Relevant bibliographies by topics / Intrinsic motivation at work

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
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Academic literature on the topic 'Intrinsic motivation at work'

Author: Grafiati
Published: 10 September 2021
Last updated: 1 February 2022

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Journal articles on the topic "Intrinsic motivation at work"

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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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Hans Setiadi Wijaya, Nikodemus. "Linking job dissatisfaction, learning motivation, creative work involvement, and proactive personality." Problems and Perspectives in Management 17, no. 1 (February 6, 2019): 32–41. http://dx.doi.org/10.21511/ppm.17(1).2019.04.

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This study examines the links among job dissatisfaction, intrinsic and extrinsic learning motivation, and creative work involvement (CWI). It also investigates the moderating effect of proactive personality. The research data were obtained from two surveys conducted four months apart involving 271 employees. Negative impacts of job dissatisfaction on (1) intrinsic learning motivation and (2) CWI were discovered. Positive impacts of both intrinsic and extrinsic learning motivation on CWI were found. Intrinsic learning motivation mediated the relationship between job dissatisfaction and CWI. In addition, proactive personality played moderating roles in the relationships between job dissatisfaction and (1) intrinsic learning motivation, extrinsic learning motivation and (2) CWI.
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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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Johnson, Branden B., and Nathan F. Dieckmann. "Americans’ views of scientists’ motivations for scientific work." Public Understanding of Science 29, no. 1 (October 17, 2019): 2–20. http://dx.doi.org/10.1177/0963662519880319.

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Scholars have not examined public views of scientific motivations directly, despite scientific authority implications. A US representative sample rated 11 motivations both descriptively (they do motivate scientists’ work) and normatively (they should motivate scientists) for scientists employed by federal government agency, large business corporation, advocacy group (nonprofit seeking to influence policy), or university. Descriptive and normative ratings fell into extrinsic (money, fame, power, being liked, helping employer) and intrinsic (do good science, enjoy challenge, helping society and others) motivation factors; being independent and gaining respect were outliers. People saw intrinsic motivations as more common, but wanted intrinsic motivations to dominate extrinsic ones even more. Despite a few differences for extrinsic-motivation ratings, the lay public tended to see scientific work as similarly motivated regardless of the employer. Variance in perceived science motivations was explained by scientific beliefs (positivism, credibility) and knowledge (of facts and scientific reasoning), complemented by political ideology and religiosity.
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Renard, Michelle, and Robin John Snelgar. "Can non-profit employees’ internal desires to work be quantified? Validating the Intrinsic Work Motivation Scale." South African Journal of Psychology 48, no. 1 (April 13, 2017): 48–60. http://dx.doi.org/10.1177/0081246317704125.

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Intrinsic work motivation concerns the execution of work tasks as a result of such activities being deemed inherently interesting, enjoyable, and meaningful by the employee performing them. Such motivation is of particular importance to employees of non-profit organisations, whose motives often stem from altruistic values as opposed to monetary gain. Limited quantitative measuring instruments exist that have been validated and found to be reliable to measure intrinsic work motivation. This exploratory study aimed to develop and validate such a measuring instrument (the Intrinsic Work Motivation Scale) using 486 non-profit responders from Australia, South Africa, and the United States. It made use of reliability testing, exploratory and confirmatory factor analyses, and Pearson’s product moment correlations to achieve this aim. The results indicate that the Intrinsic Work Motivation Scale is reliable and possesses construct, convergent, and discriminant validity. Factor analysis indicated that the Intrinsic Work Motivation Scale comprises three factors, namely, personal connection to one’s work, personal desire to make a difference, and personal desire to perform. Intrinsic motivation was found to correlate positively with work engagement and salary satisfaction and negatively with intention to quit. It is recommended that this instrument be utilised in further studies outside of the non-profit sector, to determine the relevance of intrinsic work motivation within differing employment contexts.
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HEINEMANN, FRIEDRICH, TANJA HENNIGHAUSEN, and MARC-DANIEL MOESSINGER. "Intrinsic work motivation and pension reform preferences." Journal of Pension Economics and Finance 12, no. 2 (October 11, 2012): 190–217. http://dx.doi.org/10.1017/s1474747212000327.

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AbstractAlthough demographic change leaves pay-as-you-go pension systems unsustainable, reforms, such as a higher pension age, are highly unpopular. This contribution looks into the role of intrinsic motivation as a driver for pension reform preferences. Theoretical reasoning suggests that this driver should be relevant as it decreases the subjective costs of a higher pension age. We test this key hypothesis on the basis of the German General Social Survey (ALLBUS). The results are unambiguous: in addition to factors such as age or education, the inclusion of intrinsic work motivation helps improving our prediction of an individual's reform orientation.
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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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Margaretha, Meily. "Motivation and Job Burnout: The Mediating Role of Organizational Citizenship Behavior." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 5, no. 4 (2019): 27–33. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.54.1004.

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The occurrence of a change in work motivation and loss of enthusiasm was experienced by workers associated with excessive stress or disappointment experienced in work situations. Workers with more intrinsic and extrinsic motivations are likely to experience less burnout. This study aimed to examine and analyze whether intrinsic and extrinsic motivations significantly influence job burnout. Additionally, this research investigated the individual factors associated with the effects of intrinsic/extrinsic motivation on burnout; specifically, it explored the mediating role of organizational citizenship behavior (OCB) in the relationship of employees’ job motivation with burnout. Data were collected from 97 employees from several private clinics in Jakarta, Indonesia, through questionnaires. The result of the study found that motivation (intrinsic and extrinsic) has a significant effect on job burnout. Lastly, OCB had a mediating effect on the relationship between intrinsic motivation and job burnout. The results of the study provide valuable insights into the effects of motivation on job burnout. Managerial implications exist, as managers could balance the fulfillment of employee needs that would trigger the emergence of intrinsic and extrinsic motivation; hence, it is expected to prevent the occurrence of the desire of job burnout on employees.
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Çetin, Fatih, and Duysal Aşkun. "The effect of occupational self-efficacy on work performance through intrinsic work motivation." Management Research Review 41, no. 2 (February 19, 2018): 186–201. http://dx.doi.org/10.1108/mrr-03-2017-0062.

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Purpose Today, organizations work hard to improve the motivation of their employees and related knowledge, skills and abilities to enhance work performance. Among many other variables, self-efficacy proved to have an influential role in work performance. The main purpose of the current study is to investigate the role of occupational self-efficacy on work performance through intrinsic motivation by using a longitudinal analysis. Design/methodology/approach Participants were 76 employees from diverse organizations operating in an organized industrial region in Turkey. Participants filled in a weekly questionnaire during ten consecutive weeks. Findings Results of multilevel analyses confirmed our hypotheses by showing that occupational self-efficacy and intrinsic motivation have a significant influential role over work performance, and intrinsic motivation serve as a partial mediator in this relationship. Originality/value The study findings also reveal important information for organizational and managerial practices to improve employee motivation and performance.
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Zhu, Yu-Qian, Donald G. Gardner, and Houn-Gee Chen. "Relationships Between Work Team Climate, Individual Motivation, and Creativity." Journal of Management 44, no. 5 (April 20, 2016): 2094–115. http://dx.doi.org/10.1177/0149206316638161.

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Creativity of employees is a major focus of research in the organization sciences. In this study we examine the relationships between both micro (intrinsic and extrinsic motivation) and molar (team climate) variables with manager-rated creativity of R&D employees. Specifically, we hypothesize that (a) extrinsic motivation has a direct relationship with creativity, (b) intrinsic motivation is more strongly related to creativity when extrinsic motivation is low compared to when it is high, (c) team collaborative and competitive climates have direct effects on creativity as well as indirect effects through individual motivation, and (d) intrinsic motivation mediates relationships of the climate variables with creativity, which in turn is moderated by extrinsic motivation. Data were collected from R&D engineers and their managers at a large high-tech company headquartered in Taiwan. Results indicate that a collaborative team climate has a direct positive relationship with creativity as well as one that operates through intrinsic motivation, which in turn was moderated by employee’s extrinsic motivation level. A competitive team climate positively related to extrinsic motivation, but extrinsic motivation did not directly relate to creativity. However, extrinsic motivation did have strong relationships with creativity when intrinsic motivation was low. Results suggest that perhaps the different types of motivation relate to different types of creativity (incremental versus radical). Managerial and theoretical implications of results are discussed as are the study’s limitations.
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Dissertations / Theses on the topic "Intrinsic motivation at work"

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Wait, Sasha Ann. "Investigation into the relationship between intrinsic motivation, intrinsic rewards, extrinsic rewards and work engagement among teachers in South Africa." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13557.

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The primary objective of this mini-dissertation was to investigate whether a relationship exists between rewards, intrinsic motivation, work engagement among school teachers in South Africa. A further aim was to determine if work engagement has a moderating effect on the relationship between rewards and intrinsic motivation. The researcher further investigated whether demographic differences occurred across the three constructs studied. The study made use of quantitative research to achieve the above-mentioned objectives. The researcher made use of Ulrechs Work Engagement Scales (UWES), Intrinsic Work Motivation Scale (IWMS) and the Organisational Rewards Scale (ORS) to measure the mentioned relationships. The ORS was qualitatively piloted on a sample of primary school teachers in a Non-governmental institution. After refinement, a composite questionnaire was electronically completed by 207 teachers within South Africa. Data analysis was conducted in the form of descriptive and inferential statistics, including Cronbach’s alpha testing, Pearson’s Product Moment Correlations, t-tests, analysis of variance and structural equation modelling. The quantitative findings suggested that rewards lead to higher levels of Work Engagement, which in turn causes higher levels of Intrinsic Motivation. Thus, there was full mediation of rewards onto intrinsic rewards through work engagement From a demographics perspective, practically significant differences were discovered between NGO’s and Government High Schools for Rewards. In addition to these results, age differences were discovered across Work Engagement and job level differences were discovered for Intrinsic Motivation, together with significant correlations between the three constructs. These results theoretically contribute to the validation of the newly developed Intrinsic Work Motivation Scale. Furthermore, the results make a valuable contribution to the field of rewards management for teachers in South Africa.
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Mo, Kevin, and Davis Jawan Luangikone. "Employee Motivation in Remote Work : Intrinsic Motivation and Self-Efficacy’s Role in Employee Motivation for Remote Environments." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176419.

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Information technology (IT) has enabled organizations to implement significant, beneficial traits of virtual organizations into their own structure such as the ability to work remotely. However, due to the COVID-19 pandemic, the business world was forced to shift towards a virtual environment where remote working has become the new norm. Thus, this study seeks to contribute to the understanding of motivation and self-efficacy for workers in this relatively new environment. This is guided by three main research questions: (1) What are the aspects of intrinsic motivations that employees feel affect employee motivation in a remote work environment?, (2) How do employees perceive incentives and other extrinsic motivators within the remote work environment?, and (3) In which possible ways does an employee believe self-efficacy has altered due to remote work? Self-determination theory (SDT) and self-efficacy were utilized as the main theoretical tools to examine the motivation of remote workers within the engineering industry along with inductive reasoning. Data for this qualitative study was gathered through the conduction of seven semi-structured interviews on two engineering companies, which are identified as Sim Co. and Mech Co. It was found that extrinsic motivators within the more autonomy supportive environment—that is remote work—will not be as influential and prominent from the individual’s perspective. Hence, supporting an individual’s perceived locus of causality (PLOC) and intrinsic motivators will be much more beneficial to motivate remote workers. It was also observed that project burnout and personal disinterest continues to conflict with remote workers as the separation between work and personal life may be an issue for the individual. Vicarious experience and physiological and emotional states were primarily affected for the interviewees during the transition to remote work. This led to a change in self-efficacy for the individual along with competence and autonomy. This research has concluded: (1) remote employee motivation is influenced more by intrinsic motivations rather than extrinsic motivations similar to the in-office environment, and (2) self-efficacy judgment was affected in two components by remote work一vicarious experience and physiological and emotional states.
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Pickett, Shannon. "Work Commitment, Intrinsic Motivation, and Academic Achievement in Online Adult Learners." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6094.

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Over the past 2 decades, the number of adult learners seeking an online education has dramatically increased, but student retention and degree completion rates for adult students are lower than those of other student populations. Research has shown that adult learners working full time achieve at higher levels than adult learners who are not working full time and that intrinsic motivation is positively correlated with academic achievement. However, whether the relationship between intrinsic motivation and academic achievement is moderated by level of work commitment has not been previously investigated. For this study, in which the composite persistence model served as the foundation, 137 online adult learners were recruited. A sequential multiple regression was used to investigate whether the relationship between intrinsic motivation, as measured by the Motivation Strategies for Learning Questionnaire (MSLQ), and academic achievement, as measured by self-reported grade point average, was moderated by level of work commitment, as measured by self-reported hours of work per week, while statistically controlling for academic competencies, as measured by 4 subscales of the MSLQ. Intrinsic motivation and level of work commitment did not display a statistically significant correlation with academic achievement, and results showed that level of work commitment did not moderate the relationship between intrinsic motivation and academic achievement. The findings indicated the possibility that education is synergistically related to work commitment. Online programs may use the findings from the study to better support online adult learners and create positive social change by offering internships and mentorships locally that help to connect education to work commitment.
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Renard, Michelle. "An international study on the influence of intrinsic rewards on the intrinsic motivation, work engagement and retention of employees in non-profit organisations." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/5148.

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The primary objective of this thesis was to investigate whether intrinsic rewards play a role in the intrinsic motivation, work engagement and retention of employees working within non-profit organisations in Australia, Belgium, South Africa and the United States of America. It therefore served to form a cross-cultural comparison between employees from these four geographically dispersed yet culturally similar countries. A further aim was to determine whether demographic differences occurred across the four constructs studied. In order to achieve these objectives, a theoretical model was constructed to highlight the relationships between the constructs under study. The study made use of both qualitative and quantitative research to achieve the above-mentioned objectives. As a result of the data obtained from 15 qualitative interviews conducted with non-profit employees in Belgium and South Africa, two measuring instruments, namely the Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale, were developed to assess intrinsic rewards and intrinsic motivation respectively. These measuring instruments were qualitatively piloted on a sample of academics and non-profit employees, and were translated from English into Dutch for use on the Belgian sample. Once these instruments had been refined, they were combined with instruments to measure work engagement and intention to quit to form a composite questionnaire. This questionnaire was completed electronically by 587 non-profit employees from the four countries under study. Data analysis was conducted in the form of descriptive and inferential statistics, including frequency tables, Cronbach’s alpha testing, exploratory and confirmatory factor analysis, Pearson’s Product Moment Correlations, chi-square tests, t-tests, analysis of variance and structural equation modelling. The quantitative findings showed that intrinsic rewards lead to higher levels of intrinsic motivation, which in turn causes higher levels of work engagement and lower levels of intention to quit. Intrinsic rewards were also found directly to predict a reduction in employees’ intentions to quit their non-profit organisations, and work engagement directly predicted an increase in intention to quit. From a cross-cultural perspective, practically significant inter-country differences were discovered across the intrinsic rewards of meaningful work and challenging work; across intrinsic motivation and its three dimensions (personal connection to one’s work, personal desire to make a difference, and personal desire to perform); and across work engagement and its three factors (absorption, dedication and vigour). In addition to these inter-country results, age and job level differences were discovered across the four constructs under study, together with significant correlations between the four constructs. The Intrinsic Work Rewards Scale and the Intrinsic Work Motivation Scale were successfully validated in both English and Dutch in this study, with a number of forms of validity being confirmed through factor analyses and correlations. Reliability was proven through satisfactory Cronbach’s alpha values being obtained for both language versions of the instruments. These results theoretically contribute to literature pertaining to intrinsic rewards and intrinsic motivation as a result of the development of two measuring instruments that were empirically validated to assess these constructs. Furthermore, the results make a valuable contribution to the field of rewards management globally. This study’s findings provide evidence for causal relationships between four constructs not previously tested empirically, specifically within Australia, Belgium, South Africa and the United States of America. Consequently, this study’s results hold important implications for the management of non-profit employees worldwide.
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Eklund, Amanda. "Arbetsmotivation hos lagerarbetare : Den psykosociala arbetsmiljöns betydelse." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-28938.

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Arbetsmotivation är ett viktigt ämne att studera eftersom hög motivation hos medarbetarna leder till hög tillfredställelse och en bra prestation. De flesta teoretiker använder sig av yttre och inre motivation för att förklara begreppet. Syftet var att hitta de faktorer i den psykosociala arbetsmiljön som bäst förklarade arbetsmotivationen hos medarbetarna på ett lager. Deltagarna var 69 lagerarbetare mellan 20 och 65 år. En enkät delades ut till medarbetarna, baserat på General Nordic Questionnaire for Psychological and Social Factors at work (QPS Nordic), innehållande 11 delar som kan kopplas till motivation. Resultatet redovisades genom Pearsons korrelationer, ett t-test för beroende mätningar samt en multipel regressionsanalys, vilket visade att positiva utmaningar kunde predicera inre motivation och uppmuntrande ledarskap kunde predicera yttre motivation. Eftersom yrkesgruppen är mycket outforskad bidrar studien till viktig kunskap för att främja motivationen hos lagerarbetare samt en bra grund till framtida forskning.
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Schildt, Elin. "Inre och yttre motivation : Hur upplevs de och hur relateras de till prestation?" Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-14893.

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Motivation är ett centralt begrepp inom psykologisk forskning och är väsentligt i organisationer för att skapa förståelse om hur aktiviteter på arbetet påverkar anställdas motivation och prestation. Motivationsfaktorer förklaras bero på både inre och yttre drivkrafter. De inre drivkrafterna styrs av individens intressen och tillfredsställelse i arbetsuppgifter på arbetet, medan de yttre förklaras som exempelvis belöning och att uppnå företagsmål. Denna studie bygger på åtta intervjuer där syftet var att undersöka subjektiva upplevelser av inre och yttre motivation på arbetsplatsen. Resultatet analyserades med hjälp av metoden meningskoncentrering vilket uppvisade 4 teman i faktorn inre motivation: frihet, välbefinnande, mål och delaktighet. 6 teman upptäcktes i yttre motivation: belöningar, fysisk arbetsmiljö, sociala förhållanden, feedback, ledarskap/struktur samt kommunikation/samarbeten. Enligt resultatet kan yttre faktorer skapa möjligheter och förutsättningar för motivation, men det som driver är individens inre motivation.
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Khan, Waseem, and Yawar Iqbal. "An Investigation of the Relationship between Work Motivation (Intrinsic & Extrinsic) and Employee Engagement : A Study on Allied Bank of Pakistan." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-87386.

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Introduction: Work motivation (intrinsic & extrinsic) and employee engagement is the hot issues for today’s management. Employee’s motivation has been in discussion for years, different compensation plans and strategies were adopted over years to make employees more productive. Recently, the introduction of employee engagement as a new construct to business, management, and human resource management fields make it an imperative to adopt in organizational settings. Many studies made indirect link between work motivation (intrinsic & extrinsic) and employee engagement. Moreover, motivational factors (intrinsic & extrinsic) are often considered a useful tool for employee engagement. But very few studies investigated the direct relationship between work motivation (intrinsic & extrinsic) and employee engagement. Purpose: This study explored the relationship between work motivation (Intrinsic & Extrinsic) and employee engagement. Moreover, the study also examined the impact of intrinsic and extrinsic motivation on employee engagement.   Methodology: In order to fulfill the research purpose, quantitative study was adopted. Questionnaires were designed using Google survey tool. 187 questionnaires were collected from employees of Allied Bank of Pakistan. Later on, SPSS was used to perform the required test of descriptive statistics, reliability analysis, bivariate correlation, ANOVA test and multiple regression analysis.   Findings: The results of SPSS revealed strong agreement of respondents to positive relationship between intrinsic motivation and employee engagement, and extrinsic motivation and employee engagement. Four intrinsic factors namely interesting work, job appreciation, satisfaction and stress, and four extrinsic factors namely job security, good wages, promotion & growth and recognition were considered important by respondents for engagement.   Conclusion: From the findings it is concluded that there is positive relationship between intrinsic motivation and employee engagement, and extrinsic motivation and employee engagement. Furthermore, it is also accomplished that both intrinsic and extrinsic motivation has strong positive impact on employee engagement. From the results it is also concluded that the relationship and impact of extrinsic motivation was stronger on employee engagement as compared to intrinsic motivation.      The study will enrich the current literature of work motivation and employee engagement. On practical level this study will not only help practitioners and consultants but also bank management will also be equipped with useful information regarding work motivation and employee engagement in organizational settings.
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Chintakovid, Thippaya Wiedenbeck Susan. "Effects of gender, intrinsic motivation, and user perceptions in end-user applications at work /." Philadelphia, Pa. : Drexel University, 2009. http://hdl.handle.net/1860/3054.

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Venketsamy, Aveshan. "Intrinsic motivation and innovative work behaviour : the role of organisational support and informational rewards." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80422.

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An employee’s innovative work behaviour plays an instrumental role in organisational performance. At the individual level, previous research has shown that intrinsic motivation may influence this kind of discretionary behaviour. However, the role of organisational factors in this relationship is not well understood. This study investigates empirically how two organisational factors, namely organisational support for innovation and informational extrinsic rewards, affect employee innovative work behaviour and the relationship between intrinsic motivation and innovative work behaviour. Survey data from 150 knowledge workers employed in large firms within South Africa confirmed that intrinsic motivation is positively related to innovative work behaviour. Both organisational support and informational extrinsic rewards was also found to positively affect innovative work behaviour. However, whilst organisational support positively moderated the relationship between intrinsic motivation and innovative work behaviour, informational extrinsic rewards had a negative moderating effect. The theoretical and practical implications of these findings are further discussed in this paper. This study contributes to the growing understanding of the antecedents of employee innovative work behaviour in organisations.
Mini Dissertation (MBA)--University of Pretoria, 2020.
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Karlsson, Linn, and Emil Norlin. "Att motivera en arbetstagare -En jämförande fallstudie om arbetsmotivation inom två vinstdrivande organisationer." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-72998.

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Today's society is on several levels dependent on organizations and their maintaining of work and production which demands that people can find motivation to do tasks within their workrole. This study will examine how employees in for-profit organizations is motivated to fulfill their working tasks. The purpose of this study will be answered partly by examining how employees experience motivation but also adding how employers perceive the experienced motivation. This is a qualitative comparative case-study which in addition to the central purpose also answers if there are differences and similarities about work motivation between an organization within the public and private sector. The study proceeds from several themes which is based on previous research and theory and uses a theoretical framework “intrinsic and extrinsic motivation” to delimit the study. The results shows that work motivation is something subjective and that both intrinsic and extrinsic factors affect motivation in different ways. The themes that were chosen proved to be of importance although the study illuminate that they affect people in different ways in various situations. The results of this study proved that there were many similarities between the public and private sector in what motivates employees.
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Books on the topic "Intrinsic motivation at work"

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Thomas, Kenneth Wayne. Intrinsic motivation at work: What really drives employee engagement. 2nd ed. San Francisco, CA: Berrett-Koehler Publishers, 2009.

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Clanton Harpine, Elaine, ed. After-School Programming and Intrinsic Motivation. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22845-3.

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Rønnow-Rasmussen, Toni, and Michael J. Zimmerman, eds. Recent Work on Intrinsic Value. Dordrecht: Springer Netherlands, 2005. http://dx.doi.org/10.1007/1-4020-3846-1.

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Sakurai, Shigeo. Naihatsuteki dōkizuke no mekanizumu: Jiko hyōkateki dōkizuke moderu no jisshōteki kenkyū. Tōkyō: Kazama Shobō, 1990.

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Riley, Katherine N. Intrinsic motivation in the natural learning process. [Pullman]: Dept. of Education, Washington State University, 1990.

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Vincent, Miskell, ed. Motivation at work. Burr Ridge, Ill: Business One Irwin/Mirror Press, 1994.

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Vroom, Victor Harold. Work and motivation. San Francisco: Jossey-Bass Publishers, 1995.

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Christy, Steven M. Exploring the link between intrinsic motivation and quality. Monterey, Calif: Naval Postgraduate School, 1992.

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Deci, Edward L., and Richard M. Ryan. Intrinsic Motivation and Self-Determination in Human Behavior. Boston, MA: Springer US, 1985. http://dx.doi.org/10.1007/978-1-4899-2271-7.

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M, Ryan Richard, ed. Intrinsic motivation and self-determination in human behavior. New York: Plenum, 1985.

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Book chapters on the topic "Intrinsic motivation at work"

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Deci, Edward L., and Richard M. Ryan. "Work." In Intrinsic Motivation and Self-Determination in Human Behavior, 293–311. Boston, MA: Springer US, 1985. http://dx.doi.org/10.1007/978-1-4899-2271-7_11.

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Sengupta, Sunita Singh. "Intrinsic Motivation as a Driver of Happiness." In The Routledge Companion to Happiness at Work, 45–50. 1 Edition. | New York : Routledge, 2020. | Series: Routledge companions in business, management and accounting: Routledge, 2020. http://dx.doi.org/10.4324/9780429294426-5.

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Ingram, Shana. "Testing the Format? Does Group-Centered Prevention Work? A Very Successful Year. The 2015–2016 Group Report." In After-School Programming and Intrinsic Motivation, 135–39. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22845-3_9.

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Ingram, Shana. "Which Reading Levels Work Best Together? Can we Include Students with Special Needs? The 2011–2013 Group Report." In After-School Programming and Intrinsic Motivation, 117–27. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22845-3_7.

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Coleman, Bridget, Thomas Reid, and William D. Harpine. "How Many Students Work Best in an After-School Program? Are Small Groups Better than Large After-School Programs? What Ages? The 2010–2011 Group Report." In After-School Programming and Intrinsic Motivation, 107–16. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22845-3_6.

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Reid, Thomas, and Elaine Clanton Harpine. "Why Does Group-Centered Prevention Work When Other After-School Programs Fail? What Is the Role of Intrinsic Motivation? Retesting and Another Success Story. The 2016–2017 Group Report." In After-School Programming and Intrinsic Motivation, 141–44. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22845-3_10.

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Curtis, Brodie Lee. "Motivating Students to Learn: What Works? Intrinsic or Extrinsic Motivation?" In Reflective Practice in Teaching, 73–77. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-9475-1_11.

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Hsieh, Pei-Hsuan. "Intrinsic Motivation." In Encyclopedia of Child Behavior and Development, 838. Boston, MA: Springer US, 2011. http://dx.doi.org/10.1007/978-0-387-79061-9_1540.

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Shogren, Karrie A., Jessica Toste, Stephanie Mahal, and Michael L. Wehmeyer. "Intrinsic Motivation." In Handbook of Positive Psychology in Intellectual and Developmental Disabilities, 285–95. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-59066-0_19.

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Moller, Arlen, and Edward Deci. "Intrinsic Motivation." In Encyclopedia of Quality of Life and Well-Being Research, 3378–81. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_1532.

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Conference papers on the topic "Intrinsic motivation at work"

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Nasir, Nasir, Halimatussakdiah Halimatussakdiah, Irma Suryani, Syarifah Evi Zuhra, Saed Armia, and Mahdani Mahdani. "How Intrinsic Motivation and Innovative Work Behavior Affect Job Performance." In Proceedings of the 1st Aceh Global Conference (AGC 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/agc-18.2019.91.

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Wan, Hua, and Jie Ai. "The Influence of Work Involvement on Intrinsic Motivation and Work-Family Balance Satisfaction." In Fifth International Conference on Economic and Business Management (FEBM 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201211.100.

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Eriawan Putra Tohari, Rio, and Ririn Tri Ratnasari. "ISLAMIC WORK ETHIC AND SATISFACTION WITH INTRINSIC MOTIVATION AS MEDIATOR VARIABLE." In 1st International Conference Postgraduate School Universitas Airlangga : "Implementation of Climate Change Agreement to Meet Sustainable Development Goals" (ICPSUAS 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icpsuas-17.2018.25.

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Zhang, Kai, Yonghong Liu, and Yingjie Yuan. "Motivational Predictors of Job Burnout: Learning Goal Orientation and the Mediating Role of Intrinsic Work Motivation." In 2009 3rd International Conference on Bioinformatics and Biomedical Engineering (iCBBE). IEEE, 2009. http://dx.doi.org/10.1109/icbbe.2009.5163088.

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Evianti, Abror, and Rosyeni Rasyid. "The Effect of Work Environment, Organizational Support and Intrinsic Motivation on Organizational Commitment." In 4th Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200305.139.

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Sulastri, Lilis. "ISLAMIC WORK ETHIC IN ISLAMIC COLLEGE IN INDONESIA: THE ROLE OF INTRINSIC MOTIVATION, ORGANIZATIONAL CULTURE AND PERFORMANCE." In 10th Business & Management Conference, Paris. International Institute of Social and Economic Sciences, 2019. http://dx.doi.org/10.20472/bmc.2019.010.007.

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Kim, Byung-Jik, Young Kyun Chang, and Tae-Hyun Kim. "How Does Corporate Social Responsibility Promote Innovation? The Sequential Mediating Mechanism of Employees’ Meaningfulness of Work and Intrinsic Motivation." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2018. http://dx.doi.org/10.24251/hicss.2018.015.

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Muhammad, Mufti, Said Musnadi, and Nurdasila Darsono. "The Effect of Work Satisfaction and Downward Communication on Performance of West Aceh POLRES With Intrinsic Motivation as a Mediation Variable." In Proceeding of the First International Graduate Conference (IGC) On Innovation, Creativity, Digital, & Technopreneurship for Sustainable Development in Conjunction with The 6th Roundtable for Indonesian Entrepreneurship Educators 2018 Universitas Syiah Kuala October, 3-5, 2018 Banda Aceh, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.3-10-2018.2284288.

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Toledo, Guilherme, and Heliana Soneghet Pacheco. "The Word Game: a Social Design research tool to visually communicate values, beliefs, and intrinsic motivation." In 6th Information Design International Conference. São Paulo: Editora Edgard Blücher, 2014. http://dx.doi.org/10.5151/designpro-cidi-73.

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Trisno and Abror. "The Influence of Ethical Leadership, Intrinsic Motivation, And Work Commitments on Job Satisfaction (Study of the Ministry of Religion, Padang City and Pasaman District)." In Proceedings of the Third Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba-19.2019.38.

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Reports on the topic "Intrinsic motivation at work"

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Brown, Alexander, and Joanna Lahey. Small Victories: Creating Intrinsic Motivation in Savings and Debt Reduction. Cambridge, MA: National Bureau of Economic Research, May 2014. http://dx.doi.org/10.3386/w20125.

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Hasty, Ashley. From Teacher to Curator: The Power of Intrinsic Motivation in Students. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1526.

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Hastings, Justine, Christopher Neilson, and Seth Zimmerman. The Effect of School Choice on Intrinsic Motivation and Academic Outcomes. Cambridge, MA: National Bureau of Economic Research, August 2012. http://dx.doi.org/10.3386/w18324.

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Kolstad, Jonathan. Information and Quality when Motivation is Intrinsic: Evidence from Surgeon Report Cards. Cambridge, MA: National Bureau of Economic Research, February 2013. http://dx.doi.org/10.3386/w18804.

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Ash, Elliott, and W. Bentley MacLeod. Intrinsic Motivation in Public Service: Theory and Evidence from State Supreme Courts. Cambridge, MA: National Bureau of Economic Research, November 2014. http://dx.doi.org/10.3386/w20664.

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Tian, Xiaoling. Preschool Teachers' Perspectives on Caring Relationships, Autonomy, and Intrinsic Motivation in Two Cultural Settings. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.470.

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Velaski, Denise. Isolating factors predicting cooperation in work groups : leader motivation and style. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5645.

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Nguyen, Anthony. Perceived Overqualification and Withdrawal among Seasonal Workers: Would Work Motivation Make a Difference? Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6240.

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Kim, Soohyun, Insook Ahn, and Munyoung Kim. The Effects of Consumers' Values, Environment Self-identity, and Injunctive Norms on Enjoyment-based Intrinsic Motivation and Eco-friendly Apparel Purchasing Behavior. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/itaa_proceedings-180814-1860.

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Ajzenman, Nicolás, Gregory Elacqua, Diana Hincapié, Analia Jaimovich, Florencia López Bóo, Diana Paredes, and Alonso Román. Do You Want to Become a Teacher?: Career Choice Motivation Using Behavioral Strategies. Inter-American Development Bank, May 2021. http://dx.doi.org/10.18235/0003325.

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Abstract:
Qualified teachers are a fundamental input for any education system. Yet, many countries struggle to attract highly skilled applicants to the teaching profession. This paper presents the results of a large-scale intervention to attract high performing high-school students into the teaching profession in Chile. The intervention was a three-arm email campaign which made salient three types of motivations typically associated with the teaching profession: intrinsic/altruistic, extrinsic, and prestige-related. The objective was to identify which type of message better appealed to high performing students to nudge them to choose a teaching major. The “intrinsic” and “prestige” arms reduced applications to teaching majors among high performers, while the “extrinsic” arm increased applications among low performers. A plausible interpretation could be that the “intrinsic” and “prestige” messages made more salient an issue that could otherwise be overlooked by high performing students (typically from more advantaged households), negatively impacting their program choice: that while the social value of the teaching profession has improved, it still lags behind other professions that are valued more by their families and social circles. In turn, the “extrinsic” arm made salient the recent improvements in the economic conditions of the teaching profession in Chile, thus appealing to low performing students who in general come from disadvantaged families and for whom monetary incentives are potentially more relevant. These results emphasize the importance of having a clear picture of the inherent motivations that could influence individuals career choice. Making salient certain types of motivations to the wrong target group could lead to undesired results.
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