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Salikin, Hairus, Saidna Zulfiqar Bin-Tahir, Reni Kusumaningputri, and Dian Puji Yuliandari. "The Indonesian EFL Learners’ Motivation in Reading." English Language Teaching 10, no. 5 (April 13, 2017): 81. http://dx.doi.org/10.5539/elt.v10n5p81.
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The motivation will drive the EFL learners to be successful in reading. This study examined the Indonesian EFL learners’ motivation in reading activity based on Deci and Ryans’ theory of motivation including intrinsic and extrinsic. This study employed mixed-method design. The data obtained by distributing questionnaire and arranging the group interviewed. The subject of the study involved 42 freshmen students of English department, the faculty of humanities at Jember University in the academic year 2015-2016. The results found that both intrinsic and extrinsic motivations have significant contribution in motivating the learners to read the English text. The intrinsic motivation played the important role in students’ reading activities. Besides, the extrinsic motivation found the teacher’s role as the learners’ motivator in reading the English text through their method implemented in the reading class.
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Malchrowicz-Mośko, Ewa, Patrycjusz Zarębski, and Grzegorz Kwiatkowski. "What Triggers Us to Be Involved in Martial Arts? Relationships between Motivations and Gender, Age and Training Experience." Sustainability 12, no. 16 (August 13, 2020): 6567. http://dx.doi.org/10.3390/su12166567.
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The study aims to recognize the motivations to engage in judo depending on gender, age and level of sports experience among nonelite judokas from the Greater Poland region because previous studies mostly concerned the motivations of top athletes. We supposed that there was a relationship between age, gender, level of sports experience and motivations in judo. During the diagnostic survey, judokas completed the Polish version of the Sport Motivation Scale. In order to determine the motivational profiles of judokas, cluster analysis was performed using the k-means method. The highest values were obtained for motivations related to the intrinsic motivation to experience stimulation and the intrinsic motivation to accomplish, while the lowest values were obtained for motivations related to amotivation and external regulation. The research results showed a relationship between experience in judo training and the motivations of judokas; however, the motivations of the judokas were not differentiated based on their gender or age. In our study, the intrinsic motivation to experience stimulation turned out to be more important for judokas participating in competitions, while recreational athletes more often indicated experiencing amotivation. The intrinsic motivation to accomplish and intrinsic motivation to know turned out to be more important for athletes in training for more than 10 years, while amotivation was more often indicated to be experienced by judokas practicing judo for less than 10 years. Respondents who reported high internal motivation values and had a motivational structure they shaped themselves had been training for longer—for more than 10 years. In our study, the three motivational groups of judokas were identified, and we found that judo experience differentiated belonging to groups. It is recommended to check other martial arts and check more variables in the future, e.g., marital status, which is a potentially important factor in the field of sport motivation.
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Campbell, Elizabeth, and Neomy Storch. "The changing face of motivation." Australian Review of Applied Linguistics 34, no. 2 (January 1, 2011): 166–92. http://dx.doi.org/10.1075/aral.34.2.03cam.
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Motivation to learn a second language (L2) is considered a crucial individual factor in explaining success or lack thereof in second language learning. This study examined learners’ motivation to learn Chinese as a second language (L2). The study was longitudinal and cross-sectional. Interviews were conducted with learners at different year levels over the course of a university semester to analyse motivation to choose a particular L2, how motivation changes over time, and factors contributing to that change. The study found that motivation is diverse, complex, and undergoes many fluctuations. Motivation to begin language study was related to both past L2 learning experiences and personal goals. Once language study began, factors related to the learning environment were the most important factors to impact on motivation, and were also most likely to demotivate learners. However, when learners had a clear future image of themselves as speakers of the L2, they were able to continue motivating themselves, regardless of the demotivation stemming from their learning environment. These findings lend some support for Dörnyei’s (2005, 2009) L2 Motivational Self-System theory, which highlights the importance of the ideal L2 self as a powerful motivator to learn an L2.
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Dwibedi, Lalan. "Employee Motivation in Private Schools of Birgunj Metropolitan City." Dristikon: A Multidisciplinary Journal 10, no. 1 (December 31, 2020): 157–68. http://dx.doi.org/10.3126/dristikon.v10i1.34553.
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The paper aims to find out which motivational factors can effectively increase employee motivation, to know whether the delivered incentives are sufficient or not and also to know effect of incentives in their performance. Motivation and its influence on organizational performance has always remained highly researched area and have gone through many discussions and repetitions. In this research both exploratory and descriptive research design used to explore employee motivation issues in schools of Birgunj Metropolitan city. Data was collected through Questionnaire and content analysis. It is revealed that motivating factors and motivational packages has positive impact on employee motivation in private schools. The responses of this paper were analyzed and found that monetary and non-monetary both incentives are active tools to motivate workforce. Good salary and allowances have been used as monetary motivators, while, good working environment, freedom to work and recognition as non-monetary motivator. This study has recommended that promotion system of the career development is desired to satisfy and motivate the employee. Moreover, the work appreciation should craft the feeling that they are value for the organization.
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Chris Zhao, Yuxiang, and Qinghua Zhu. "Effects of extrinsic and intrinsic motivation on participation in crowdsourcing contest." Online Information Review 38, no. 7 (November 4, 2014): 896–917. http://dx.doi.org/10.1108/oir-08-2014-0188.
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Purpose – The rapid development of Web 2.0 and social media enables the rise of crowdsourcing. Crowdsourcing contest is a typical case of crowdsourcing and has been adopted by many organisations for business solution and decision making. From a participant's perspective, it is interesting to explore what motivates people to participate in crowdsourcing contest. The purpose of this paper is to investigate the category of motivation based on self-determination theory and synthesises various motivation factors in crowdsourcing contest. Meanwhile, perceived motivational affordances and task granularity are also examined as the moderate constructs. Design/methodology/approach – The paper builds a conceptual model to illustrate the relationships between various motivations (extrinsic and intrinsic) and participation effort under the moderating of perceived motivational affordances and task granularity. An empirical study is conducted to test the research model by surveying the Chinese participants of crowdsourcing contest. Findings – The results show that various motivations might play different roles in relating to participation effort expended in the crowdsourcing contest. Moreover, task granularity may positively moderate the relationship between external motivation and participation effort. The results also show that supporting of a participant's perceived motivational affordances might strengthen the relationship between the individual's motivation with an internal focus (intrinsic, integrated, identified and introjected motivation) and participation effort. Originality/value – Overall, the research has some conceptual and theoretical implications to the literature. This study synthesises various motivation factors identified by previous studies in crowdsourcing projects or communities as a form of motivation spectrum, namely external, introjected, identified, integrated and intrinsic motivation, which contributes to the motivation literatures. Meanwhile, the findings indicate that various motivations might play different roles in relating to participation effort expended in the crowdsourcing contest. Also, the study theoretically extends the crowdsourcing participation research to incorporate the effects of perceived motivational affordances in crowdsourcing contest. In addition, the study may yield some practical implications for sponsors, managers and designers in crowdsourcing contest.
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Liu, Chang. "Chinese EFL Learners’ Motivation Mediated by the Perceived Teacher Factors—Different Voices from Different Levels of Education." Journal of Language Teaching and Research 11, no. 6 (November 1, 2020): 920. http://dx.doi.org/10.17507/jltr.1106.07.
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This study examines Chinese EFL learners’ motivation at different educational levels and their perceptions of teacher-related motivators. The questionnaire survey and follow-up interview were administrated among students from junior high schools, senior high schools and universities, and the results reveal the impact of teachers’ perceived commitment on students’ motivational level together with the most motivating teacher factors identified by three student groups. With the English learning experience accumulating, students tend to place less value on teachers’ emotional support whereas rate teaching competence as the key factor for their motivation. Also, striking findings related to learners’ motivation at the tertiary level have been elucidated: first, compared with young learners, university students not only do not think that teachers’ commitment would exert much influence on their motivation but also show a tendency to follow this belief in action. Second, teachers’ capacity for knowledge transfer is rated highest by them as the most crucial motivator rather than the communicative teaching style, which is instead overwhelmingly prioritized by secondary school learners. Based on these findings, recommendations on motivational instruction for English teachers at different levels of education are suggested.
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Gao, Yihong, Xiaoying Wang, and Yan Zhou. "EFL motivation development in an increasingly globalized local context: A longitudinal study of Chinese undergraduates." Applied Linguistics Review 5, no. 1 (April 1, 2014): 73–97. http://dx.doi.org/10.1515/applirev-2014-0004.
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AbstractAs part of a larger longitudinal study, this paper examines the development of Chinese students' EFL learning motivation throughout university undergraduate study, in an increasingly globalized local context. The study adopted a social constructivist perspective of language learning and combined research methods; the participants were over 1,000 undergraduates from 5 universities. The quantitative data were collected through a questionnaire (based on Gao et al. 2004) including motivational intensity and motivation types – instrumental, cultural, and situational, implemented annually from university entrance to graduation. The qualitative data consisted of individual and group interviews, student journals, and observations. Integrated data analysis revealed that sustained high-level long-term instrumental motivations coexisted with an increase of L2- oriented cultural motivations and situational motivation, particularly in the first and fourth year. The increased L2-oriented cultural motivations indicated neither ``ntegrativeness'' in the sense of becoming a member of the native English speaker community, nor a culturally neutral ``global identity.'' The increase of such L2- oriented cultural motivations was also accompanied by a sustained ``social responsibility'' motivation oriented to learners' home culture. Such complexities of motivational development call for further investigation in increasingly globalized EFL contexts.
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Grabiec, Olimpia, and Joanna Jędraszczyk-Kałwak. "Motivating factors applied in small and medium enterprises." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 18, no. 3 (September 29, 2017): 37–49. http://dx.doi.org/10.5604/01.3001.0010.6384.
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This article presents a discussion of issues connected with motivating employees to work. It contains theoretical principles of psychology of motivation, as well as a self-study connected with the presented topic. The theoretical part of this article presents a detailed definition of motivation, the scope of interest of motivational psychology as well as different types of motivation drivers applied by managers. On the other hand, the empirical part presents results of the research related to motivational systems applied in Silesian enterprises. This article aimed at showing different ways of motivating employees of small and medium enterprises to work, as well as defining, which factors are, in their opinions, the most encouraging to intensive work, which can contribute to the development of motivational systems in enterprises.
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Adamska, Hanna. "Assessment of the company’s motivation system in the employees’ perception – case study." Scientific Journal of the Military University of Land Forces 191, no. 1 (January 1, 2019): 97–106. http://dx.doi.org/10.5604/01.3001.0013.2401.
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Nowadays, organizations through the appropriate motivational activities create employee behavior. They should apply available material and non-material incentives in a sustainable manner. Therefore, it is necessary to create such a motivation system within the organization’s activity that will generate employees’ right attitudes, beneficial for them and for the entire organization as well. The purpose of the work was to determine the employees’ subjective feelings related to motivational instruments used in the company. The research object was EnergiaPro S.A. with its registered seat in Wroclaw. The basic research technique was a survey, which was carried out anonymously among the employees of the administrative division. Research has shown that the company uses methods of material and non-material motivation. Employees particularly appreciate the system of cash incentives, especially bonuses. It is the motivator for them to work more efficiently. Not without significance for them is also non-cash motivating (training, social allowances and the use of additional leave). They have positive feelings about the correctness of the motivational methods used, although their expectations regarding cash motivation, especially salaries, are higher. They expect wage increases and fair awards, recognizing that this is a major problem in the company.
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Raposo, Frederico Zarazaga, David Sánchez-Oliva, Eliana Veiga Carraça, António Labisa Palmeira, and Marlene Nunes Silva. "The Dark Side of Motivational Practices in Exercise Professionals: Mediators of Controlling Strategies." International Journal of Environmental Research and Public Health 17, no. 15 (July 26, 2020): 5377. http://dx.doi.org/10.3390/ijerph17155377.
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According to the Self-Determination Theory, perceived job pressures can coerce professionals to develop more controlled motivations towards their work, and consequently increase the probability of using controlling motivational strategies. This study sought to analyze work-related motivations as mediators between two types of perceived job pressures: organizational constraints and perceptions of clients’ controlled motivation and the use of controlling motivational strategies by exercise professionals. Using a cross-sectional design, involving 366 exercise professionals (172 women), mediation paths were assessed following Preacher and Hayes statistical procedures. Models were adjusted for gender, work experience (years), and the internal tendency to feel events as pressuring. Organizational constraints were associated with lower autonomous motivation for work and the use of controlling strategies. Perceptions of clients’ controlled motivation were associated with work-related amotivation and the use of controlling strategies. Amotivation mediated the association between organizational constraints and controlling strategies. Overall, results support theoretical predictions and previous research, extending it to the exercise domain, highlighting the interplay between job pressures, work-related motivations, and the use of controlling strategies. The understanding of what influences exercise professionals’ motivation, and consequently the motivational strategies they use, is of paramount importance for exercise promotion and the benefit of those who seek their expert guidance.
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Debnath, Beauty. "Possible Selves, Motivation, and Classroom Practices: A Qualitative Enquiry with English Teachers in Dhaka, Bangladesh." Theory and Practice in Language Studies 11, no. 3 (March 1, 2021): 251. http://dx.doi.org/10.17507/tpls.1103.04.
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Studies around the world show that students’ motivation for learning English as a foreign language is usually interconnected with teachers’ motivation. To explore this relationship, this study investigated five Bangladeshi EFL teachers’ early language learning experiences, their visions of possible L2 selves, their motivations for becoming English teachers and the way they connect their visions with their classroom teaching for motivating students. This study employed L2 Motivational Self System (Dorney, 2005, 2009) as the theoretical framework. It was situated in the constructivist paradigm using a qualitative approach taking the form of a narrative enquiry. Data was collected from teachers’ language biographies and in-depth interviews. The thematic analysis of data revealed teachers’ considerable academic and socio-cultural challenges, their improved motivational states and visions of either ‘Ideal L2 Self’ or ‘L2 Learning Experiences’. Teachers with ‘Ideal L2 Selves’ were found more aware of generating students’ L2 vision. The study also found a considerable influence of social, economic, psychological, infrastructural, and cultural factors on teachers’ professional motivation and commitment. Therefore, the study has brought implications for addressing these factors at an institutional and political level to bring about attitudinal change towards teaching as a profession in Bangladesh.
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Raharja, Ernita, and Ashadi Ashadi. "Motivating EFL Learners Comprehensively: Applying Dörnyei’s Taxonomy of Classroom Motivational Strategies." Journal of English Language Teaching and Linguistics 4, no. 1 (April 19, 2019): 117. http://dx.doi.org/10.21462/jeltl.v4i1.213.
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<p><em>Learning English as a foreign language is considered as a long-term process. During the period of learning, students might undergo ‘ups’ and ‘downs’ issue related to motivation swings. It is believed that motivated learners likely to outperform others who have high language aptitude but possess low motivation. For this reason, EFL teachers are required to involve strategies that captivate EFL students’ motivation. Motivating students should not only rely on immediate teaching strategies or a single activity since learning English as a foreign language is not an immediate process. Students tend to show fluctuated motivation in a time while in the other occasions could suffer in learning. </em><em>Hence, how motivation is considered as a process rather than a single state is described. Examining other perspective about motivation and the changing of focus in researching motivation show that seeing motivation as a process indicates more promising results for EFL students’ learning accomplishment. </em><em>Pointing out the importance of motivation in English learning attainment and the need of continuum process in motivating students, this paper offers the practical and comprehensive classroom motivational strategies by applying </em><em>Dörnyei’s motivational taxonomy</em><em>. </em></p>
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ELLIS, JASON D., SUSAN W. ARENDT, CATHERINE H. STROHBEHN, JANELL MEYER, and PAOLA PAEZ. "Varying Influences of Motivation Factors on Employees' Likelihood To Perform Safe Food Handling Practices Because of Demographic Differences." Journal of Food Protection 73, no. 11 (November 1, 2010): 2065–71. http://dx.doi.org/10.4315/0362-028x-73.11.2065.
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Food safety training has been the primary avenue for ensuring food workers are performing proper food handling practices and thus, serving safe food. Yet, knowledge of safe food handling practices does not necessarily result in actual performance of these practices. This research identified participating food service employees' level of agreement with four factors of motivation (internal motivations, communication, reward-punishment, and resources) and determined if respondents with different demographic characteristics reported different motivating factors. Data were collected from 311 food service employees who did not have any supervisory responsibilities. Intrinsic motivation agreement scores were consistently the highest of all four motivational factors evaluated and did not differ across any of the demographic characteristics considered. In contrast, motivation agreement scores for communication, reward-punishment, and resources did differ based on respondents' gender, age, place of employment, job status, food service experience, completion of food handler course, or possession of a food safety certification. In general, respondents agreed that these motivation factors influenced their likelihood to perform various safe food handling procedures. This research begins to illustrate how employees' demographic characteristics influence their responses to various motivators, helping to clarify the complex situation of ensuring safe food in retail establishments. Future research into why employee willingness to perform varies more for extrinsic motivation than for intrinsic motivation could assist food service managers in structuring employee development programs and the work environment, in a manner that aids in improving external motivation (communication, reward-punishment, and resources) and capitalizing on internal motivation.
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Mukhambetov, T. I. "Distant motivation against short motivation." BULLETIN OF THE KARAGANDA UNIVERSITY. ECONOMY SERIES 101, no. 1 (April 30, 2021): 83–91. http://dx.doi.org/10.31489/2021ec1/83-91.
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Object: This article examines the issues of comparative analysis of short, that is, near and long perspectives from the point of view of their impact on employee motivation. Another goal of the article is to develop practical recommendations for the development of Far Distant (Long-term) Motivation in the wage system. Methods: This study uses quantitative research methods and a trending data collection method. The data were collected through a survey using the same questionnaire in 1994 and in 2010, which made it possible to identify the dynamics of changes in employee motivation. The sample size was 250 respondents. Findings: The results show that long-term perspectives at work play a huge role for workers. Second, Far Distant Motivation is unfortunately underestimated by employers, as a result of which the potential for increasing employee productivity is not fully exploited. Conclusions: Research shows that Far Distant Motivation should become an essential element of the motivation system in a company focused on competitiveness. Its presence will increase the competitiveness of the company, the productivity of employees and achieve the integration of personnel into the strategic goals of the company. The widespread practice of Short-Term Motivation based on assessment and remuneration based on short-term results for certain categories of workers has significantly less motivational power than Far Distant Motivation based on assessment of merit and long-term performance results. Therefore, modern companies must build a combination of Short and Far Distant Motivation.
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McCall, Ryan J., Stan Franklin, Usef Faghihi, Javier Snaider, and Sean Kugele. "Artificial Motivation for Cognitive Software Agents." Journal of Artificial General Intelligence 11, no. 1 (January 1, 2020): 38–69. http://dx.doi.org/10.2478/jagi-2020-0002.
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AbstractNatural selection has imbued biological agents with motivations moving them to act for survival and reproduction, as well as to learn so as to support both. Artificial agents also require motivations to act in a goal-directed manner and to learn appropriately into various memories. Here we present a biologically inspired motivation system, based on feelings (including emotions) integrated within the LIDA cognitive architecture at a fundamental level. This motivational system, operating within LIDA’s cognitive cycle, provides a repertoire of motivational capacities operating over a range of time scales of increasing complexity. These include alarms, appraisal mechanisms, appetence and aversion, and deliberation and planning.
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Kristanti, Ika Neni. "MOTIVASI DAN STRATEGI MANAJEMEN LABA PADA ORGANISASI." Jurnal Ilmiah Akuntansi dan Keuangan 8, no. 2 (July 31, 2019): 68–80. http://dx.doi.org/10.32639/jiak.v8i2.298.
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Earnings management occurs when managers use valuations in financial reporting and in compiling transactions to change financial statements so as to mislead some stakeholders regarding the underlying results that depend on reported accounting figures or to influence contract outcomes that depend on reported accounting figures. The existence of earnings management in a company is inseparable from the various types or underlying motivational factors, while some of the motivations associated with the implementation of earnings management are bonus motivation, political motivation, tax motivation, CEO turnover motivation, IPO motivation. The models used in measuring earnings management include: Healy Model, DeAngelo Model, Jones Model, Industrial Model, Jones Modification Model, Dechow-Dichev Model, Kothari Model and Stubben Model.
Keywords : earning management, motivation, measuring models
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Hitka, Miloš, Silvia Lorincová, Miloš Gejdoš, Kristina Klarić, and Dagmar Weberová. "Management approach to motivation of white-collar employees in forest enterprises." BioResources 14, no. 3 (May 29, 2019): 5488–505. http://dx.doi.org/10.15376/biores.14.3.5488-5505.
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Employee motivation is a prerequisite for the effective development of the potential of human resources. Therefore, motivation processes are important. The aim of the paper was to define the motivational priorities of white-collar employees in forest enterprises. Following the research results, cluster analysis statistical methods were used to define employee groups with similar motivations. The research was carried out in 11 forest enterprises with 195 total respondents. The results indicated that it is possible to create a unified motivation program with selected motivation factors for white-collar employees in forest enterprises. Defined groups had similar levels of motivation in individual motivation factors. Three significant motivation factors were determined: basic salary, working environment, and fair appraisal system. These motivation factors can be systematically implemented as a tool to improve the level of motivation of individual groups. It is important to consider that conditions and work environments change over time, so an effective motivation program must be updated regularly in order to produce sustained benefits.
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Jensen, Ulrich Thy, and Louise Ladegaard Bro. "How Transformational Leadership Supports Intrinsic Motivation and Public Service Motivation: The Mediating Role of Basic Need Satisfaction." American Review of Public Administration 48, no. 6 (March 27, 2017): 535–49. http://dx.doi.org/10.1177/0275074017699470.
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Motivating public service employees to greater effort is a key issue for managers and scholars. Transformational leadership concerns behaviors to develop, share, and sustain a vision for the organization and has been suggested as an important lever in this respect. However, we know little about the processes by which transformational leadership may stimulate work motivation. Integrating transformational leadership, public service motivation (PSM), and self-determination theory, this article sheds light on the psychological mechanisms underlying the motivational effects of transformational leadership. According to structural equation modeling, the relationships between transformational leadership and two types of autonomous work motivation—intrinsic motivation and PSM—are mediated by the satisfaction of the basic psychological needs for autonomy, competence, and relatedness. Our findings support the claim that the motivational effects of transformational leadership are mediated by need satisfaction, but also that satisfaction of individual needs is not equally important for intrinsic motivation and PSM, respectively.
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Pârjoleanu, Raluca. "Work Motivation Efficiency in the Workplace." Postmodern Openings 11, no. 4 (2020): 293–309. http://dx.doi.org/10.18662/po/11.4/236.
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Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation.
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Lampusova, V. B., L. Yu Orekhova, and L. I. Shalamay. "Educational motivation of the senior students of Dental faculty." Scientific Notes of the Pavlov University 26, no. 4 (March 21, 2020): 34–39. http://dx.doi.org/10.24884/1607-4181-2019-26-4-34-39.
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Introduction. The question of learning motivation turns out to be the leading one in psychology of study. The content and structure of motivation form a certain motivational level of a student as well as the degree of his educational activity. During the years of study at the university, the correlation of motives changes, influencing the academic progress of the students.The objective of our study was to investigate the motivation peculiarities of educational activity in 4th year-students of the Faculty of Dentistry.Methods and materials. Forty-eight 4th year – students of the Faculty of Dentistry were analyzed for the structure of their motivation to study. The techniques and methods used in the study were «Studying the motives of students` learning activities» by A. A. Rean and V. A. Yakunin, «Motivation for university education» by T. I. Ilyina, «Motivation for success» and «Motivation to avoid failures» by T. Ehlers.Results. The learning activity of dental students is supported by many motives. The strongest leading motives are professional, educational, and cognitive motives as well as motivation for obtaining a diploma. The motivational sphere of students embraces both external and internal motives that do not depend on external stimuli. The students are equally aimed at gaining knowledge and mastering the profession. In the sphere of motivation, the students have both motivations for achieving success, and the motives for avoiding failures. The methods of forming positive learning motivation in the classes of 4-year dentistry students are given.Conclusion. The educational activity of dental students is supported by professional, educational, cognitive, and pragmatic motives. The structure of motivation includes both external and internal motives that give it stability. Students are satisfied with their chosen profession, and their educational activities are not compelled. The dental students have motivations for archiving success and the motives for avoiding failures, expressed to a greater extend. It must be taken into account in motivational support.Authors declare no conflict of interest.The authors confirm that they respect the rights of the people participated in the study, including obtaining informed consent when it is necessary, and the rules of treatment of animals when they are used in the study. Author Guidelines contains the detailed information.
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Yilmaz, Hande. "Motivation: A new revision of motivational approaches in educational settings." New Trends and Issues Proceedings on Humanities and Social Sciences 4, no. 1 (August 26, 2017): 579–85. http://dx.doi.org/10.18844/prosoc.v4i1.2304.
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Fyodorov, V. V., and I. D. Mileev. "Motivation in Teenage Users of Social Media." Social Psychology and Society 6, no. 3 (2015): 98–108. http://dx.doi.org/10.17759/sps.2015060307.
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The paper describes outcomes of a research on motivation in teenage users of virtual communicative spaces, that is, social networking sites. The hypothesis was that there is a correlation between teenagers' online activity in social media and features of their motivation. As it was revealed, types of teenagers' activities in social networking sites and types of motivation follow a certain hierarchy. Also, there are significant differences in motivations and time perspective in teenagers with different characteristics of online activity. The paper shows how these visible differences may be used in creating psychological motivational portraits of adolescents carrying out various activities in social media.
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Lazutkin, Vadim. "Management of Labor Motivation of Research Personnel." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2021, no. 2 (August 13, 2021): 229–37. http://dx.doi.org/10.21603/2500-3372-2021-6-2-229-237.
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The specifics of research and academic profession presuppose special approaches to personnel management and motivation. The selection of adequate motivational tools is often done by trial and error. The paper attempts to substantiate short-term and long-term methods of motivating scientific personnel. The experiment featured the case of a Russian biotechnological company, whose personnel underwent S. Ritchie and P. Martin’s Motivational Profile Test. The dominant factors of job satisfaction included self-development opportunities, recognition, ambitious goals, creative tasks, etc. The authors developed some ways for the further development of methods for motivating research personnel.
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Putra, Eka Diraksa, Seonghee Cho, and Juan Liu. "Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory." Tourism and Hospitality Research 17, no. 2 (August 1, 2016): 228–41. http://dx.doi.org/10.1177/1467358415613393.
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The aim of this study was to examine extrinsic and intrinsic motivations as the antecedents of work engagement and to empirically test the motivation crowding theory using hospitality employees. The findings showed that intrinsic motivation played an important role in improving employees’ work engagement. The study also found that there was no indication that employees’ intrinsic motivation diminished when extrinsic motivation entered. It is also suggested that employers need to understand that creating a comfortable workplace environment and making jobs more interesting and meaningful will increase employees’ intrinsic motivation, which will help employees to engage more at work. Motivational antecedents of work engagement have been rarely studied and no studies have been conducted to research impacts of extrinsic and intrinsic motivators on employees’ work engagement in the hospitality industry, particularly in small restaurant businesses. In addition, empirical studies on motivation crowding theory are needed due to the inconclusive results.
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Park, JiHyeon, and JaeYoon Chang. "Exploration of work motivation structure and profiles based on self-determination theory among Korean employees." Korean Journal of Industrial and Organizational Psychology 29, no. 1 (February 28, 2016): 27–60. http://dx.doi.org/10.24230/kjiop.v29i1.27-60.
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The Self-determination theory (SDT) posits the existence of distinct taxonomy of motivation (i.e., amotivation, external, introjected, identified, integrated, and intrinsic motivation). The purpose of this study was to explore whether SDT’s work motivation structure can be applied to the understanding that of Korean employees, and to identify the motivational profiles for Korean employees together with their relationships with a variety of organizational outcomes. Data was collected from two separate samples of Korean employees(Study 1: 509 employees; Study 2: 153 employees). The results showed that unlike SDT taxonomy, autonomous motivations were not classified into three distinctive categories(identified, integrated, and intrinsic motivation). The results also revealed that there were three distinct motivational profiles(i.e., autonomous motivated, controlled motivated, and amotivated), and the largest proportion of Korean employees was covered by controlled motivated cluster. The autonomous motivated cluster had the most favorable levels of adaptive organizational outcomes(i.e., organizational commitment, job satisfaction), whereas the amotivated cluster was strongly related to non-adoptive organizational outcomes(i.e., turnover, emotional exhaustion). Based on these results, discussion was made regarding the distinct features of work motivation structure and motivational profiles in Korean work setting, and also future research directions were suggested.
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Wong, IpKin Anthony, Rob Law, and Xinyuan (Roy) Zhao. "Time-Variant Pleasure Travel Motivations and Behaviors." Journal of Travel Research 57, no. 4 (April 26, 2017): 437–52. http://dx.doi.org/10.1177/0047287517705226.
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This exploratory study challenges the predominant static view of travel motivation by providing new insights into the link between travel motivations and behaviors. It assesses when and how tourist travel motives change over time. It further explores the mediating role of travel involvement and the moderating role of economic performance using the time-variant travel motivational framework as a longitudinal, multilevel model. This study advances the literature by demonstrating that travel motivations and their effects on tourist travel involvement and behaviors vary over time, and that such a variation can be explained by the changes in economic conditions. In essence, this study sheds light on the traditional view of travel motivation and builds a dynamic multilevel model of pleasure travel motivation and behavior.
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Ramos, William Dominic, Austin Robert Anderson, and Dohyun Lee. "Collegiate Club Swimming: An Examination of Leisure Motivations." Recreational Sports Journal 42, no. 1 (April 2018): 75–89. http://dx.doi.org/10.1123/rsj.2016-0025.
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The purpose of this study was to determine leisure motivations for college club swimmers in the United States, and to examine differences in motivation by swimmers' gender, university affiliation, ethnicity, and frequency of participation. College club swimmers from a nationwide sample completed the Leisure Motivation Scale (LMS) to assess the strength and differences of varying motivational factors for club swimming participation. Results indicated that social and competency-mastery motivational factors were the most important for this participatory group, and that motivational differences existed based upon respondent university affiliation, ethnicity (White/non-White) and frequency of participation.
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Han, Heesup, Soyeun Lee, Bo Meng, Bee-Lia Chua, and Hyungseo Bobby Ryu. "The Relative Importance of Volunteer Tourism (Sustainable/Pro-Social Form of Tourism) Motivation Factors for Young Tourists: A Descriptive Analysis by Continents, Gender, and Frequency." Sustainability 12, no. 10 (May 13, 2020): 4002. http://dx.doi.org/10.3390/su12104002.
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Volunteer tourism is a vital formation of altruistic and sustainable tourism. This research is aimed to empirically find the relative importance of the motivation factors and the motivation realization factors for young tourists participating in the global volunteer tourism programs. The differences in the study variables across continents, gender, and frequency of participation were also scrutinized. A quantitative research approach that utilized the survey method was employed. The outcomes showed that personal development was the most vital motivator for global volunteer tourism. On the other hand, the young tourists felt that they most realized the factor of a new experience through their recent international volunteer tourism experience. The motivation factors and the motivation realization factors were consistent across the continents. Furthermore, the mean differences in the motivations, the motivations’ realization, satisfaction, and the behavioral intentions were revealed to be non-significant for the genders and the frequency of volunteer participation. By grasping the young volunteer tourists’ motivations and the experience evaluations, the volunteer programs can be advanced in consonance with their necessities and demands, which enhance the volunteer tourism experience.
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Vinnicombe, Thea, and Pek U. Joey Sou. "Socialization or genre appreciation: the motives of music festival participants." International Journal of Event and Festival Management 8, no. 3 (October 9, 2017): 274–91. http://dx.doi.org/10.1108/ijefm-05-2016-0034.
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Purpose Academic studies have sought to understand the motivations of festival and event attendees usually through single-event case studies. This approach has failed to generate a generalizable set of motivation items. In addition, there is increasing criticism in the literature of the common methodological framework used in festival motivation studies, due to a perceived over-reliance on motivations derived from the broader tourism and travel research, with too little attention to event-specific factors. The purpose of this paper is to address these issues by analyzing a sub-category of motivation studies, music festivals, in order to see if this approach can elicit a consistent set of motivation dimensions for the sub-category, which can in turn be compared and contrasted with the broader literature. A new case study of motivations to attend the 28th Macau International Music Festival (MIMF) is included to complement the existing music festival sub-category by adding a classical music and music festivals in Asia. Design/methodology/approach Motivation dimensions important to music festivals are compared to dimensions across the broader festival motivation literature to find similarities and differences. Factor analysis is used to identify the motivation dimensions of attendees at the MIMF and the results are compared to those of existing music festival studies. Findings Music festival goers are shown to be primarily motivated by the core festival offering, the music, in contrast to festival attendees in general, where socialization has emerged as the primary motivating element. The results of the additional case study support these findings. Originality/value In contrast to previous research, this study examines the possibility of identifying common motivations among festival attendees through studying festivals by sub-categories.
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Reinermann, Jan, and Timothy Williams. "Motivational change in the perpetration of genocidal violence." Violence: An International Journal 1, no. 1 (April 2020): 144–65. http://dx.doi.org/10.1177/2633002420904283.
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While the study of perpetrators has benefited greatly from burgeoning work on motivations for participating in genocidal violence, there is a considerable gap regarding how these motivations change over time. This article draws on psychological theories to provide an approach to understanding such motivational change. In the interaction of situational and dispositional approaches, the article proposes that motivations derive from and are structured by hierarchies of needs and that these hierarchies can change through three processes of adaption within the hierarchy: motivation addition, motivation removal and hierarchy re-ordering. The article is primarily conceptual but draws on insights from various different cases in its development and illustrates the model with empirical examples of motivations for participating in genocidal violence.
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Stranovská, Eva, Mária Lalinská, and Ivana Boboňová. "TEACHERS MOTIVATION TOWARDS ASSESSMENT OF THEIR PROFESSIONAL COMPETENCES." Problems of Education in the 21st Century 76, no. 4 (August 15, 2018): 561–74. http://dx.doi.org/10.33225/pec/18.76.561.
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A relevant field of research in teacher’s professional competence assessment is taking the factor of motivation into account, as this enables teachers to differentiate between, i. e. to be aware of the significance of the individual professional competences and their development through their assessment. This research supports the understanding of how important motivation is in the process of the (continual) development of a teacher’s professional competence, taking his/her perception of the importance of competences in the educational process into account. The emphasis of the current research lays on the perception of the assessment by the selected number of primary and secondary school teachers. The following is the range of teacher's motivation perception: 1) motivating, 2) discouraging, 3) unnecessary, and 4) unfair in the process of life-long development of their professional competences. The research aim is to find out the differences in the individual motivational degrees in mutual assessment (motivating, discouraging, unnecessary, unfair, and other) relating to professional competences and find out the differences between the perception of the importance of the respective professional competences in the motivational category. Seven hundred thirty respondents - primary and secondary school teachers from Slovakia – participated in the research. The results showed the difference between the perception of the importance of professional competences among teachers who consider assessment to be motivating, discouraging, unnecessary, or unfair concept. Motivation towards assessment supports student-oriented competences, educational process and self-development of the teacher. Keywords: educational process, teacher competences assessment, teachers' motivation, teachers' professional competences.
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Alawneh, Shafiq F. "Human Motivation." American Journal of Islam and Society 15, no. 4 (January 1, 1998): 19–39. http://dx.doi.org/10.35632/ajis.v15i4.2153.
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This article seeks to elaborate on the Islamic understanding of humanmotivation. It discusses the importance of understanding motivation asa guide for explaining human behavior. It reviews various conceptionsof motivation available within the different schools of psychology.Motivation in Islam, the paper argues, derives from knowledge abouthuman origins, about God and Man’s relationship with God and theworld around him. Free will and knowledge are important componentsof human motivation. Iman (faith), the paper insists, is the most basicof human motivations. It is a profound psychological state that influencesall forms of motivations. The article concludes by identifying theimplications of motivation to education and learning.
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Muñoz-Restrepo, Ana, Marta Ramirez, and Sandra Gaviria. "Strategies to Enhance or Maintain Motivation in Learning a Foreign Language." Profile: Issues in Teachers´ Professional Development 22, no. 1 (January 1, 2020): 175–88. http://dx.doi.org/10.15446/profile.v22n1.73733.
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Motivation is one of the most important factors in the enjoyment and success in learning any subject, especially a foreign language. Many students approach the learning of a language based on academic mandates, family impositions, job requirements, and so on. These non-intrinsic motivations make learning a more difficult, frustrating, and non-pleasurable experience, both for students and teachers. Therefore, skills in motivating learners should be seen as central to teaching effectively. In this article, we provide a series of strategies for teachers to gradually lead students from an extrinsic motivation to a more internal and autonomous motivation. This approach is framed within one of the most recent and well-known theories of motivation: self-determination theory.
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Basińska, Beata A. "Work Motivation Profiles and Work Performance in a Group of Corporate Employees: A Two-Step Cluster Analysis." Roczniki Psychologiczne 23, no. 3 (February 16, 2021): 227–45. http://dx.doi.org/10.18290/rpsych20233-3.
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Few studies have applied a person-centered approach to work motivation using cluster or profile analyses. Thus, little is known about which configurations of work motivations characterize professionals. The aim of this study is to establish the structure of work motivation profiles under the framework of self-determination theory and to examine the relationship between work motivation and subjective work performance. The study involved 147 corporate employees who completed the Multidimensional Work Motivation Scale and self-rated their work performance. The two-step cluster analysis was applied, followed by a one-way ANOVA and a post-hoc Bonferroni test. The findings revealed differences between the five profiles for all forms of motivational regulation on the self-determination continuum (large effect sizes). Further examination revealed that the employees’ current work performances differed across motivational profiles (medium effect size). Strongly and poorly motivated as well as autonomously motivated employees reported better subjective work performance compared to unmotivated individuals. In line with self-determination theory, the quantity and shape of motivation can be simultaneously considered in terms of both theoretical and practical implementation.
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Forsyth, P. "Motivating your staff [positive staff motivation]." Engineering Management 16, no. 1 (February 1, 2006): 22–23. http://dx.doi.org/10.1049/em:20060104.
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Eggers, Daniel. "The motivation argument and motivational internalism." Philosophical Studies 172, no. 9 (December 4, 2014): 2445–67. http://dx.doi.org/10.1007/s11098-014-0420-y.
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Romero, R., Mª A. De las Heras, P. Sáenz-López, and E. J. Fernández Ozcorta. "One Step Closer to Understanding Motivation in Scientific Education: The Incorporation of Science Textbooks as a Predictor, Together with Motivational Climate and Basic Psychological Needs." Jurnal Pendidikan IPA Indonesia 9, no. 4 (December 31, 2020): 590–99. http://dx.doi.org/10.15294/jpii.v9i4.24864.
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Students’ increasing lack of interest in science has led to a disturbing situation that compels us to continue researching educational motivation, in this line, and within the framework provided by self-determination and achievement goal theories. The great importance of this variable can be attributed to its relevance in classes and its competence-related nature, which in principle makes it a motivating resource, as is the case with science textbooks. In particular, this study provides an in-depth understanding of motivation using various motivational predictors, while incorporating the motivational competence relevance of science books. One thousand students between the ages of 10 and 14 years participated. The research instrument used was a questionnaire consisting of 4 scales that measured the motivational competence relevance of science books, the task-oriented motivational climate, the basic psychological need for competence and the intrinsic motivation. Data were analyzed using correlation analysis and a structural equations model. The results showed that, among other aspects, motivation is influenced by competence, while competence is influenced by the task climate and the motivational competence relevance of science books. These findings suggest that in order to increase students’ intrinsic motivation, teachers must create a task-oriented climate, emphasize the value that student should attribute to science books from a motivational competence perspective, and satisfy the need for competence.
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AGRAWAL, ARUN, ASHWINI CHHATRE, and ELISABETH R. GERBER. "Motivational Crowding in Sustainable Development Interventions." American Political Science Review 109, no. 3 (July 6, 2015): 470–87. http://dx.doi.org/10.1017/s0003055415000209.
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We used a quasi-experimental research design to study the extent of motivational crowding in a recent sustainable development intervention in northern India. The project provided participants with both private and communal material benefits to enhance their incomes, and environmental and social information to inculcate pro-environmental motivations. We compared changes in reported motivations of participants for conserving forest resources, before and after project implementation, with changes in reported motivations of matched nonparticipants. We found that villagers who received private economic benefits were more likely to change from an environmental to an economic motivation for forest protection, whereas those who engaged in communal activities related to the project were less likely to change from an environmental to an economic motivation. These results, which indicate a substantial but conditional degree of motivational crowding, clarify the relationships between institutional change, incentives, and motivations and have important implications for the design of sustainable development interventions.
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Hieu, Dao Trong, and Nguyen Hoai Phuong. "Employee Motivation in Vietnamese State-Owned Commercial Banks." Business and Management Horizons 9, no. 2 (August 12, 2021): 1. http://dx.doi.org/10.5296/bmh.v9i2.18935.
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Understanding the important of employee motivation in enhancing human resource quality as well as organization effectiveness, Vietnamese State-Owned commercial banks (SOCB) have applied different employee motivational policies. However, these policies haven’t been highly effective and effeciency cause of lacking understanding about factors affecting employee motivation. This study aims to identify and measure factors influencing employee motivation in Vietnamese SOCB applied expectancy theory and suggest recommendations to enhance their employee motivation. Data were collected from sending questionnaires to 4 biggest Vietnamese SOCBs. Cronbach’s alpha, Exploratory Factor Analysis (EFA), Linear regression were employed for analyzing and processing data. The results show that Expectation (E); Intrinsic rewards (INI); the employee anticipated satisfaction with intrinsic rewards (VI) have positive impact on employee motivation in SOCB. Based on the findings, some recommendations are proposed for SOCBs to improve employee motivations.
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Tripathi, Ritu, Daniel Cervone, and Krishna Savani. "Are the Motivational Effects of Autonomy-Supportive Conditions Universal? Contrasting Results Among Indians and Americans." Personality and Social Psychology Bulletin 44, no. 9 (April 16, 2018): 1287–301. http://dx.doi.org/10.1177/0146167218764663.
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In Western theories of motivation, autonomy is conceived as a universal motivator of human action; enhancing autonomy is expected to increase motivation panculturally. Using a novel online experimental paradigm that afforded a behavioral measure of motivation, we found that, contrary to this prevailing view, autonomy cues affect motivation differently among American and Indian corporate professionals. Autonomy-supportive instructions increased motivation among Americans but decreased motivation among Indians. The motivational Cue × Culture interaction was extraordinarily large; the populations exhibited little statistical overlap. A second study suggested that this interaction reflects culturally specific norms that are widely understood by members of the given culture. When evaluating messages to motivate workers, Indians, far more than Americans, preferred a message invoking obligations to one invoking autonomous personal choice norms. Results cast doubt on the claim, made regularly in both basic and applied psychology, that enhancing autonomy is a universally preferred method for boosting motivation.
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Moreno García, Luis Damián. "Researching the motivation of Spanish to Chinese fansubbers." Translation, Cognition & Behavior 3, no. 2 (November 10, 2020): 165–87. http://dx.doi.org/10.1075/tcb.00039.mor.
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Abstract In recent years, the motivation of translators has attracted attention from TS scholars but there is a clear gap about the Chinese context. This paper explores the motivating factors of a Spanish-Chinese fansubbing group of volunteer translators that constitute a community nicknamed The Burrow. It probes into their perceptions in relation to their task and the public, and hints at the possible link between motivation, collaborative translation, and audiovisual content production by fans. A netnographical method was adopted for data gathering, via two questionnaires, a self-designed open-probe survey (OPS) and a modified version of the Volunteer Function Inventory (VFI) proposed by Clary et al (1998). Most fan translators think of themselves as consumers-producers and show traits similar to those of their readers. They believe producing content by themselves is related to higher motivation and also consider a relation between collaborative translation and higher motivation to exist. Self-determination theory was used for the analysis of motivations, and the emerging key motivating factors were understanding, enhancement and values. Passion and attaining experience were the two most important motivators before starting to fansub, and finding friends and having a volunteering platform were the two key motivating factors after becoming fansubbers.
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Kiseleva, G. S. "Assessment of motivation of potential employees of an industrial enterprise." Economy in the industry 11, no. 1 (July 12, 2018): 81–86. http://dx.doi.org/10.17073/2072-1633-2018-1-81-86.
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A competently constructed incentive system ensures a high level of interest and satisfaction with the work activities of the staff, reducing costs and increasing production efficiency. The effectiveness of staff involvement largely depends on determining the motivational attitudes of candidates, identifying the dominant motivators of the applicant, which will save effort and time in dealing with many candidates, hire a specialist focused on achieving goals that do not run counter to the company’s policies. The article outlines the main aspects of assessing the motivation of potential employees. The measures on attraction of necessary quantity of the personnel from external and internal environment are offered. Research of motivational installations of candidates and employees of the industrial enterprise «Signal» Engels Design Bureau named after A.I. Glukharev Joint-Stock Company, on the basis of the data obtained, the values of candidates were determined depending on various parameters: age, position, on a territorial basis. The corporate values that are common to the employees of the enterprise and candidates in search of work are defined: decent wages, comfortable workplace, leadership professionalism, competent company policy, these factors were included in the corporate motivator map. In the area of staff incentives, knowledge of a variety of incentives is required, the ability to link incentives with motivations, and to receive evaluation information on the perception of incentives by candidates and employees to increase the efficiency of staff involvement and enrich the motivation system. The effectiveness of staff involvement can be increased by studying the motivational attitudes of candidates and selecting personnel at the initial stage, the motivational profile of which must match the company’s goals.
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Suyono, Joko, and Sri Wiwoho Mudjanarko. "Motivation Engineering to Employee by Employees Abraham Maslow Theory." JETL (Journal Of Education, Teaching and Learning) 2, no. 1 (March 31, 2017): 86. http://dx.doi.org/10.26737/jetl.v2i1.141.
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Among many existing motivational theories, perhaps Maslow's Hierarchy of Needs Theories are widely known. This theory passes a message to us that once a person passes a certain level of need, he is no longer motivated by the level of motivation below. This provides an understanding that a manager or leader or motivator in the organization should know what is needed by subordinates. The need of a daily production worker with staff of managerial staff is different. To provide motivation that can improve performance to both, a motivator must provide different treatment according to their needs.
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Ahmed, Waleed Mohammed A., and Ali Saleh Al-Ward. "Motivational teaching practices from EFL learners’ perspective at tertiary level in Yemen." Indonesian Journal of Applied Linguistics 9, no. 3 (February 10, 2020): 695–703. http://dx.doi.org/10.17509/ijal.v9i3.23220.
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Motivation is an important factor for success in learning a foreign or second language. Creating such motivation among learners through adopting certain teaching practices is likely to stimulate learners to learn. Previous research has largely investigated motivational teaching practices from teachers’ perspective. However, little research has addressed motivational practices from learners’ perspective. In context such as Yemen, EFL teachers at the tertiary level encounter a challenging task in creating motivational practices for learners whose preferences for teaching practices should be the corner stone in the learning and teaching process. Therefore, this study aimed to explore whether the teaching practices adopted by teachers are motivating from learners’ perspective. To achieve this objective, a questionnaire was distributed to 137 undergraduate students in level four at the English Department, within two faculties (i.e. Faculty of Education and Faculty of Languages) at Sana'a University. Data collected were analyzed using SPSS. The teaching practices which are likely to be motivating as perceived by learners were computed and compared. The findings revealed that teaching macro-practices vary in the degree of their motivation from most motivating (i.e. familiarize learners with L2 related values) to the least motivating (present tasks properly) as perceived by learners. The study also revealed that some teaching macro-practices appear to be transmitted to the Arab culture based on the learner-center approach.
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Nadtochiy, Yu B., and D. N. Surov. "INNOVATIVE APPROACHES TO STAFF MOTIVATION IN MODERN CONDITIONS." Scientific Journal ECONOMIC SYSTEMS 13, no. 4 (2020): 74–84. http://dx.doi.org/10.29030/2309-2076-2020-13-4-74-84.
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Innovative (digital) economy, innovation-these words constantly accompany our life in modern society. Innovations have penetrated into all spheres of human life, and the motivational sphere is no exception. Are there innovative methods of motivating staff? Or is the new a well- forgotten old? How urgent is the need to introduce innovative methods of motivation? These and many other issues are constantly discussed not only by researchers of motivation problems, but also by employers. The article describes the author’s position on the application of innovative approaches to staff motivation, and presents the results of a survey of students.
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Kim, Tae-Young, and Yoon-Kyoung Kim. "Motivational Languaging for L2 Learning and Motivation." Porta Linguarum Revista Interuniversitaria de Didáctica de las Lenguas Extranjeras, no. 36 (June 17, 2021): 213–29. http://dx.doi.org/10.30827/portalin.v0i36.17805.
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This paper focuses on the effect of motivational languaging activities (MLAs) on EFL learning motivation. Swain (2006) defines languaging as “the process of making meaning and shaping knowledge and experience through language” (p. 98). We extend Swain’s original notion to L2 motivation; through MLAs, L2 learners are encouraged to talk or write about the importance of L2 learning and their visions in their own words. Various types of activities were implemented for elementary, junior high, and high school students: 1) written, 2) spoken, and 3) spoken plus written activities, in individual or group conditions. By using questionnaires, students’ motivational changes including their ideal L2 self and the ought-to L2 self (Dörnyei, 2009) were measured at the beginning and the end of the participation in the activities. The results indicated that students in experimental groups exhibited various increases in their motivations, compared to no significant changes in control groups. Furthermore, the written form proved to be a more effective type of activities, especially when students engaged in it individually. Findings suggest the usefulness of MLAs for enhancing L2 learning motivation.
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강미선. "The Relationship between Media Multitasking and Psychologic Motivations : Comparing Functional Motivation with Media Motivation." Journal of Practical Research in Advertising and Public Relations 7, no. 2 (May 2014): 7–29. http://dx.doi.org/10.21331/jprapr.2014.7.2.001.
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Al-Aufi, Ali, and Khulood Ahmed Al-Kalbani. "Assessing work motivation for academic librarians in Oman." Library Management 35, no. 3 (March 4, 2014): 199–212. http://dx.doi.org/10.1108/lm-03-2013-0020.
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Purpose – This study aims to identify and assess the status and level of motivation of employees working in the Omani academic libraries at Muscat Governorate according to Maslow's hierarchy of needs. Design/methodology/approach – A quantitative approach containing a questionnaire survey was used for collecting data from 111 librarians and library employees in 29 identified academic libraries. Findings – Findings pointed out that the motivation level was modest with varied attitudes for individual motivational needs. The need for security was indicated as the least motivating with an average mean score below agreement. Their lower-order motivational needs are apparently satisfied except for security needs which indicated a level below satisfaction. On the other hand, the upper-level needs of self-esteem were not adequately satisfied. Research limitations/implications – Motivation has the potential to satisfy the five essential needs that Maslow built up in hierarchy. However, library managers are also responsible to determine every individual behavior of employees and accordingly adopt the proper motivational strategy. The study recommends developing and implementing local standards for a motivational system appropriate for all academic libraries in Oman, taking into consideration the respondents' needs for security. The study also recommends conducting further studies on work motivation in other library settings such as learning resource centers and public libraries. Originality/value – The study helps assess the status of motivation in the academic libraries of a developing country. It also helps describe and explain motivation from the perspectives of librarians and other employees. The literature in the region does not indicate similar studies that addressed the issue of motivation in the academic libraries or other library settings. This study, however, is the first to deal with motivation in academic libraries in Oman.
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Yang, Xiaowan, and Mark Wyatt. "English for specific purposes teachers’ beliefs about their motivational practices and student motivation at a Chinese university." Studies in Second Language Learning and Teaching 11, no. 1 (March 29, 2021): 41–70. http://dx.doi.org/10.14746/ssllt.2021.11.1.3.
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While it is increasingly recognized that teachers have a crucial role to play in motivating learners, language teacher cognition research that focuses on beliefs about second language (L2) learner motivation and motivational practices is still rare, particularly in English for specific purposes (ESP) settings in Asia. Furthermore, much of what is available does not employ stimulated recall interviews to facilitate a comparison of espoused beliefs elicited beforehand, observed classroom practices and situated cognitions. We have employed such methodology in an under-researched ESP setting in China, to gain insights into the influence of culture and context on teacher beliefs and behavior. Our qualitative case study of three Chinese ESP teachers highlights harmony and tensions between espoused beliefs regarding student motivation and the teacher’s motivational role, and motivational practices, this harmony/disharmony being likely to impact these teachers’ self-determination. It considers possible reasons for identified tensions, including limited professional development opportunities in ESP, apparently dated knowledge of L2 motivation theory, deeply embedded Confucian values and an entrenched assessment culture. Findings suggest the need for awareness-raising and mentoring activities designed to support cognitive harmony regarding motivation and motivational practices amongst ESP teachers.
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de Gennaro, Davide. "Transformational leadership for public service motivation." Journal of Economic and Administrative Sciences 35, no. 1 (March 4, 2019): 5–15. http://dx.doi.org/10.1108/jeas-06-2018-0075.
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Purpose The purpose of this paper is to propose an organizational behavioral perspective that could provide useful analysis tools to understand the behavior of public leaders working in changeable and uncertain contexts (like the Italian one). More specifically, drawing on public administration and organizational behavior literatures, this paper examines whether the lack of continuity and long-term planning is significantly associated to public service motivation for public management. Design/methodology/approach The main contribution of this study is in taking into account the agency of public managers in reaction to wider changes in their political context. It is a theoretical study that considers sudden changes in government from a behavioral perspective, analyzing an extreme case of political and organizational turnover, namely the Italian context. Findings Public managers, when faced with constant change, act as transformational leaders and have the objective of leverage on intrinsic motivations in order to make the change accepted and, more so, to make it perceived as an advantage for the administration. Originality/value This study is among the first to address the issue of public service motivation and intrinsic motivations in carrying out the own job in the public sphere in a constantly changing scenario. Assuming that motivational incentives for public and private employees are different, namely that the former, in particular, are particularly attracted to motivations related to people and common good, this study investigates how public service motivation should be stimulated and supported in a context of change.