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The purpose of this paper is to establish a theory‐based and empirically grounded platform to assess age‐related changes in work motivation, and to derive motivational interventions in personnel management.

The general approach is one of conceptual transfer: to cast work psychological phenomena in lifespan psychological terms to generate the tenets.

Rather than declining uniformly, older workers' motivation develops in a multidirectional, multilevel way. Motivation decline in certain types of work tasks goes with stable motivation and even motivation gains in other tasks as a function of a variety of task characteristics. These age‐related changes may be captured in a worker's motivation profile, which is functional for positive affect regulation.

The conceptualisation suggests a more differentiated approach to job design and human resource management, considering age‐related changes at multiple levels simultaneously instead of focusing on major age effects only.

The conceptual clarity of work motivation research is enhanced by distinguishing global and task‐specific levels of motivation that may dissociate in older workers. By transferring up‐to‐date findings and concepts from Lifespan Psychology to Organisational Psychology, further research is stipulated in both fields.

Given the cruciality of construction workers' safe behaviors, the possible influential factors on workers' behaviors should be studied, and one of these factors is characteristics. The authors identified emotional intelligence (EI), motivation and job burnout as characteristics that might affect a worker's safety behavior, and the aim of this study is to investigate these possible relationships.

Workers' EI, motivation and job burnout status were assessed by a structured interview. Furthermore, workers' safety behaviors were assessed by a checklist derived from national codes, regulations and other research studies. Then, the researcher's observations took place, and the data were acquired.

EI and motivation of workers were able to predict safety behaviors, and the effect of job burnout on safety behaviors was not significant. In addition, motivation's influence on job burnout was not significant. Therefore, in order to promote safety behaviors, the EI and motivation of workers need to be taken into consideration.

The results indicate why construction managers should consider the workers' EI and motivation competencies and how this consideration could lead to safer and better performance in construction projects.

The possible effects of EI, motivation and job burnout on the safety behaviors of construction workers haven't been paid enough attention. Moreover, the authors couldn't find a study similar to the present one that was conducted in Iran. Also, an original model was presented, and safety behaviors were studied through fieldwork rather than using questionnaires.

It is important to understand why some workers prolong their working life even though they are entitled to statutory pension benefits. This paper aims to investigate whether senior workers are motivated by external factors such as pay and social expectations (extrinsic motivation) or are primarily motivated by internal factors such as job satisfaction (intrinsic motivation). This is a central question for policymakers and social partners when it comes to the design of public pension systems and work organisation.

This study uses a combined longitudinal administrative data and an own-designed postal survey to ask individuals aged 65–76 years to describe their work motivation. Based on the answers, this study constructs an index of autonomous motivation (AM) where a value of zero implies only extrinsic motivation and a value of one implies only intrinsic motivation. The values between zero and one thus imply various grades of AM, where higher values signal motivation that is more autonomous and hence a higher degree of intrinsic work motivation.

The results of the statistical analysis show that the extent of intrinsic motivation is higher among senior workers who retired aged 65 years or older compared to those who retired at 65 years or younger. In addition, this study found that the degree of intrinsic work motivation among senior workers decreases when they face economic and financial constraints. It also found that intrinsic motivation is more prevalent among high-skilled workers.

This study shows that individuals who continue to work after 65 are mostly motivated by the satisfaction they derive from their job. Job satisfaction is strongly related to skill level, job quality, job content and job autonomy. Results indicate that job quality and commitment to work are essential elements for motivating seniors to postpone retirement.

This study contributes to this literature by applying a multidisciplinary approach from organisational psychology and labour economics that considers the potential importance of intrinsic motivation to work after standard retirement age. The authors think that this approach enhances the understanding of the mechanisms behind the lengthening of working life. Finally, this study suggests a simple, but efficient way of empirically measuring the extent of intrinsic motivation among workers.

The motivation to participate in crowdsourcing (CS) platforms is an emerging challenge. Although researchers and practitioners have focused on crowd motivation in the past, the results obtained through such practices have not been satisfactory. Researchers have left unexplored research areas related to CS pillars, such as the evolution of the crowd’s primary motivations, seekers applying effective policies and incentives, platform design challenges and addressing task complexity using the synchronicity of the crowd. Researchers are now more inclined to address these issues by focusing on sustaining the crowd’s motivation; however, sustaining the crowd’s motivation has many challenges.

To fill this gap, this study conducted a systematic literature review (SLR) to investigate and map the challenges and factors affecting sustained motivation during CS with the overcoming implications. Studies that satisfied the inclusion criteria were published between 2010 and 2021.

Important sustainable factors are extracted using the grounded theory that has sustained participation and the factors' cohesion leads to the identification of challenges that the pillars of CS face. Crowds being the most vital part of CS contests face the challenge of engagement. The results reported the factors that affect the crowd’s primary and post-intentions, perceived value of incentives and social and communal interaction. Seekers face the challenge of knowledge and understanding; the results identify the reason behind the crowd’s demotivation and the impact of theories and factors on the crowd's psychological needs which helped in sustaining participation. Similarly, the platforms face the challenge of being successful and demanding, the results identify the latest technologies, designs and features that seekers proclaim and need the platforms designer's attention. The identified task challenges are completion and achievement; the authors have identified the impact of trait of task and solving mechanisms that have sustained participation.

The study identifies, explores and summarizes the challenges on CS pillars researchers are facing now to sustain contributions by keeping participants motivated during online campaigns. Similarly, the study highlights the implication to overcome the challenges by identifying and prioritizing the areas concerning sustainability through the adoption of innovative methods or policies that can guarantee sustained participation.

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.

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

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.

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.

High-quality employee motivation can contribute to an organization’s long-term success by supporting employees’ well-being and performance. Nevertheless, there is a paucity of research concerning how organizations motivate workers in non-traditional work contexts. In the algocratic context of the gig-economy, the purpose of this paper is to understand the role that technology can play in motivating workers.

Drawing on the self-determination theory, job-characteristic theory and enterprise social media research, this conceptual paper explores how the architecture of the digital labor platforms underlying the gig-economy (and the characteristics of jobs mediated through these IT artifacts) can impact key antecedents of self-motivation.

Combining theory and empirical evidence, this paper develops a mid-range theory demonstrating how organizations can support the self-motivation of gig-workers through the thoughtful design of their digital labor platforms and the integration of two social media tools (namely, social networking and social badging).

This paper answers calls for psychologically-based research exploring the consequences of gig-work as well as research studying the impacts of advanced technologies in interaction with work contexts on motivation. In theorizing around a large set of social-contextual variables operating at different levels of analysis, this paper demonstrates that individual-level motivation can be influenced by both task-based and organizational-level factors, in addition to individual-level factors.

The proposed theory provides novel insight into how gig-organizations can leverage widely accessible social media technology to motivate platform workers in the absence of human supervision and support. Theoretical and practical implications are discussed.

The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous and controlled motivation.

The hypotheses were tested with a sample of 3,256 contact center operators from one Portuguese company and data were analyzed using the software package Mplus to conduct structural equation models.

The results revealed that workers’ perceived overqualification is positively related to burnout and that both autonomous and controlled motivation partially mediates this relationship.

The cross-sectional design should be regarded as a limitation. Moreover, each variable was only assessed with self-reported measures, the sample comprised call center employees from only one company and one country (Portugal), and the workers were all employed in commercial services of telecommunications, energy, banking or insurance companies, which may constrain the generalization of these results.

Workers’ perceived overqualification should be avoided to prevent their burnout. Furthermore, an increase in workers’ skills and competencies, enhanced decision latitude, and the task variety and quality should be crucial for employees to develop more autonomous motivation to work in a contact center and the promotion of their well-being at work. More precisely, as overqualification concerns the employees’ perceptions of surplus education, experience and knowledge, from a practical perspective, enhancing the decision latitude, task variety and quality of these individuals’ work may contribute to decreasing individuals’ perception of overqualification and, therefore, contribute to increasing workers’ autonomous motivations and well-being.

This study provides evidence concerning the mediating role of both workers’ autonomous and controlled motivation to explain the relationship between perceived overqualification and burnout.

The career concept has become fuzzier due to changing work patterns, the ageing workforce and the environmental changes occurring during workers lifespans. Together this requires a renewed and broader reaching contextualization of this concept. The purpose of this paper is to set out an integrative approach arguing that the integration of career stage models with occupational groups proves more explanative of intrinsic and extrinsic worker motivations.

Secondary data from 23 European countries were drawn from the European Social Survey 2006. The construct validity and reliability of indicators was analyzed. Hypotheses were tested using discriminant analysis.

Results showed that neither occupations nor career stages are determinants per se of intrinsic motivations, but are better explained by their mutual integration. Career stages were shown to predict per se extrinsic motivations.

The recourse to the European Social Survey pre-determined scales and the application of age ranges as proxies for careers stages suggested the usage of more specific measures in future studies.

Career management and compensation policies might be better tailored to worker motivations by considering the age ranges (as proxies of career stages) and workers’ occupations.

Findings evidenced the explanatory value of occupations for worker motivations and allowed putting into perspective the contextualization of not only boundaryless and protean career concepts, but also career stage theories. Data support the ecological validity of applying a career stages and occupations framework to a highly diversified and representative sample of European countries.

This research examines the linkage between commitment (organizational and job), motivation (intrinsic and extrinsic), and work outcomes (effort and propensity to leave) using the Korean sample. With its focus on the relative impact of loyalty‐based commitment and incentive‐based motivation on work outcome behavior, this study highlights Confucian culture and expectancy theory. Using survey data, support was found for all the hypotheses except the paths from job involvement to effort. In particular, organizational commitment was found to have the highest influence on effort and propensity to leave, presenting empirical support for the eminence of loyalty as a motivational tool in a collectivistic work culture. Managerial implications and future research are discussed.

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 specifically, it seeks to examine how various conceptualizations of the age factor affect the direction and termination of the motivation to continue to work of older workers.

A literature review of age‐related factors and motivation to continue to work is the approach taken in the paper.

Results from 24 empirical and nine conceptual studies indicate that most age‐related factors can have a negative impact on the motivation to continue to work of older people. These findings suggest that age‐related factors are important in understanding older workers' motivation to continue to work and that further research is needed to more fully understand the underlying processes that govern how these age‐related factors influence the motivation to continue to work.

Based on the aforementioned findings, the paper was able to formulate a research agenda for future research, such as: a need for a meta‐analysis on age and motivation to determine the actual effect sizes, and additional theoretical attention to the underlying age‐related processes.

Age‐related factors identified in this study, such as declining health and career plateaus, should be addressed by HRM policies. HRM practices that could motivate older workers to continue to work include ergonomic adjustments and continuous career development.

Research on age and motivation is limited and conceptually diverse. This paper is one of the first studies to explore the relations between different conceptualizations of age and motivation.