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Article
Publication date: 16 January 2023

Nagendra Singh Nehra, Shilpi Sarna, Jitender Kumar, Sonia Singh, Mrunal Mahendra Marne and Ashutosh Pandey

This paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment…

Abstract

Purpose

This paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment and job crafting behaviours in predicting intrinsic motivation through emotional stability. It was hypothesized that emotionally stable employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated.

Design/methodology/approach

The sample comprised 396 employees, who are employed in different organizations across India. To test the hypotheses, the authors conducted structural equation modelling on SPSS AMOS 22.

Findings

The results highlight the partial mediating role of emotional stability in the association of psychological detachment with intrinsic motivation as well as the fully mediating role between job crating and intrinsic motivation.

Research limitations/implications

The study is conducted in a non-western collectivist culture and it makes significant contribution to the available literature on intrinsic motivation by proving that psychological detachment and job crafting act as predictor and highlighting the psychological state through emotional stability. The study further adds toward theory building around the construct of emotional stability, as it is still in its infancy.

Practical implications

This study has depicted that emotionally stable employees who are psychologically detached and have proactive job crafting behaviour can achieve higher intrinsic motivation.

Originality/value

On the basis of the recovery process (i.e. the effort-recovery model), the broaden and build theory and self-determination theory (SDT), this paper demonstrates that emotional stability plays the role of mediator that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employees.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 3 January 2023

Nagendra Singh Nehra

The present study is to develop an additional perspective on when and why psychological detachment and job crafting behaviors in predicting employee engagement through…

Abstract

Purpose

The present study is to develop an additional perspective on when and why psychological detachment and job crafting behaviors in predicting employee engagement through spirituality and intrinsic motivation. It was hypothesized that spiritual employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated and thereby leading to employee engagement.

Design/methodology/approach

The sample comprised 408 employees, who are employed in different organizations across India. To test the hypotheses, the author conducted structural equation modeling on SPSS AMOS 22.

Findings

The results highlight the partial mediating role of spirituality in the association of psychological detachment with intrinsic motivation as well as between job crafting and intrinsic motivation. The results highlight the fully mediating role of intrinsic motivation in the association of psychological detachment with employee engagement as well as between job crafting and employee engagement.

Practical implications

This study has depicted that spiritual employee who are psychologically detached and have proactive job crafting behavior can achieve higher intrinsic motivation and more engaged.

Originality/value

On the basis of the broaden and build theory, self-determination theory (SDT) and the recovery process (i.e. the effort-recovery model), this paper demonstrates that spirituality plays the role of predictor that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employee and are able to more engaged in work.

Details

Journal of Organizational Effectiveness: People and Performance, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2051-6614

Keywords

Book part
Publication date: 18 August 2014

Opal Donaldson and Evan W. Duggan

The purpose of this research is to develop a Social Information System research model that uses the core constructs intrinsic motivation, extrinsic motivation, and…

Abstract

Purpose

The purpose of this research is to develop a Social Information System research model that uses the core constructs intrinsic motivation, extrinsic motivation, and amotivation to explain social networking adoption among tweens, teens and young adults.

Methodology

In developing the research model, we triangulated theories to examine the different orientations of motivation. The data collection process included a stratified sample size of 270 respondents. Following data collection we analyzed the results using structural equation modeling in the Partial Least Square software package.

Findings

The constructs amotivation, intrinsic and extrinsic motivations were all statistically significant in explaining continuance intention to use social networking services (SNS).

Practical implications

Researchers and practitioners have intimated that although there has been a rise in the number of persons accessing and becoming members of SNS, several subscribers who join subsequently leave after a minimal period. The practical implication of this study lies in providing a preliminary understanding of what determines or inhibits continuance intention of SNS membership.

Originality/value

Despite efforts, research in IS and technology acceptance literature regarding SNS diffusion is limited in scope. The theoretical implication of this study lies in the model that has been developed and validated to provide a more effective tool for the scholarly evaluation of SNS adoption. Existing adoption models are insufficient to explain voluntary technology usage of this nature.

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

Keywords

Book part
Publication date: 21 November 2016

Woogul Lee

Many psychologists posit that intrinsic motivation generated by personal interest and spontaneous satisfactions is qualitatively different from extrinsic motivation

Abstract

Many psychologists posit that intrinsic motivation generated by personal interest and spontaneous satisfactions is qualitatively different from extrinsic motivation generated by external rewards. However, the contemporary neural understanding of human motivation has been developed almost exclusively based on the neural mechanisms of extrinsic motivation. In neuroscience studies on extrinsic motivation, striatum activity has been consistently observed as the core neural system related to human motivation. Recently, a few studies have started examining the neural system behind intrinsic motivation. Though these studies have found that striatum activity is crucial for the generation of intrinsic motivation, the unique neural basis of intrinsic motivation has not yet been fully identified. I suggest that insular cortex activity, known to be related to intrinsic enjoyment and satisfaction, is a unique neural component of intrinsic motivation. In this chapter, I addressed the theoretical background to and empirical evidence for this postulation.

Details

Recent Developments in Neuroscience Research on Human Motivation
Type: Book
ISBN: 978-1-78635-474-7

Keywords

Abstract

This survey study among 111 teleworkers in a bank organization investigated the relationship between telework intensity and individual productivity, and whether this relationship was mediated by employees’ intrinsic motivation. Also the moderating role of office hours in the model’s associations was studied. Based on the Job Demands-Resources Model (Bakker & Demerouti, 2007) and the professional isolation literature (e.g., Golden, Vega, & Dino, 2008), we developed and tested a set of hypotheses. Partly in line with expectations, we found a direct curvilinear relationship between telework intensity and individual productivity, characterized by a slight, non-significant positive association at the low telework intensity end, and a significant negative association for the high telework intensity end. Strikingly, we neither found support for a mediating role of intrinsic motivation, nor for a moderation effect of the number of office hours in the relationship between telework intensity and intrinsic motivation. However, the direct relationship between telework intensity and individual productivity appeared to be moderated by the number of office hours. It was concluded that consequences for productivity are contingent on telework intensity, and that the number of office hours has an important impact on the consequences of different telework intensities. The study’s outcomes can inform management and HR practitioners to understand how to implement and appropriately make use of telework.

Open Access
Article
Publication date: 20 September 2022

Aveshan Venketsamy and Charlene Lew

The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic

Abstract

Purpose

The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic motivation and innovative work behavior.

Design/methodology/approach

Multiple and hierarchical regression analyses based on data from 150 knowledge workers tested the hypotheses for a South African sample.

Findings

The results confirmed a positive relationship between intrinsic motivation and innovative work behavior, and found positive relationships between both organizational support for innovation and informational extrinsic rewards and innovative work behavior. While organizational support positively moderated the relationship between intrinsic motivation and innovative work behavior, acting in synergy with intrinsic motivation, informational extrinsic rewards had a negative moderating effect.

Practical implications

When organizations want to encourage knowledge workers to generate, promote and realize innovative ideas, they should create an environment that encourages autonomy, competence and relatedness, with support for creativity and differences of ideas.

Originality/value

The study provides new indications of the interactions of synergistic extrinsic rewards and intrinsic motivation to affect innovative work behavior.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 12 July 2011

Matt Bloom and Amy E. Colbert

Intrinsic motivation occurs due to positive reactions that arise directly from engagement in work activities. Scholars have asserted that intrinsic motivation plays an…

Abstract

Intrinsic motivation occurs due to positive reactions that arise directly from engagement in work activities. Scholars have asserted that intrinsic motivation plays an important role in organizational phenomena such as creativity (George, 2007), leadership (Piccolo & Colquitt, 2006), and performance (Gagné & Deci, 2005). We review the research literature on intrinsic motivation and provide an overview and integration of the leading theories. We then develop a conceptual model in which positive affect serves as a primary cause of intrinsic motivation. We discuss how affect alone may induce intrinsic motivation, how affect may lead to nonconscious experiences of intrinsic motivation, and how affect and cognitions may work in concert to produce the strongest and most persistent intrinsic motivation experiences. We conclude by suggesting new avenues for research that might be pursued using this cognitive–affective model of intrinsic motivation.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

Article
Publication date: 30 May 2022

Ying Liu, Yongmei Liu and Bo Sophia Xiao

This study explored whether crowdsourcing work characteristics are associated with perceived work effort in competitive crowdsourcing markets. The study also investigated…

Abstract

Purpose

This study explored whether crowdsourcing work characteristics are associated with perceived work effort in competitive crowdsourcing markets. The study also investigated the important contextual variables and internal mechanisms related to perceived work effort.

Design/methodology/approach

A questionnaire was posted as a crowdsourcing task on China's Time Fortune website. Data from 231 valid questionnaires were analyzed using SmartPLS 3.

Findings

Crowdsourcing workers' intrinsic and extrinsic motivations were significantly and positively correlated with their perceived work effort. Task autonomy and feedback were significantly and positively correlated with intrinsic motivation. Skill variety, task significance, task identity, and task clarity had no significant correlations with intrinsic motivation. However, task clarity was significantly and positively correlated with perceived work effort. Moreover, the relationship between workers' trust in task requesters and perceived work effort was fully mediated by intrinsic motivation.

Originality/value

This study extended the job characteristic model into the virtual competitive crowdsourcing market. The authors verified the relationship between task clarity/trust in task requesters and workers' motivation and perceived work effort.

Article
Publication date: 22 February 2022

Rhokeun Park

This study explores the role of intrinsic work values as a motivator in the workplace. By integrating the job demands–resources model and supplies–values fit theory, it…

Abstract

Purpose

This study explores the role of intrinsic work values as a motivator in the workplace. By integrating the job demands–resources model and supplies–values fit theory, it also investigates whether autonomy and worker co-operatives can strengthen the intrinsic motivation of employees who have strong intrinsic work values.

Design/methodology/approach

Longitudinal surveys collected at 25 worker co-operatives and 27 corporations were analyzed with a model in which a moderated mediation model and a mediated moderation model are integrated.

Findings

The results revealed that individuals with strong intrinsic work values had stronger intrinsic motivation and engaged less frequently in job search behavior. The moderation analyses demonstrated that employees with strong intrinsic work values were more strongly motivated in worker co-operatives than in corporations and that this result was obtained because more autonomy was granted in worker co-operatives than in corporations.

Research limitations/implications

To date, little research has examined the moderating roles of autonomy and worker co-ops in the associations of intrinsic work values with employee motivation and behavior. The present study contributes to the literature on work values and worker co-operatives by providing evidence that autonomy and worker co-operatives can accelerate intrinsic motivation of employees with intrinsic work values.

Practical implications

Managers should grant employees enough autonomy and opportunities to participate in decision-making to stimulate their motivation, especially for employees with strong intrinsic work values.

Originality/value

By integrating the job demands–resources model with the supplies–values fit theory, this study proposes interaction effects of a personal resource with job and organizational resources on intrinsic motivation.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 26 January 2022

Hongxin Wang, Xin Jiang, Wenqing Wu and Yuchen Tang

The purpose of this study is to reveal the influence mechanism of social innovation education (SIE) on sustainability learning outcomes and analyze the roles of intrinsic

Abstract

Purpose

The purpose of this study is to reveal the influence mechanism of social innovation education (SIE) on sustainability learning outcomes and analyze the roles of intrinsic learning motivation and prosocial motivation.

Design/methodology/approach

A sample of 322 undergraduates from one higher education institution in Tianjin was used to test the hypotheses.

Findings

This study found that SIE positively affected sustainability learning outcomes, and intrinsic learning motivation mediated the relationship between them. The results showed that prosocial motivation positively moderates the positive effect of SIE on intrinsic learning motivation and the overall mediation model.

Practical implications

The findings have important practical implications for higher education institutions to carry out SIE. Higher education institutions should focus on integrating social innovation and sustainability into top-level design. Furthermore, higher education institutions should focus on stimulating students’ intrinsic learning motivation and cultivating their prosocial motivation.

Originality/value

This study identified the relationship between SIE and sustainability learning outcomes and clarified the influence mechanism of SIE on sustainability learning outcomes. Moreover, this study emphasized the importance of prosocial motivation as a key boundary condition of SIE.

Details

International Journal of Sustainability in Higher Education, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1467-6370

Keywords

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