Abstract

Purpose

Health and safety in small construction firms is often neglected by owners leading to poor health and safety performance and unacceptably high fatality and injury rates. A body of knowledge has established significant links between the motivational behaviours of operatives towards health and safety. Motivation is also considered as a key tool for improving operative productivity as when operatives experience safe worksites, they can carry out their work in a more productive manner. The purpose of this research is to develop a framework to examine the motivational factors that affect operative health and safety in small construction firms.

Design/methodology/approach

A critical review and synthesis of the body of knowledge incorporating motivational theory, health and safety literature and the factors which characterise small firms, is used to develop the framework.

Findings

Key components of the framework include the presence of intrinsic and extrinsic components, appropriate health and safety policies and procedures, the type of work environment, the operatives (i.e. attitude, experience and training) as well as the presence of appropriate management and supervision. The study revealed that operatives in small firms are less likely to be extrinsically motivated due to the absence of training, management commitment, policies and the wider working environment

Research limitations/implications

Failure of motivational support can result in increased danger and risk in exposing operatives to injury in the small firm environment. In this context, the damage caused to operative's health and safety in small construction firms is dependent mainly on the extrinsic factors.

Practical implications

The framework provides a basis for improving our understanding of how to motivate operatives to act safely and will help to improve the health and safety performance of small firms. It is therefore vital to emphasise enhancement efforts on these extrinsic strategies in the small firms' environment especially in the initial stages of the project (or activity), so that the health and safety of operatives in small firms can be improved.

Originality/value

This study proposes a contribution in developing an understanding of the motivational factors and their influence on the health and safety of operatives in small construction firms. The study revealed that operatives in small firms are less likely to be extrinsically motivated and have only intrinsically motivated elements in their workplace. The study proposes an indirect link between the extrinsic and intrinsic factors that affect motivation.

Details

Engineering, Construction and Architectural Management, vol. 29 no. 1
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 1 June 2004

A.D. Amar

Grounding in the premise that motivation in a knowledge work environment is an outcome of the existence of certain antecedents that are responsive to the dynamics of motivation in…

25698

Abstract

Grounding in the premise that motivation in a knowledge work environment is an outcome of the existence of certain antecedents that are responsive to the dynamics of motivation in this environment, this work develops a conceptual model synthesizing motivations “what” and “how” that will bring human creativity in organizations which thrive on innovation. The presented model embodies these dynamics into five drivers of motivation practice in the knowledge work environment and then leads to three sources of motivation into which its antecedents should be loaded to motivate knowledge employees for innovation.

Details

European Journal of Innovation Management, vol. 7 no. 2
Type: Research Article
ISSN: 1460-1060

Keywords

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