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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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Tsedendambaa, Maralgua, and Samuel Baraka. "Arbetsmotivation under distansarbete : Work motivation when teleworking." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-450876.
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Teleworking is an alternative way of working that has existed for several years and due to the Coronavirus pandemic, that started at the end of 2019, teleworking has increased drastically. For this reason, this quantitative study aims to identify the relation between telework and work motivation in terms of intrinsic and extrinsic motivation. We have constructed 4 hypotheses where we test the relation between work motivation and telework based on different categories of employees through a regression analysis. The results show that intrinsic motivation has a positive correlation with telework while extrinsic motivation shows a neutral correlation with telework. With the help of a descriptive statistic that shows the number 5 on a scale from 1 to 7, it can be stated that participating employees have a positive attitude in terms of how motivated they are with a focus on intrinsic motivation. In terms of extrinsic motivation, we have received the number 4, which indicates that the participants have a neutral attitude. Finally, the data analysis shows that employees who have families with children show higher intrinsic motivation and less extrinsic motivation during teleworking. It has also been found that the more employees work remotely, the higher the internal motivation.
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Chalmers, Rodney Eric. "The effects of verbal recognition on work performance and intrinsic motivation: Using behavior modification techniques." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2751.
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The effect of both public and private verbal recognition on intrinsic motivation and sales performance in fourteen restaurant waitstaff was evaluated using organizational behavior modification techniques. The hypothesis that public recognition would be more effective than private recognition in increasing intrinsic motivation and sales was not supported.
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Valeskog, Eberhardsson Erik. "Perspektiv på arbetsmotivation : Om forskningsperspektiv och chefers syn på arbetsmotivation." Thesis, Umeå universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-58617.
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The aim of this master thesis is to examine research perspectives and a selection ofmanagers’ views on the concept of work motivation. With an exploratory approach,based on a literature review and interviews these views are examined and compared inrelation to a theoretical framework. This theoretical framework consists of three keyconcepts, the individual, the context and the regulation of work motivation. Theliterature review reveals two research perspectives, a classic economic perspectivebased on Principal–Agent Theory and a more up to date social psychologicalperspective based on Self-Determination Theory. Interviews with selected managersas informants reveal that both of these research perspectives are represented amongthe managers, but foremost the social psychological perspective. The comparisonbetween the research perspectives and the managers’ views also show that thesimilarities between the social psychological perspective and the managers’ views arestrongest in relation to the key concept of the individual, compared to the keyconcepts of context and regulation. A discrepancy between how managers view workmotivation and how managers deal with work motivation in practice can also be seenand related to the managers’ views on the key concepts named.
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Tjärnström, Lovisa. "Motivation i arbetslivet : Inre och yttre motivation i relation till branschbyte." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-31596.
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Öman, Simon. "Does work stress moderate the relationship of intrinsic motivation and learning from failures to employeeself-development?" Thesis, Stockholms universitet, Psykologiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-194712.
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Yoon, Bang Seob. "Effects of feedback on intrinsic motivation : the role of communication style, feedback message, and individual differences." Diss., Georgia Institute of Technology, 1991. http://hdl.handle.net/1853/29843.
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AL-Sheyab, Ola Nader. "THE RELATIONSHIP BETWEEN RETENTION, EMPLOYEE ENGAGEMENT, JOB SATISFACTION, AND INTRINSIC MOTIVATION AMONG NURSES." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1560.
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This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation Inventory (IMI). The study followed a sequential transformative design, with all research questions or hypotheses examined through multinomial regression, which indicated the odds ratio of nurses’ decision or intent to leave or stay against leaving their current position. The regression analysis showed that intrinsic motivation and job satisfaction were significantly more likely to predict nurses’ intent to leave than employee engagement. The interviews showed employee engagement, job satisfaction, and intrinsic motivation to be an important part of the nurses’ decision to leave or stay
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Birkemalm, Pauline, and Sandra Jansson. "Entrepreneurs vs. Intrapreneurs : A comparative study about motivation factors of entrepreneurs and intrapreneurs." Thesis, Umeå universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149734.
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Entrepreneurs and the components that motivates them not to give up when facing obstacles have been the focus in many different studies. There have also been some studies which aims at connecting the concepts of intrapreneurs and motivation. However, we found a gap in the research which compares Swedish entrepreneurs and intrapreneurs focusing on their motivational factors. Therefore, this study aims to fulfill the found research gap through looking deeper into the intrinsic and extrinsic motivational factors of both entrepreneurs and intrapreneurs. This led up to the following formulation of the research question: What are the main differences in motivation factors between successful entrepreneurs and intrapreneurs in Sweden? To answer this question, a qualitative study was conducted with the focus on gaining more understanding on what intrinsic and extrinsic factors motivates entrepreneurs and intrapreneurs. Participants in the study were found based on criteria such as working in Sweden and being considered as successful through nominations or rewards. Data collection was done through using semi-structured interviews with five entrepreneurs and five intrapreneurs with the focus on finding motivational factors and typical personal characteristics related to their line of work. Since we found similar motivational factors in our chosen theories, it was decided that they would be used in the interviews. These factors were; Monetary reward, Challenges, Training, Acknowledgement, Affiliation, Power and Accomplishment. Results show that the entrepreneurs and intrapreneurs have differences in their motivational factors both among the individuals within each title, as well as between the titles. The motivational factors found were paired with definitions of factors from the theories. Personal characteristics of entrepreneurs and intrapreneurs were also found and connected to theories about personal characteristics. The analyzed answers of intrapreneurs’ and entrepreneurs’ motivational factors were compared against each other to see if the motivational factors differ between entrepreneurs and intrapreneurs. The conclusion of this study is that for the extrinsic motivational factors, the entrepreneurs are more motivated by monetary rewards than the intrapreneurs and challenges motivates the intrapreneurs more than the entrepreneurs. For the intrinsic factors, power was more motivating for the entrepreneurs and more intrapreneurs saw acknowledgement as motivating. The factors which had no differences were concluded to not being related to being an entrepreneur or intrapreneur.
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Samuelsson, Maja, and Maria Nyström. "Vad bidrar till en anställds arbetstillfredsställelse? : En jämförelse mellan vård- och bankanställda." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-24990.
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Arbetstillfredsställelse har många varierande definitioner. Gemensamt är att det handlar om hur tillfreds individen är med sitt arbete. Syftet med studien var att jämföra vård- och bankanställda för att se hur de skiljer sig åt i upplevelsen av inre, yttre och generell arbetstillfredsställelse, var skillnaden ligger och hur viktig arbetsmotivationen är för arbetstillfredsställelse. Sju frågeställningar ligger till grund för studien och 120 bankanställda samt 83 vårdanställda deltog. En enkät på 34 frågor besvarades av samtliga deltagare och analyserades statistiskt. Resultaten visar att bankanställda har generellt högre arbetstillfredsställelse än de vårdanställda. Den faktor där vårdanställda upplever högre grad av generell arbetstillfredsställelse handlar om möjligheten att göra något för någon annan. Det kan bero på att vårdanställda har motivationen att hjälpa andra människor som drivkraft i sitt arbete. Gemensamt för båda branscherna är att arbetstillfredsställelsen ökar med åldern. Förklaring till det kan vara ökad arbetserfarenhet och säkerhet för att känna tillfredsställelse på arbetet.
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Gustafson, Carl. "Arbetsmotivation ur ett inre perspektiv : Dimensioner i arbetet som predicerar inre motivation." Thesis, Linköping University, Department of Behavioural Sciences and Learning, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-12618.
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Inre motivation är per definition en drivkraft i beteendet drivet av intresse och tillfredställelse för arbetet i sig, utan närvaron av yttre belöningar. Då monetära belöningar är väldigt utbrett och kostar företag stora summor är det av intresse att även studera hur motivation påverkas av hur arbetet i sig ser ut.
Syftet med denna studie är att med ett kvantitativt förhållningssätt beskriva och analysera vilka dimensioner i arbetet och dess miljö som predicerar inre motivation.
De prediktorer som utifrån tidigare teori valts ut är tron på sin egen kompetens, tillhörighet, autonomi, feedback, personlig utveckling och arbetets meningsfullhet. För att besvara syftet har en enkät delats ut till 211 anställda inom organisationen Skandia Advise.
Statistiska analyser av resultatet visar att inre motivation till 25 % prediceras av de sex dimensionerna tillsammans. Enbart tron på sin egen kompetens och personlig utveckling är säkerställda som enskilda prediktorer för inre motivation inom Skandia Advise vilket bör tas under beaktning i ett nytt belöningssystem.
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Georganakis, Michail, and Hristo Lazarov. "What motivates a student to do voluntary work? : A qualitative case study of Östgöta nation." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-387483.
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The purpose of this thesis was to provide an understanding of the underlying motives behind students’ voluntary work at a student nation. It was carried out as a qualitative case study, where the focus was placed on Östgöta nation workers. Östgöta nation represents one of the thirteen student nations found in Uppsala, Sweden. The theoretical review draws upon four concepts, namely, intrinsic motivation, extrinsic motivation, organisational identification, and organisational citizenship behaviour. Consequently, these four concepts were used to construct a theoretical model, which served as a framework to understand what factors affect worker motives. Empirical material was collected through the conduct of one focus group and five individual interviews, and was subsequently analysed using a thematic approach. Our findings suggest that the underlying reasons behind a student’s work motives are their inherent need to socialize, as well as to belong to a social group. In addition, workers tend to develop a high degree of relatedness between one another. This, in turn, leads them to exhibit behaviour, where they over-perform and help each other. The presence of such behaviour in the workplace, in conjunction with non-monetary rewards, provides us with an understanding of how students motivate their decision of working in a student nation. In conclusion, we advocate student nations to foster altruism and solidarity within their work environment, which would improve their capability of securing and maintaining a sufficient workforce.
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Hall, Alexander, and Niklas Nyman. "Reinforcing work motivation : A perception study of ten of Sweden´s most successful and acknowledged leaders." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44.
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In pace with a noticeably fiercer global competition and an increased customer awareness, today’s organizations are faced with vast requirements for higher productivity and stronger customerorientation. This transformation has denoted that human resources have become more and more accentuated, and a consensus has grown for the true power embraced within them. In Sweden, some few prominent leaders have distinguished themselves by being highly successful in reinforcing employee motivation, and their knowledge and experiences are priceless in the pursuit of utilizing the full potential of the workforce.
The purpose with this thesis is to study how ten of Sweden’s most successful and acknowledged leaders view and work with employee motivation and critically examine their standpoints. The purpose is furthermore to exemplify how other leaders can strengthen employee motivation through adapting these motivational suggestions.
Qualitative cross-sectional interviews were conducted for the empirical research, holding a hermeneutic and inductive research approach.
The respondent pool is comprised by both commercial leaders, as well as leaders from the world of sports. They range from being managers over purely service-focused organizations, to being founders of innovative product-producing organizations.
The major areas, which are touched upon are; general work motivation intrinsic/extrinsic motivation, communication, and lastly empowerment, responsibility and participation.
Four major areas influence employee motivation (The Society and Social Surroundings, The Organization and Business Environment, The Manager and The Employee). This is visualized in the “Four-Factor Model”.
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Jönsson, Helena. "Motivational Strategies in Language Learning : Pupils’ in grade 4-6 and their teachers’ perception of the effect of motivational strategies in the English classroom." Thesis, Högskolan Dalarna, Pedagogiskt arbete, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-26549.
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To master English is a clear advantage in Swedish society and throughout compulsory school, the English subject is mandatory in each grade. Language learning is a lengthy and demanding task that requires effort and determination. Consequently, it is crucial to sustain motivation among the learners, which requires motivational and conscious teaching. There are a number of strategies that through research have indicated motivational capacity. In this empirical study, teachers’ and pupils’ perception of the motivational influence of different strategies were examined. The method was quantitative and surveys were used to collect data from the teachers (N=10) and the pupils (N=142). The results show that the teachers regard their own behavior and a stimulating, varied teaching as most important, whilst the pupils prioritize clear and understandable instructions and are concerned with a pleasant classroom climate, where humour is present and where it is safe to make mistakes. In addition, the results indicate that teachers, as well as pupils, are not particularly interested of a transmission of responsibility from the teachers to the pupils.Engelska
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Jonsson, Helena. "Motivational Strategies in Language Learning : Pupils’ in grade 4-6 and their teachers’ perception of the effect of motivational strategies in the English classroom." Thesis, Högskolan Dalarna, Pedagogiskt arbete, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-26553.
Full textAbstract:
To master English is a clear advantage in Swedish society and throughout compulsory school, the English subject is mandatory in each grade. Language learning is a lengthy and demanding task that requires effort and determination. Consequently, it is crucial to sustain motivation among the learners, which requires motivational and conscious teaching. There are a number of strategies that through research have indicated motivational capacity. In this empirical study, teachers’ and pupils’ perception of the motivational influence of different strategies were examined. The method was quantitative and surveys were used to collect data from the teachers (N=10) and the pupils (N=142). The results show that the teachers regard their own behavior and a stimulating, varied teaching as most important, whilst the pupils prioritize clear and understandable instructions and are concerned with a pleasant classroom climate, where humour is present and where it is safe to make mistakes. In addition, the results indicate that teachers, as well as pupils, are not particularly interested of a transmission of responsibility from the teachers to the pupils.Engelska
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Pylkkänen, Amanda. "Motivation i dans : En kvalitativ studie om inre och yttre motivation hos vuxna kvällskurselever." Thesis, Stockholms konstnärliga högskola, Institutionen för danspedagogik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uniarts:diva-385.
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The purpose of this study is to examine what motivates adult pupils to participate evening dance classes at School of Dance and Circus. In addition to this, the purpose is to find out if their motivation is more intrinsic or extrinsic. Furthermore, the study aims towards investigating how dance pedagogues can develop their teaching with this specific target group to support the pupil’s interests and desires. The questionnaires of one evening dance course consisting of 11 pupils are analysed with Grounded Theory. The results show that there are 15 motivational factors: Joy, Development in dance, Physical development, Promotion of mental well-being, Other activity and Other form of training, Price, Curiosity, Cognitive development, Challenge, Aesthetics, Different experience of dance class, Social interaction, Prevention of pain and Prevention of injuries. The first six ones can be summarized as Self-fulfilment that work as the basis for the theory of the study. It is also shown that the motivation of the target group is more intrinsic than extrinsic. Promotion of experience of flow and creativity, preference of using mastery goal structures and teaching with direct instructions enforce intrinsic motivation and serve pupils’ interests and desires. These are suggested to dance pedagogues to use for developing their teaching with this target group.
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Johansson, Hanna. "Motivation - en grundpelare för arbetslivet : En intervjustudie om motivation på arbetsplatsen utifrån ett chefsperspektiv." Thesis, Högskolan i Gävle, Pedagogik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32433.
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Syftet med detta arbete har varit att undersöka hur tre mellanchefer på en myndighet motiverar sina anställda. Arbetet bygger på följande frågor: Hur motiverar de som ledare sina anställda? Jobbar de med att stärka den inre motivation eller ligger fokus på den yttre motivationen? Hur mycket betyder arbetskulturen för motivationen enligt cheferna? Studien är en kvalitativ intervjustudie genomförd på en myndighet. Tre intervjuer har genomförts med tre av tre mellanchefer. Det resultat som framkommit i studien visar att motivation är ett komplext område. Cheferna är väl medvetna om vad motivation är och jobbar aktivt med att stärka de anställdas motivation, men ibland kan det vara svårt att veta exakt vad individen motiveras av och hur mycket motivation en viss person behöver för att utföra sina arbetsuppgifter på ett effektivt och noggrant sätt. Det framgår att ledarskapsutveckling för cheferna är något de jobbar mycket med för att därigenom kunna stärka sina anställdas motivation. Känslan av gemenskap/släktskap på arbetsplatsen anses också av cheferna vara en bidragande faktor för de anställdas motivation. Det som också framkommer i studien är att alla ledarna försöker öka de anställdas inre motivation genom att inte vara för styrande och kontrollerande utan istället uppmuntra till självständigt arbete.
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Erlandsson, Vilma, and Elsa Ivarson. "Augmented reality and gamification in higher education : Designing mobile interaction to enhance students’ intrinsic motivation and learning." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-22277.
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The emergence of augmented reality (AR) and gamification in higher education has gained significant relevance by virtue of their demonstrated usefulness in learning spaces. Prior research has examined these technologies separately and shown promising results, but less is known about the impact of combining AR and gamification in higher education. This article aims to conceptualize, design, and evaluate the effects of AR and gamification on students’ intrinsic motivation and learning with physical course literature. The results from a web - based experiment involving 95 students demonstrate that using AR enhances students’ intrinsic motivation compared to conventional methods such as reading lecture notes. However, the combination of AR and gamification did not influence students’ intrinsic motivation or learning. The findings could serve as a basis to further gamification in higher education and may support authors in the design of AR in future course literature.Framväxten av förstärkt verklighet och gamification inom högre utbildning har fått betydande relevans på grund av dess beprövade användbarhet i lärandemiljöer. Tidigare forskning har undersökt dessa tekniker separat vilket visat lovande resultat, däremot vet man mindre om effekten av att kombinera förstärkt verklighet med spelifiering i högre utbildning. Denna artikel syftar till att konceptualisera, designa och utvärdera effekterna av förstärkt verklighet och spelifiering på studenters intrinsiska motivation och lärande vid användning av kurslitteratur. Resultaten från ett webbaserat experiment med 95 studenter visar att användningen av förstärkt verklighet ökar studenternas intrinsiska motivation i jämförelse med förekommande arbetssätt som digitalt föreläsningsmaterial. Kombinationen av förstärkt verklighet och spelifiering visade ingen effekt på studenternas intrinsiska motivation eller lärande. Resultaten kan utgöra grund för ytterligare forskning om spelifiering i högre utbildning och stödja författare vid utformningen av förstärkt verklighet i framtida kurslitteratur.
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Linderholm, Rebecca. ""Kallet var något mellan mig och Gud" : En tematisk analys av prästers arbetsmotivation inom Svenska kyrkan." Thesis, Karlstads universitet, Institutionen för samhälls- och kulturvetenskap (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-82686.
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This survey has examined the work motivation among priests in the Church of Sweden (Svenska kyrkan). This report is based on a theory developed by Lars Ivarsson who distinguishes intrinsic motivation from extrinsic motivation associated with work. The survey is also based on a theory named Social categorization theory which is connected to confirmation of identity and work motivation. The survey has used a quantitative survey method to collect research data and a thematic analysis to analyze the collected data. The source material collected in the survey included answers from 40 priests who each answered 14 questions regarding their work motivation, lack thereof and calling. The result in this survey has argued that intrinsic work motivation is the dominant motivation in relation to extrinsic motivation, to choose priesthood as occupation. The most common motive to choose priesthood as occupation was argued by the respondents to be something defined as calling. Work environment and organizational issues was regarded as the biggest factors to reduce work motivation among priests in the survey. Calling was also discussed by the respondents in many parts of the survey as something exclusive to the occupation as priest.
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Lönnback, Yilma Rebecca, and Tara Nabavi. "Coachning i arbetslivet : - och dess effekt på medarbetares upplevda autonomi, motivation och utveckling." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-139074.
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Arbetslivscoachning har etablerat sig på arbetsmarknaden som utvecklingsmetod av medarbetares arbetsprestation. Denna studie syftade till att undersöka coachade medarbetares upplevelser av arbetslivscoachning, i förhållande till autonomi, motivation och utveckling. Respondenterna arbetade på ett kommunalt äldreboende i Stockholmsregionen. Totalt utgjorde tio semistrukturerade medarbetarintervjuer studiens huvudsakliga datamaterial. Dessutom genomfördes en semistrukturerad intervju med medarbetarnas enhetschef, som även coachade medarbetarna. Data analyserades via empiristyrd tematisk analys, med inspiration från innehållsanalys. Studiens teoretiska inramning innefattade Illeris lärmodell, Hackman & Oldhams motivationsmodell, Deci & Ryans självbestämmandeteori samt Locke & Lathams målsättningsteori. Medarbetarna upplevde autonomi inom gruppens målformulering, däremot med begränsad individuell autonomi. Resultatet visade att coachen bör vara autonomifrämjande, för att vara motivations-och utvecklingsfrämjande. Även relationen mellan coach och medarbetare är betydelsefull för att coachningen ska vara motivationsfrämjande, och därigenom utvecklingsfrämjande. Slutligen begränsas medarbetares inre motivation då coachen tillämpat ett styrande tillvägagångssätt somsaknar individanpassning. Avsaknad av individanpassning, samt gruppen kollektiva överenskommelse, bidrar snarare till en yttre motivation som är internaliserad.Coaching has established itself on the labor market as a method for employee development, in regards to job performance. This study aimed to explore how employees undergoing work life coaching experience the coaching in relation to autonomy, motivation and development. All respondents worked at a communal geriatric care facility in Stockholm. Ten employees and their coach were interviewed, via semi-structured interviews. The coach also worked as the employees’ section director. Data was analysed using thematic analysis, with inspiration from content analysis. As theoretical framework Illeris Three Dimensions of Learning Model, Hackman & Oldhams Job Characteristic Theory, Deci & Ryans Self-Determination Theory, and Locke & Lathams Goal Setting Theory was applied. The employees experienced autonomy within team’s goal setting, however with limited individual autonomy. Results showed that a coach should work to enhance employee autonomy in order for coaching to have a positive effect on employee motivation and development. The relationship between coach and coachee is of importance for the coaching to have positive effect on employee motivation and development. Applying directive elements in the coaching style and lacking in individual accommodation hinders the employees’ intrinsic motivation. The lack of individual accommodation, and presence of collective understanding within the team, rather results in an internalised extrinsic motivation.
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Bello, Toribio Jessica Victoria, and Maslucan Yvonne Bustamante. "¿Es posible incrementar extrínsecamente la motivación intrínseca laboral?" Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/628119.
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El objetivo general de esta investigación es explicar, desde las ciencias administrativas, si es posible incrementar extrínsecamente la motivación intrínseca laboral. Para ello, se plantean, explican e interpretan diversas fuentes, correspondientes a autores y teorías varias. Asimismo, se identifican las principales controversias plasmadas por los autores en esas fuentes. Se precisan y explican conceptos esenciales del trabajo: motivación, motivación intrínseca, motivación extrínseca, factores, características, componentes, y las diferencias que existen entre la motivación intrínseca y la motivación extrínseca, y entre los elementos mencionados. Nuestro aporte consiste en plantear una explicación, desde el campo de la experticia y de la neurociencia, de cuál es el mecanismo neurofisiopsicológico correspondiente a la motivación intrínseca. En la investigación, se utiliza la metodología cualitativa, pues este trabajo es una investigación documental que, primero, aplica procedimientos de recolección, evaluación, selección y registro de las fuentes de información, y, luego, técnicas de análisis y sistematización de esas fuentes. Resulta importante señalar que la investigación es relevante por varios motivos, pero especialmente por lo siguiente: porque el tema es esencial en las líneas de carrera de las ciencias administrativas; porque la develación de aspectos inéditos del tema puede contribuir a aplicaciones prácticas con grandes resultados en las organizaciones; y porque se concentra en el análisis de una variable general, como es la motivación, que es común a todos los seres humanos y que, por tanto, trasciende el interés del ámbito de las ciencias administrativas.The general objective of this research is to explain, from the administrative sciences, if it is possible to increase extrinsically the intrinsic work motivation. For this, several sources are proposed, explained and interpreted, corresponding to authors and various theories. Likewise, it identifies the main controversies expressed by the authors in those sources. Essential concepts of the work are precised and explained: motivation, intrinsic motivation, extrinsic motivation, factors, characteristics, components, and the differences that exist between intrinsic and extrinsic motivation, and between the mentioned elements. Our contribution consists in proposing an explanation, from the field of expertise and neuroscience, of which is the neurophysiological mechanism corresponding to intrinsic motivation. Qualitative methodology is used in the research, since this work is a documentary research that first applies procedures for collecting, evaluating, selecting and recording information sources, and then techniques for analyzing and systematizing those sources. It is important to point out that the research is relevant for several reasons, but especially for the following: because the subject is essential in the career lines of administrative sciences; because the unveiling of unpublished aspects of the subject can contribute to practical applications with great results in organizations; and because it concentrates on the analysis of a general variable, such as motivation, which is common to all human beings and therefore transcends the interest of the field of administrative sciences.
Trabajo de Suficiencia Profesional
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Eriksson, Emelie, and Malin Stockman. "Hjulspår på banken : En kvalitativ fallstudie om vägarna mellan lean och motivation hos anställda i tjänstesektorn." Thesis, Linköping University, Business Administration, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-57885.
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Background: Since the coining of the phrase lean production by Womack, Jones and Roos in 1990, this mass production system of Japanese origin has been implemented in a multitude of organizations throughout the world, the results being predominantly positive from a financial point of view. The possibly negative effects of mass production on worker motivation have been discussed since quality of work life became an important political issue in Sweden in the 1970’s. As the popularity of lean service is now increasing, there are still unresolved issues regarding the transferability of a mass production system to the service industry, particularly with regards to the motivation of service employees.
Purpose: The purpose of our thesis is to study the lean system of a Swedish bank, SEB Way, from a management- as well as an employee perspective in order to describe how lean may affect the work motivation of service employees.
Research procedure: The study is empirically based on observations and interviews on multiple hierarchical levels at SEB. We have conducted a total of 13 interviews with front line employees at SEB, with the central SEB Way team as well as two external lean specialists.
Results: The study indicates that SEB Way has little direct influence on the intrinsic work motivation of the SEB front line employees, as work motivation was present prior to the implementation of lean. However, there are some areas of indirect overlaps between SEB Way and employee motivation, mainly in terms of tools which encourage improved employee performance. This is in line with the short-term result orientation which characterizes SEB’s organizational culture. Furthermore, the study indicates that lean production may possibly exert more extensive direct influence on employee motivation than SEB Way.
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Larsson, Jenny, and Lova Lonér. "Myten om moroten : - Om motivation i bemanningsbranschen." Thesis, Örebro University, School of Humanities, Education and Social Sciences, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-9681.
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Abstract The purpose of this study was to investigate the consultants' approach to the intrinsic and extrinsic motivation in temporary work agencies. We examined the motivation of three temporary work agencies to see if there are any differences in how they motivate their consultants. The intrinsic motivation comes from the own spontaneous interest while the extrinsic is related to the surrounding circumstances. We created a survey with 42 questions for the consultants, concerning motivation in order to understand their attitudes to the phenomenon of motivation. The following issues are addressed in our study: - What are consultant’s experiences of motivation in the temporary work agencies and are there any background factors that may impact? - Are there any differences in how consultants in the three different temporary work agencies are experiencing motivation? As analytical tools, we used concepts and theories of the intrinsic and extrinsic motivation based on Self-Determination theory. The results of this study showed no distinct differences between the intrinsic and extrinsic motivation of all consultants, but in general the intrinsic motivation was experienced slightly higher rated. The consultants appeared to be aware of what was expected of them and communication was valued fairly well. A positive attitude towards the organization was that the consultants were the least satisfied with, in our study. Our conclusion is that the intrinsic and extrinsic motivations interact with each other, depending on the work situation.
Sammanfattning Syftet med denna studie var att kartlägga konsulternas syn på den inre och yttre motivationen i bemanningsföretag. Vi undersökte motivationen på tre bemanningsföretag för att se om det fanns någon skillnad i hur de motiverar deras konsulter. Den inre motivationen handlar om det spontana egna intresset medan den yttre uppstår från omgivningens omständigheter. För att uppnå syftet har vi använt oss av en enkätundersökning med 42 frågor riktade till konsulterna för att fånga deras attityder till motivationsfenomenet. Följande frågeställningar besvaras i studien; - Hur upplever konsulterna i bemanningsföretagen sin motivation och finns det några bakgrundfaktorer som får betydelse? - Finns det några skillnader i hur konsulterna i de tre olika bemanningsföretag upplever motivationen? Som analysverktyg har vi använt oss av begrepp och teorier om den inre och yttre motivationen som bygger på Self-Determination theory. Resultatet av studien visar inte på några markanta skillnader mellan den inre och yttre motivationen hos samtliga bemanningsföretag, men den inre motivationen upplevdes lite starkare. Konsulterna visade sig vara medvetna om vad som förväntades av dem och kommunikationen värderades relativt bra. En positiv inställning till organisationen var det som konsulterna var minst nöjda med enligt vår studie. Vår slutsats blev att den inre och yttre motivationen samspelar med varandra, beroende av arbetssituationen.
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Barnes, Chelsea. "Exploring teachers' intrinsic motivation towards inclusion : how the principles of motivational interviewing and the transtheoretical (stages of change) model can be used to inform the work of educational psychologists in mainstream schools?" Thesis, University of East London, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.550420.
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The purpose of this study is to explore teachers' intrinsic motivation towards making changes to facilitate the inclusion of pupils with special educational needs (SEN) in mainstream schools. It seeks to develop understanding of how the principles of Motivational Interviewing (MI) and the Transtheoretical (TTM) or 'Stages of Change' (SoC) Model can be used to inform Educational Psychologists in their work with teachers. The current study adopted a mixed methods design, encompassing two phases. The initial quantitative phase sampled 45 teachers from mainstream primary and secondary schools, and used a questionnaire to measure their intrinsic motivation to effect change to facilitate inclusion. Statistical analysis compared 'primary' and 'secondary' conditions, and tested for correlations between SoC measures and length of teaching experience. Cluster analysis was also carried out to explore the integrity of the individual TTM stages. The subsequent qualitative phase sampled 7 teachers at random from the cluster analysis groupings, who engaged in semi-structured interviews regarding their experiences and views of inclusion in mainstream schools. Analysis of questionnaire data identified four homogenous clusters, of which only two were defined by a single SoC measure. In addition, it was found that 'primary' teachers scored significantly higher for the 'active change' measure. A weak but significant negative correlation was found between length of teaching experience and 'active change', as well as a weak positive correlation with 'maintenance'. Thematic analysis of interview transcripts revealed three main
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Musial, M. (Monika). "Exploring the organizing of work for creative individuals:the paradox of art and business in creative industries." Doctoral thesis, Oulun yliopisto, 2015. http://urn.fi/urn:isbn:9789526209418.
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Abstract The purpose of this research is to explore the issue of organizing work for creative individuals, particularly to explore the influence of creativity on emergence of creative companies and to understand the way of managing creative individuals from those companies. The emergence of creative companies is investigated from the motivational perspective, especially the intrinsic motivation and inner drive. The management aspect is studied from the perspective of both managers and employees. Prior literature on creativity demonstrates that creativity has become an important element of human existence. Most of the creativity research has been done on individual creativity, organizational creativity, creative processes, motivation and social influences on creativity. Despite the recent tendency to study creativity from various perspectives, few scholars have approached this phenomenon from the perspective of emergence of creative companies. This study examines that and explores the motivational aspects of creativity seen from the angle of the paradox between art and business. Creativity and motivation in creative companies are contemplated with a case study method. The empirical context of the research is creative industries: games, films, visual and performing arts. The results of this study show that motivational features of creativity (love and passion to create, curiosity, desire to create, choice to be creative) have an influence on creative individuals from the perspective of emergence of new creative companies. The analysis further indicates the importance of acknowledgement of creativity and creative work of individuals in games industries. The new concept of ”the need to be creative” is introduced in this research in the context of a new product or idea being created. In addition, this research concludes that there is a paradox between creative freedom and control when managing creative individuals. This study shows that both of those elements are critical managing practices in the creative companies. Based on theories of creativity and management combined with empirical analysis of film companies, this research also suggests that managing of creative individuals is focused on allowing creative freedom at work while providing control by the manager as well as providing the right work-life balance in creative work settingsTiivistelmä Tämän tutkimuksen tarkoituksena on tarkastella luovuuden vaikutusta luovien alojen yritysten syntymiseen sekä ymmärtää luovien yksilöiden johtamista. Luovien yritysten syntyä tutkitaan motivationaalisesta, erityisesti sisäisen motivaation ja -halun näkökulmasta. Johtamista tarkastellaan sekä johtajan että työntekijän näkökulmasta. Aikaisempi luovuuskirjallisuus osoittaa, että luovuudesta on tullut tärkeä ihmisyyden ja olemassaolon osa-alue. Suurin osa luovuustutkimuksesta on tehty yksilön luovuudesta, organisatorisesta luovuudesta, luovista prosesseista, motivaatiosta sekä sosiaalisten tekijöiden vaikutuksista luovuuteen. Vaikka luovuustutkimusta on tehty viime aikoina monista eri näkökulmista, harvat tutkijat ovat lähestyneet ilmiötä luovien yritysten syntymisen näkökulmasta. Tässä tutkimuksessa tutkittiin luovuuden motivationaalisia elementtejä taiteen ja liiketoiminnan ristiriidan näkökulmasta. Luovien yritysten luovuutta ja motivaatiota tarkasteltiin käyttäen tapaustutkimusmenetelmää. Tämän tutkimus on tehty luovien alojen, kuten peli-, filmi-, visuaalisen- ja esittävän taiteen kontekstissa. Tutkimustulokset osoittavat, että luovuuden motivationaalisilla piirteillä (kuten intohimo luomista kohtaan, uteliaisuus, halu luoda ja olla luova) on vaikutusta luoviin yksilöihin luovien yritysten syntymisen näkökulmasta. Analyysi osoittaa myös, että peliteollisuudessa on tärkeää tunnistaa yksiön luovuus ja luovan työn merkitys. Tämä tutkimus esittelee uuden ”tarve olla luova”- käsitteen kontekstissa, jossa luodaan uutta tuotetta tai ideaa. Tämän lisäksi tutkimus osoittaa, että johdettaessa luovia yksiöitä luovuuden vapaus ja kontrollin tarve ovat ristiriidassa. Tutkimus kuitenkin osoittaa, että molemmat elementit ovat kriittisiä johtamiskäytäntöjä luovissa yrityksissä. Johtamisen- ja luovuuden teoriat sekä tutkimuksen empiirinen analyysi osoittavat, että luovien yksilöiden johtaminen perustuu luovuuden vapauden mahdollistamiseen, riittävään kontrolliin sekä työelämän tasapainoon
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Enoksson, Sofia, and Sandra Elander. "Inre arbetsmotivation och arbetstillfredsställelse hos anställda inom äldreomsorgen." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-17030.
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Syftet med studien var att undersöka inre arbetsmotivation och arbetstillfredsställelse genom att se vilket motivationsbehov och vilken typ av arbetstillfredsställelse som skattades högst. Syftet var även att undersöka vilka motivationsbehov som bäst predicerar inre och yttre arbetstillfredsställelse. Studien genomfördes inom äldreomsorgenen i en mindre kommun i Sverige. 80 personer deltog i studien som genomfördes som en enkätundersökning. Mätinstrumenten som användes var Minnesota Satisfaction Questionnaire (MSQ) och Basic Need of Satisfaction at work Scale (BNS). MSQ mätte inre och yttre arbetstillfredsställelse medan BNS mätte inre arbetsmotivation med utgångspunkt från Self-Determination Theory och de tre komponenterna autonomi, kompetens och samhörighet. Resultatet visade att samhörighet var det behov som skattades högst och det fanns en signifikant skillnad till autonomi och kompetens. Inre arbetstillfredsställelse skattades högre än yttre arbetstillfredsställelse och autonomi och kompetens predicerade inre arbetstillfredsställelse medan kompetens predicerade yttre arbetstillfredsställelse.The purpose of the study was to examine intrinsic work motivation and work satisfaction by seeing which basic motivation need and which type of work satisfaction that was highest estimated. The purpose was also to examine which basic motivation needs that were the predictors to internal and external work satisfaction. The study was conducted among employees in nursing homes. 80 nurses participated and the study was conducted as a survey. The instrument used in the study was Minnesota Satisfaction Questionnaire (MSQ) and Basic Need of Satisfaction at work Scale (BNS). MSQ measured internal and external work satisfaction while BNS measured intrinsic work motivation based on Self Determination-Theory and the three components autonomy, competence and relatedness. The results showed that relatedness was highest estimated and that there was a significant difference to autonomy and competence. Internal work satisfaction was rated higher than external work satisfaction and autonomy and competence was the predictors of internal work satisfaction while competence predicted external work satisfaction.
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Mattsson, Hilda, Linnéa Bohlin, and Jonthan Björkqvist. "Effekter av det påtvingade distansarbetet : En studie om hur medarbetare upplever att det påtvingade distansarbetet påverkar motivationen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105562.
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Bakgrund: Företag blir alltmer beroende av sina medarbetare då organisationens värdeskapande process till stor del sker genom dem. Det är således viktigt att motivera, bibehålla och utveckla sina medarbetare. Tidigare studier om hur motivationen påverkas av distansarbete skiljer sig åt, där vissa menar att distansarbetet har en positiv inverkan på motivationen medan andra menar motsatsen. Innan Covid-19-pandemin har distansarbetet skett på en mer frivillig nivå men till följd av Covid-19-pandemin har många företag varit tvungna att införa det. Syfte och problemformulering: Syftet med studien är att öka förståelsen för hur medarbetare upplever att motivationen påverkas av det påtvingade distansarbetet. Studiens problemformulering är “Hur upplever medarbetare som innan Covid-19-pandemin inte arbetade på distans samt medarbetare som innan Covid-19-pandemin arbetade deltid på distans att motivationen har påverkats av det påtvingade distansarbetet?” Litteraturgenomgång: I litteraturgenomgången presenteras teorier kring konceptet motivation där inre och yttre motivation samt amotivation behandlas. Även teorier kring distansarbetet presenteras där kommunikation och work life balance behandlas. Metod: Vid genomförandet av studien har forskarna i föreliggande rapport använt sig av en kvalitativ metod. För att samla in det empiriska materialet har forskarna använt sig av semistrukturerade intervjuer. Det har intervjuats fyra respondenter som innan Covid-19-pandemin inte arbetade på distans samt fyra respondenter som innan Covid-19-pandemin arbetade deltid på distans. Slutsats: Det har framgått att det påtvingade distansarbetets påverkan på motivationen är oberoende av ifall medarbetaren har en vana av distansarbete eller inte. Det framgår snarare att det är hur väl medarbetarens individuella behov uppfylls som avgör hur motivationen påverkas av det påtvingade distansarbetet.Background: Companies are becoming increasingly dependent on their employees, as the organization's value-creating process largely takes place through them. It is thus important to motivate, retain and develop the company's employees. Previous studies on how motivation is affected by teleworking differ, where some believe that telework has a positive effect on motivation while others believe the opposite. Before the Covid-19 pandemic, teleworking took place on a more voluntary level, but as a result of the Covid-19 pandemic, many companies have had to implement it. Purpose and research question: The purpose of the study is to increase the understanding of how employees feel that motivation is affected by the forced distance work. The study's research question is "How do employees who before the Covid-19 pandemic did not work remotely and employees who before the Covid-19 pandemic worked part-time remotely feel that motivation has been affected by the forced telework?" Literature review: The literature review presents theories about the concept of motivation, where internal and external motivation as well as amotivation are treated. Theories about telework are also presented where communication and work life balance are treated. Method: The researchers in the present study have used a qualitative method. To collect the empirical material, the researchers used semi-structured interviews. Four respondents who before the Covid-19 pandemic did not work remotely and four respondents who before the Covid-19 pandemic worked part-time remotely were interviewed. Conclusion: It has emerged that the impact of forced telework on motivation is independent of whether the employee has a habit of telework or not. It is rather clear that it is how well the employee's individual needs are met that determines how motivation is affected by the forced distance work.
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Lämsä, Joonas. "Att hålla isär arbete och privatliv : En kvalitativ studie om motivation på Trafikverket." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-69406.
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Offentliga organisationer implementerar nya arbetssätt i allt högre utsträckning. Syftet med detta examensarbete är att förstå hur individens inneboende motivation påverkas av företagets samhällsansvar, CSR (Corporate social responsibility). För att uppnå syftet studeras den statliga myndigheten Trafikverket. Examensarbetet utgår från en hermeneutisk kunskapssyn där en kvalitativ forskningsstrategi används för att tolka vilka faktorer som påverkar individens inneboende motivation inom organisationen. Två urvalsgrupper intervjuas där en av urvalsgrupperna har en starkare relation till CSR i form av CSR-verktyget SUNRA. Dataanalysen utförs med inslag från grundad teori. Examensarbetet kommer fram till att ett samband mellan inneboende motivation och CSR inte kan fastslås, vilket delvis motsäger den tidigare forskningen. Resultaten antas bero på att individernas internalisering av SUNRA som arbetssätt inte har fullbordats. Tolkningen görs att individerna använder SUNRA, eftersom det ingår i deras arbetsroll och som en följd av självpålagd press. Dessutom visar examensarbetets resultat att individerna tenderar att hålla isär sitt arbete och privatliv. Trots detta antyder examensarbetet att det finns utrymme för inneboende motivation på Trafikverket om förbättringsåtgärder vidtas för att höja individens upplevda kompetens och autonomi inom organisationen.Public sector organizations increasingly implement working processes such as corporate social responsibility (CSR). The aim of this study is to understand how intrinsic motivation is affected by this specific working process. To achieve this aim, this thesis studies Swedish Transport Administration (Trafikverket). A hermeneutic approach is used to interpret which factors affect the intrinsic motivation of individuals. Two sample groups are interviewed, where one of the groups has a stronger connection to CSR through the use of the CSR-tool SUNRA. The data is analysed with elements from grounded theory. Previous literature states that intrinsic motivation and CSR are related, but the results of the thesis cannot confirm such a relation. The results are assumed to be affected by the individuals’ failed internalization of SUNRA. The results indicate that the individuals use SUNRA because it is a part of their work role and as a result of self-imposed pressure. Furthermore, the individuals seem to distinguish between work and personal life. It is shown that the possibilities to be driven by intrinsic motivation is decent at the Swedish Transport Administration. However, it is suggested that improvement actions are necessary in order to increase perceived autonomy and competence.
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Axelsson, Anna-Karin, and Elin Nygren. "Relationen mellan flexibel arbetstid och inre arbetsmotivation." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32919.
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Syftet med denna studie var att undersöka om nyttjandet av flexibel arbetstid predicerar inrearbetsmotivation. En webbaserad enkätundersökning innehållande 28 frågor skickades ut till152 tjänstemän i en offentlig organisation, totalt deltog 80 respondenter i undersökningen. Föratt mäta inre arbetsmotivation användes Basic Psychological Need Satisfaction at Work (BPNS-W) skalan som mäter autonomi, kompetens och samhörighet och är baserad på self-determination theory (SDT). Resultatet visade att nyttjandet av flexibel arbetstid signifikant predicerar dimensionerna autonomi, kompetens och samhörighet som leder till inrearbetsmotivation. Studiens slutsats vara att nyttjandet av flexibel arbetstid kan predicera inrearbetsmotivation i viss grad.The purpose of this study was to investigate whether the use of flexible working hourspredicts intrinsic work motivation. A web-based survey containing 28 questions was sent to152 officials in a public organization, a total of 80 respondents participated in the survey. Tomeasure intrinsic work motivation, the Basic Psychological Need Satisfaction at Work(BPNS-W) scale was used. It contains measures of autonomy, competence and relatednessand is based on self-determination theory (SDT). The results showed that the use of flexibleworking hours significantly predicts the dimensions of autonomy, competence and relatednessthat lead to intrinsic work motivation. The conclusion of the study was that the use of flexibleworking hours can predict intrinsic work motivation to some extent.
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Österström, Stina Lisa, and Oscar Ohlsén. "Inre arbetsmotivation och engagemang i organisationen: en studie om skillnader mellan inhyrda och tillsvidareanställda läkare." Thesis, Högskolan i Gävle, Avdelningen för arbets- och folkhälsovetenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14453.
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The purpose of the study was to examine if intrinsic motivation and work commitment to the organization differs between permanent doctors and hired doctors. The total of 63 doctors who participated in the study made an internet-based survey with 21 questions taken from the Basic Need Satisfaction at Work Scale and 3 questions from the section “work commitment” in QPS Nordic. The main results of the study showed that permanent doctors perceived a higher level of intrinsic motivation on all the three needs autonomy, competence and relatedness. Furthermore the result showed a tendency that permanent doctors perceived a higher level of work commitment to the organization then hired doctors.Syftet med studien var att undersöka om inre arbetsmotivation samt engagemang i organisationen skiljer sig mellan tillsvidareanställda och inhyrda läkare. Det gjordes genom en internetbaserad enkät som skickades ut till fem av Sveriges landsting. De totalt 63 läkarna som deltog i studien fick besvara totalt 21 frågor hämtade från Basic Need Satisfaction at Work Scale och 3 frågor från delen “engagemang i organisationen” i QPS Nordic. Studiens huvudresultat visade på att tillsvidareanställda läkare upplever en högre grad av inre motivation på alla tre behoven autonomi, kompetens och samhörighet. Resultatet visade också på en stark tendens till att tillsvidareanställda läkare upplevde högre grad av engagemang i organisationen än inhyrda läkare.
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Broström, Christer. "Matematisk elasticitet en väg ut ur matematiksvårigheter : En intervjustudie på vuxna elever." Thesis, Högskolan Kristianstad, Fakulteten för lärarutbildning, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-20235.
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Hur får matematiklärare tillsammans med specialläraren, ungdomar att efter upprepade misslyckanden med matematik att fortsätta kämpa. Svaret på den frågan kan vara matematisk elasticitet. Matematisk elasticitet är något som skulle vara värt att utveckla hos ungdomar i Sverige. De fyra grundpelarna matematisk elasticitet står på är att eleven har vetskap om: Tro på att hen kan lära sig matematik, värdet av kunskap i sitt framtida liv, för att utvecklas i matematik behöver eleven lägga ner tid på träning i matematik, och att våga bege sig in i utvecklingszonen och att stanna kvar där med hjälp av stöttning från läraren är viktigt. I den semistrukturerade intervjustudien ingick sju personer. Från intervjuerna sorterades citat in i sju kategorier enligt följande: tid, negativa känslor, positiva känslor, motivation, externmiljö, internmiljö och förhållningssätt. Studien visade att trots upprepade misslyckanden så går det att övervinna svårigheter. Ingenting är omöjligt. Det fanns elever med en inre motivation som tack vare det lyckades att klara matematiken trots tidigare misslyckanden. Mycket tack vare matematisk elasticitet. Som speciallärare i matematik är det lätt att fokusera på enstaka saker i matematik som måste läras ut, och att se helheten är lätt att glömma bort. Att istället fokusera på matematisk elasticitet är ett sätt att lära eleven självhjälp och inte bli beroende av vilken lärare som hen har. Komvuxlärarna jobbade med matematisk elasticitet fast de inte var medvetna om begreppet och vad det innebär, instinktivt gjorde de det ändå.How do the mathematics teacher together with the special teacher get pupils to struggle after repeated failures? Mathematical resilience could be the answer. In a Swedish context this is something needed to develop pupils in mathematics. One way out of this is to focus on three important themes: value, struggle and growth. From this it develops four different knowledges such as having a growth mindset, mathematics can be valuable, struggle and support to stay in the growth zone. Seven persons were interviewed using semi structured interviews. Selected quotes were sorted in seven categories as follows: time, negative feelings, positive feelings, motivation, extern-, intern-environment and treatment. The study shows that if a pupil has difficulties with mathematics things are not hopeless. There were pupils with intrinsic motivation who succeeded after several failures with the help of mathematical resilience. This is valuable to know for special teachers. The math teachers at the adult-school was not aware of that they worked with mathematic resilience, but instinctively they did.
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Bleckert, Sophia, and Madelene Olsson. "Robotar är hårda - Människor är mjuka : En jämförelse av upplevd psykosocial arbetsmiljö mellan två avdelningar inom industrin." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24735.
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Syftet med föreliggande kvantitativa studie var att undersöka om det förelåg några skillnader i upplevd psykosocial arbetsmiljö beroende på om de anställda arbetar i en automatiserad produktion eller en manuell produktion. Den psykosociala arbetsmiljön mättes utifrån aspekterna: inre arbetsmotivationen med underkategorierna: autonomi, kompetens och samhörighet samt krav i arbetet och stress. Enkätstudien genomfördes på en stålindustri där 60 anställda deltog i undersökningen. Mätinstrumenten som användes var BNS (Basic Need Satisfaction at Work Scale) som mätte den inre arbetsmotivationen med behoven; autonomi, kompetens och samhörighet. COPSOQ (Copenhagen Psychosocial Questionnarie) mätte krav i arbetet och stress. Resultatet visade en signifikant skillnad i inre arbetsmotivation, där de anställda som arbetade på den automatiserade avdelningen skattade högre grad av autonomi än de anställda på den manuella avdelningen. Vidare visade resultatet på en tendens till skillnad i krav i arbetet. De anställda på den manuella avdelningen upplevde högre krav i arbetet än de som arbetade på den automatiserade avdelningen. Inga skillnader påvisades mellan avdelningarna avseende motivationsbehoven kompetens, samhörighet eller stress.The purpose of this quantitative study was to examine whether there were any differences in self- perceived psychosocial work environment depending on whether employees work in an automated production or a manual production. The psychosocial work environment was measured on the basis of the aspects: intrinsic work motivation with the subcategories: autonomy, competence and belongingness as well as demands in work and stress. The survey was conducted on a steel industry where 60 employees participated in the survey. The measuring instruments used were the BNS (Basic Need Satisfaction at Work Scale) that measured the intrinsic work motivation with the needs; autonomy, competence and belongingness. COPSOQ (Copenhagen Psychosocial Questionnaire) measured requirements in work and stress. The result showed a significant difference in intrinsic work motivation, where employees working at the automated department estimated higher autonomy than employees in the manual department. Furthermore, the result showed a tendency to differentiate from the requirements of the work. The staff at the manual department experienced higher demands at work than those working at the automated department. No differences were identified between departments regarding the motivational needs of competence, belongingness or stress.
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Wyszynska, Ewelina, Christer Norbäck, and Henrik Pettersson. "Arbetsmotivation vid komplexa och icke-komplexa arbetsuppgifter." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35864.
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Syftet med denna uppsats var att fastställa om och hur arbetsuppgifternas komplexitetsgrad påverkar vad de anställda motiveras utav. Vidare undersöktes vilka preferenser de anställda med arbetsuppgifter av olika komplexitetsgrad hade gällande icke-monetära belöningar. Det studerades även till vilken grad cheferna var medvetna om deras anställdas preferenser. Utifrån det teoretiska perspektivet ska de anställda med komplexa arbetsuppgifter motiveras utav inre faktorer såsom beröm, utveckling och ökad självständighet. Anställda med icke-komplexa arbetsuppgifter ska då påverkas utav yttre faktorer som lön och spontana materiella belöningar. Studien genomfördes på två fallföretag med en population utav 60 anställda med icke-komplexa arbetsuppgifter samt 30 anställda med komplexa arbetsuppgifter med en svarsfrekvensen på 57%. Resultatet bekräftar att personer med komplexa arbetsuppgifter upplever inre motivation samt att personer med icke-komplexa arbetsuppgifter upplever yttre motivation. Det är snarare tillgången till en viss typ av motivation än själva arbetsuppgiftens komplexitetsgrad som avgör vad anställda motiveras av.The purpose of this thesis was to determine whether and how the level of complexity within work task affects what employees are motivated by. Moreover, was the purpose to investigate what preferences the employees with different level of complexity in their work task had regarding non-monetary rewards. The degree to which the executives were aware of their employees preferences regarding non-monetary rewards was also examined. Based on theoretical perspectives should the employees with complex work tasks be motivated by intrinsic factors such as praise, growth and increased autonomy. The employees with non-complex work task should be affected by extrinsic factors such as salary and spontaneous material rewards. The study was carried out on two case companies with a population of 60 employees with non-complex work tasks and 30 employees with complex work tasks with a response rate of 57%. The results of this study confirm that people with complex work tasks experience intrinsic motivation whereas those with non-complex work tasks experience extrinsic motivation. The result concludes that it is the access to a certain kind of motivation rather than the complexity of work task which determines what the employee is motivated by.
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Kea, Howard Eric. "How Are NASA Engineers Motivated? An Analysis of Factors that Influence NASA Goddard Engineers’ Level of Motivation." [Yellow Springs, Ohio] : Antioch University, 2008. http://www.ohiolink.edu/etd/view.cgi?acc_num=antioch1232149548.
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Thesis (Ph.D.)--Antioch University, 2008.Title from PDF t.p. (viewed March 19, 2009). Advisor: Jon Wergin, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy July 2008."--from the title page. Includes bibliographical references (p. 146-151).
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Busby, Jim Burton Carson. "Intrinsic motivation." Thesis, University of Iowa, 2014. https://ir.uiowa.edu/etd/1298.
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Art, for all its apparent simplicity is anything but straightforward. I admire and strive to make work that, when first introduced is both comfortable and exciting. I aim for work that is true to its medium. I want my work to be approachable, inviting, though questioning and introspective just the same. I think art should make the world a better place. I admire the technicality that is inherent to minimalism. I think at the least, an acceptable piece of art should be an insight into the world of the viewer.
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Gunnarsson, Matilda, and Maria Lindén. "Mitt framtida arbetsliv : En hermeneutisk förståelse för generation Y:s syn på inre och yttre belöning och dess koppling till arbetstrivsel." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-16979.
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Det finns olika beskrivningar av hur generation Y beter sig på arbetsmarknaden varav en återkommande är att de ofta byter jobb. Det finns även tidigare forskning kring hur arbetstrivsel kan motverka personalomsättning och här nämns bland annat den inverkan som belöning kan ha. Syftet med detta arbete är att uppnå en hermeneutisk förståelsetillväxt för generation Y:s syn på framtida arbetsliv och deras resonemang kring inre och yttre belöning. Lawler och Porters (1967) motivationsteori behandlar belöning och arbetstrivsel och kopplar detta till fenomen som personalomsättning. Likt mycket annan organisationsforskning som berör företagsekonomiska problem utgår de från en mer funktionalistisk, kvantitativ ansats. I denna studie har semistrukturerade intervjuer genomförts som sedan tolkats genom tillämpningen av en hermeneutiskt spiral. Utifrån detta tolkningsarbete kunde slutsatsen dras att relationer och utvecklingsmöjligheter kan kopplas, både direkt och indirekt, till arbetstrivsel och spelar en central roll i generation Y:s framtida arbetsliv och deras intentioner att stanna eller lämna ett arbete. Vidare visar studien att det även finns normer kring jobbyte som företeelse vilket generation Y har att förhålla sig till. Studien bidrar till en mer holistisk förståelse kring generation Y och kan ge organisationer en ökad medvetenhet kring normer om jobbyte samt förhoppningsvis leda till en utökad förståelse för dagens och morgondagens arbetskraft.The behaviour of Generation Y in the labor market has been described in several different ways, one of the recurrent descriptions is that they often change jobs. There are also previous research about how job satisfaction can counteract turnover and amongst other things the impact of rewards are mentioned within this research context. The purpose of our study is to attain a growth of hermeneutic understanding about the future work life of Generation Y and their reasoning about intrinsic and extrinsic rewards. Lawler and Porters (1967) theory of motivation deals with topics like rewards and job satisfaction and links these to phenomenon such as turnover. They, as well as much other organizational research, have a functionalist, quantitative point of view while dealing with problems related to business economics. Semi-structured interviews have been conducted and later interpreted through the application of a hermeneutic spiral. Based on this interpretation process we have reached the conclusion that relations and development possibilities can be linked, bothdirect and indirect, to job satisfaction and that they play a central role in Generation Y’sfuture work life and that these elements also influence intentions to stay at or leave a job. Furthermore our study shows that job change is a phenomenon surrounded by norms that Generation Y has to relate to. Our study contributes to a more holistic understanding of Generation Y and can give organizations a raised awareness about norms related to job change and hopefully lead to an extended understanding about the work force of today and tomorrow.
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Andersson, Caroline, and Fanny Schmidinger. "Employee Referral Vad driver anställda att rekommendera potentiella medarbetare till en tjänst? : - För företag med rekryteringsbehov." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25689.
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Problem: För att skapa ett starkt employer brand ska arbetsgivaren inneha positiva associationer hos potentiella medarbetare, vilket bidrar till att mindre resurser krävs för att finna den efterfrågade kompetensen. Då en rekommendation handlar om att yttra sig förmånligt blir betydelsen av medarbetares rekommendationer viktig för företagets employer brand. Resultaten av att använda sig av medarbetares rekommendationer i rekryteringsprocessen är känt inom forskningen. Däremot har underliggande faktorer och motiv som ligger till grund för att medarbetare rekommenderar personer i deras sociala nätverk inte adresserats i samma utsträckning. Syfte: Syftet med studien är att undersöka vilka underliggande faktorer och motiv som finns hos anställda vid rekommendationer av personer i deras sociala nätverk. Studien ska analysera hur företag med rekryteringsbehov kan utveckla deras employer brand som i sin tur gynnar rekryteringsprocessen. Studien kan fungera som vägledning i utvecklingen av företags employee referral program, då en allmän förståelse kring rekommendationer saknas. Utifrån resultatet kommer förslag att ges om vad som bör tas hänsyn till vid en utveckling av ett employee referral program. Metod: Den insamlade data är av kvantitativ karaktär och samlades in genom en enkät som skickades ut till anställda på ABB. Resultat: Studien visar att respondenterna i undersökningen motiverades av en prosocial motivation då de rekommenderar någon till att söka anställning hos arbetsgivaren främst för att hjälpa en bekant följt av att hjälpa organisationen. Respondenterna motiverades minst av yttre motivation i form av belöningar samt att rekommendationen ska bistå med ett stärkande av deras position. Hinder och osäkerhet upplevdes till viss del hos respondenterna vid en rekommendation, men i de flesta fall var detta inte en orsak till att inte rekommendera. Det främsta hindret som upplevdes var att respondenterna inte har kunskap om hur de rekommenderar via digitala hjälpmedel och den främsta osäkerheten grundades i att personen som rekommenderas inte ska passa ihop med ABB. De flesta respondenter svarade däremot att inget hinder eller osäkerhet fanns vid en rekommendation.Problem: In order to create a strong employer brand it requires that the potential employees hold positive associations towards the employer. When this exists, fewer resources are required in order to find the right expertise. A recommendation could be defined as: to speak favourably about something or someone. The importance of employee referrals is vital for the company's employer brand. The results of the use of these types of referral programs in the recruitment process are already known in research. However, the underlying factors and motives for employee referrals and why the employees recommend people in their social networks is not addressed to the same extent in research. Purpose: The purpose of this thesis is to examine the underlying factors and motivations held by employees when they recommend people in their social network. The study will analyze how companies employer brand and employee referral program can be developed. Based on the results, suggestions will be given on what should be reviewed in a development of an employee referral program. Method: The collected data is of quantitative characteristic and was extracted from a survey, which was sent to ABB employees. Results: The study shows that most of the respondents were motivated by a prosocial motivation, as they mainly recommended someone to help an acquaintance, followed by helping the organization. The external motivation was the motivation the respondents were least motivated by, in regards to rewards and that a referral would assist with a strengthening of their position. Barriers and uncertainties among respondents were perceived to some extent when making a referral. For some respondents this was perceived as a factor for not making a referral, however not for most of them. The main barrier experienced was a lack of knowledge about how to make a referral by using digital tools. The main uncertainty was found in the perception that the person who is recommended make a suitable organisation fit. Most respondents experienced that barriers or uncertainties would not prevent them from making a referral.
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Lostin, Hampus, and Magnus Svanström. "Arbetsmotivation och sammanhållning : -En studie om motivationsfaktorer och uppfattad sammanhållning bland personal inom serviceyrken." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-14387.
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Syftet med studien var att få kunskap om vilka motivationsfaktorer, inre och yttre, som är viktiga hos personal inom serviceyrken. Vidare studerades den uppfattade sammanhållningen inom målgruppen. Av speciellt intresse var att studera korrelationer mellan sammanhållning och inre/yttre motivationsfaktorer samt om kontroll i arbetet och socialt stöd inverkar på dessa faktorer. I undersökningen deltog 88 individer, 38 män och 50 kvinnor, i åldrarna 18-65 (M=34,63 Sd=12,40). Datainsamlingen skedde med hjälp av ett frågeformulär baserat på QPS Nordic och Group Environment Questionnaire (GEQ). Data analyserades i PASW. Resultaten visade att undersökningsdeltagarna ansåg inre motivationsfaktorer lika viktiga som de yttre. Vidare visade resultatet att serviceinriktad personal har en högre uppgiftssammanhållning än social sammanhållning. Resultatet visade korrelation mellan motivationsfaktorer och sammanhållning. Avslutningsvis uppvisades signifikant samband mellan inre motivationsfaktorer och kontroll samt ett flertal positiva korrelationer mellan sammanhållning och kontroll i arbetet samt socialt stöd.The purpose of this study was to examine which motivational factors, intrinsic/extrinsic, that’s important for personnel working in the service sector. The participants perception of their group cohesion was examined. One specific interest was to examine correlations between cohesion and intrinsic/extrinsic motivational factors, further if control and social support correlated with those factors. The participants were 88 individuals, 38 men and 50 women in the ages 18-65 (M=34,63 Sd=12,40). A questionnaire based on QPS Nordic and Group Environment Questionnaire (GEQ) was used. The result showed that the participants perceived both intrinsic and extrinsic as important motivational factors. Further the results showed that the participants experienced higher task cohesion than social cohesion in their work groups. The result showed correlation between motivational factors and cohesion. Moreover, the result showed significant correlation between intrinsic motivational factors and control. Finally, many correlations between cohesion and control in work and social support were found.
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Videau, Yann. "Essais sur l'offre de travail en médecine générale : du rôle des incitations et des motivations." Thesis, Aix-Marseille 2, 2010. http://www.theses.fr/2010AIX24029.
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Cette thèse répond à un double objectif : analyser théoriquement, à l’aide d’un modèle d’arbitrage travail-loisir, la réaction du temps de travail du médecin aux différents modes de rémunération lorsque seul le nombre de consultations et de patients peut faire l’objet d’un contrat entre le médecin et sa tutelle ; et observer empiriquement comment le temps de travail des médecins généralistes français évoluerait suite à une revalorisation du tarif de la consultation si l’on tient compte de leurs différents registres de motivations.Dans la première partie, nous présentons tout d’abord le modèle nous servant de base pour analyser l’offre de travail des médecins généralistes dans différents contextes (chapitre 1). Ensuite, nous montrons comment celui-ci peut être « enrichi » pour analyser les problèmes d’inégalités de santé, à travers le choix du médecin en termes de durée de consultation (chapitre 2). Enfin, nous analysons théoriquement comment l’offre de travail des médecins réagit à un choc de vieillissement de la population, selon le schéma de paiement en vigueur, paiement à l’acte ou capitation (chapitre 3).Dans la seconde partie, nous présentons tout d’abord une revue de littérature retraçant l’émergence du concept de motivation intrinsèque en économie de la santé (chapitre 4). Ensuite, nous regardons comment la théorie standard de l’offre de travail peut intégrer l’interaction possible entre les motivations intrinsèques et extrinsèques (chapitre 5). Enfin,nous cherchons à identifier empiriquement l’existence possible d’un effet contreproductif des incitations économiques sur les motivations intrinsèques, dans le champ de la promotion de la santé (chapitre 6)This PhD dissertation has a twofold objective: to theoretically analyse, by using a workleisure trade-off model, the sensibility of physician’s working time to different payment systems when only the number of consultations and patients are contractible; and to empirically observe how French GP’s working time would change if consultation fee increased, in the specific case where different range of human motives are considered.The first part is dedicated to the presentation of the main properties of the basic model we use to study the labour supply behaviour of self-employed GPs in various contexts (chapter 1). Then, we show how this model can be ‘fitted’ to deal with the issue of health inequalities through physician’s choice in terms of consultation length (chapter 2). Finally, we theoretically investigate how physicians’ labour supply reacts to a population ageing shock, according to the effective payment scheme - fee-for service or capitation (chapter 3). The second part presents a survey on the emergence of the concept of intrinsic motivations in health economics aiming at specifying the theoretical background with which the remainder of our work is in line (chapter 4). Next, we explore how standard labour supply theory can integrate intrinsic motivations as a key determinant of human behaviour and, more especially, the effect of extrinsic incentives on the former in the field of general practice (chapter 5). Lastly, we intend to check, from an empirical perspective, if economic incentives can have a detrimental effect on intrinsic motivations in the particular field of health promotion, by using two different strategies (chapter 6)
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Hennefer, Mindi. "Intrinsic Classroom Teacher Motivation." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5473.
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In the public education accountability movement, politicians and corporate reformers claim that student performance on standardized tests is an appropriate and reliable measure of a teacher's ability to educate. Given the process of holding K-12 classroom teachers directly accountable for individual student achievement based on standardized testing results, the teachers at XYZ Elementary School are currently motivated to change only through externally controlled factors or extrinsic motivation. The purpose of this research was to explore processes other than extrinsic motivation that motivate teachers to engage in strategies and methods that indirectly influence students to learn over the long term. The purpose of the mixed transformative emancipatory design focused on change orientation and the social injustice inflicted upon professional educators (Creswell & Plano Clark, 2011). The study took place at a single-site elementary location with 19 volunteer teachers. The qualitative and quantitative data included 2 assessments, 1 experiment, 1 activity, and individual interviews. Data analysis of this transformative, mixed-methods, emancipatory design revealed the participants of XYZ Elementary School were ready and willing to change, felt low levels of autonomy in the workplace, experienced levels of flow (intrinsic motivation) in the classroom, and experienced low levels of support or appreciation from political leaders and the business community. The implication for local social change is the reexamining of current extrinsic motivation and management techniques to help educators become more effective. Broader social implications of this study are that teachers who experience higher degrees of autonomy and sense of purpose also feel a greater amount of intrinsic motivation to teach and learn.
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Saari, Pauli. "Intrinsic Motivation : Psychological and Neuroscientific Perspectives." Thesis, Högskolan i Skövde, Institutionen för kommunikation och information, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-6862.
Full textAbstract:
The aim of this essay is to give an overview of the topic of intrinsic motivation based on psychological an neuroimaging research. More specifically, the objective is to give an overview of the various benefits of intrinsic motivation, discuss its relationship to extrinsic rewards, and review the existing neuroimaging research that has explicitly explored intrinsic motivatoin. A positive relationship betweeen intrinsic motivation and persistence, conceptual learning, creativity, and both hedonic and eudaimonic well-being has been demonstrated. A wealth of studies has shown that extrinsic rewards undermine intrinsic motivation, while the validity of these findings has been debated. Initial neuroimaging studies concerning the neural basis of intrinsic motivation have been conducted, showing unique activations in the intrinsic motivation conditions in e.g. the anterior precuneus and the right insular cortex. Conceptual and methodological problems have been discussed, and it is suggested that the neuroscientific findings mentioned above can be interpreted in terms of the neural distinction between wanting and liking, rather than in terms of intrinsic and extrinsic motivation, and that psychological research can draw on neuroscientific findings in order to make its research more precise.