Dissertations / Theses: 'Motivation factors'

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Bassy, Maren. "Motivation and Work -Investigation and Analysis of Motivation Factors at Work." Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1086.

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Background: Employees acting towards company goals and having a strong desire to remain in the organisation are very important for the success of a company. In order to generate such organisational commitment of the employees, the knowledge about what motivates and satisfies them is essential.

Purpose: The purpose of this thesis is to investigate and analyse the factors which motivate employees, under consideration of individual characteristics.

Limitation: Age, gender, marital status, work area, position and the years a person has been working in the company represent the individual characteristics examined in this study.

Realisation: Literature research as well as a practical survey consisting of mail questionnaires and personal interviews were carried out in order to best serve the purpose of this thesis.

Results: Skills, task identity, task significance, autonomy, feedback, environment, job security, and compensation are important factors for the motivation of employees. Taking into consideration the extent to which these factors are present at work and the employees'satisfaction with this state, differences regarding all examined individual characteristics are recognisable. Moreover, the investigation of the importance attributed to these factors by the employees revealed no differences with regard to the individual characteristics, except for the years an employee has been working in the company. In addition, several factors, which may cause a higher motivation and job satisfaction in the selected company, have been identified in terms of the individual characteristics. Thereby, for all employees, the feedback represents the factor with the highest motivation potential.

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Karlsson, Malin, and Åsa Martinsson. "How can the Relationship be a Motivator? : A qualitative study of Motivation towards Crowdsourcing." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35759.

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Background: Successful crowdsourcing cannot be accomplished without a motivated community of participants. Hence, organisations need to use incentives that motivate the crowd to participate in crowdsourcing processes. Further, maintaining a working relationship between the organisation and the crowd throughout the duration of a project is a challenge with crowdsourcing. Thus, it creates difficulties in monitoring the quality of the outcome, which is the motivator for the organisation. However, previous studies have not covered the area of how the relationship between the organisation and the crowd influence their motivation. Purpose: Describe how motivation is influenced by the relationship between an organisation and the crowd in a crowdsourcing process. Research questions: RQ1: How do an organisation and a crowd describe the relationship during the crowdsourcing process? RQ2: How do an organisation and a crowd describe their motivation during the crowdsourcing process? RQ3: How do the relationship between an organisation and a crowd influence motivation during the crowdsourcing process? Methodology: A single embedded case study, semi-structured interviews Conclusion: It is highly important that a company and a crowd have a good relationship in crowdsourcing, because it goes hand in hand with having a high motivation. It ought to be hard to state which term that influences the other, if it is the relationship that influences the motivation or if it is the motivation that influences the relationship. Thus, the result of this thesis explains that the relation between them is dynamic.

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Wolfe, Richard M. "Missionary motivation among Filipinos identifying critical factors /." Theological Research Exchange Network (TREN), 2001. http://www.tren.com.

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Quijano, Zavala Gandy Griselda. "Attitudinal and motivational factors : performance, attitude and motivation change in a Mexican university context." Thesis, University of Southampton, 2017. https://eprints.soton.ac.uk/413953/.

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Considerable research has evidenced the important influence of attitudes on the language learner under the umbrella of motivation. Similarly, several studies have highlighted the close relationship between motivation and performance. Yet little research has examined the relationship between attitude, performance and change of attitude in the English as a Foreign Language setting. This thesis focuses on undergraduates’ attitudes towards learning English in the Mexican context, specifically in Southeast Mexico. Despite the closeness of Mexico to the United States, there has been a lack of studies researching students’ attitudes towards learning English. This study’s research questions aimed to explore undergraduates’ attitudes towards learning English, the factors that influence such attitudes, the relationship between attitudes and performance, the existence and power of factors predicting attitudinal changes, and the presence of such changes over time. In order to answer the research questions, the study adopted a longitudinal mixed- method approach. The field work took place at the beginning and end of the academic year 2014-2015. Attitudes were collected by pre- and post- questionnaires. Performance was evaluated by using the University’s Institutional English Diagnostic Test (EDII) results of 704 newly admitted students and the final year scores of 161 initial students. At the beginning of the students’ second academic year in 2015, 12 secondyear students were interviewed. The findings of this study suggest that four salient attitudinal factors affected performance. They are 1) EFL attitudes, 2) socio-cultural impact, 3) linguistic exposure, and 4) classroom experience. Linguistic exposure, and Socio-cultural impact were among the predictors of students’ performance. Although most students showed initial positive attitudes towards learning English, findings also indicated that attitudes could change over time based on attitudinal/motivational factors. These insights have implications for possible changes with regards to English curriculum and lesson planning in the institution of higher education, but also for continuing research on attitude change in other institutions in Mexico and in the ELT community at large.

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Lenstierna, Elisabeth. "Motivation on Twitter : A qualitative study examining motivational factors for political participation in #svpol." Thesis, Linnéuniversitetet, Institutionen för medier och journalistik (MJ), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85576.

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This work takes off in earlier studies concerning motivational factors to interact in various social media in relation to societal and political discussions. The aim for this study is to garner a deeper understanding about how users on Twitter are motivated to take part in debates beneath the hashtag #svpol. Also, this work contributes with the personal experience of entering the Twittersphere as a new user without the capital of trust or knowledge prerequisite to the participation in the community of #svpol. Through semi-structured interviews six respondents shared their experiences of political dialogue on Twitter. Further, this study presents a new form of gathering data by using Twitter as a channel for textual responses through the function of Direct Messages where 3 respondents answered in text. The results presented confirms earlier theory in some respects regarding motivational factors to engage in political commentary and debate on Twitter. Also, this study presents nuances which can be recognized as pre-dispositioning motivational factors addressed in earlier research. The respondents in this work show differences in their social orientation displaying both relation orientation and antagonistic features in the community of #svpol. Their motivation and gratifications differ, and the result are discussed and concluded in the final chapter. This study does not generalize by the findings presented, rather it describes a small window of the community of #svpol and political commentary on Twitter. Rather than posing any absolute truths or widely held conceptions, this study contributes by giving some depth to the notion of nine Twitter users and their perception of the activity beneath #svpol on the Twitter platform. This work also shines light hardships which a researcher might encounter on the way to a qualitative approach to Twitter users in a general, largely anonymous, network within a national setting.

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Hands, Africa S. "LIS doctoral student motivation: An exploratory study of motivating factors for earning the PhD." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/120828/2/Africa_Hands_Thesis.pdf.

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This mixed methods research examined motivating factors for earning a doctoral degree using a sample of library and information science (LIS) doctoral students from the United States and Canada. The study revealed five motivating factors: previous academic experience, appeal of the scholarly environment, preparation for the future, encouragement from others, and research-related reasons. Results of the Academic Motivation Scale indicate students represent intrinsic motivation types as well as identified and introjected regulation. This research extends current knowledge of LIS doctoral student motivation presenting viewpoints and recommendations valuable to program administrators, faculty, and prospective doctoral students.

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Young, Robert John. "Factors affecting foraging motivation in the domestic pig." Thesis, University of Edinburgh, 1993. http://hdl.handle.net/1842/27733.

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The welfare of farm animals is currently a topic of both scientific investigation and public concern. The aim of this thesis was to investigate motivational factors affecting the expression of foraging behaviour in domestic pigs. This topic was chosen because a number of recent scientific investigations have implicated commercial feeding regimes as being causal in reducing pig welfare. Most of the experiments reported in this thesis used operant methodology in which pigs had to learn to perform a behavioural response to receive food reinforcement. The main aspects investigated were: the effects of social constraints on feeding behaviour; the effect of information associated with reinforcer delivery on contrafreeloading (where the same food is simultaneously offered free and contingent on an operant response); the effect of operant design on food intake and on operant choice; the effect of food level and a foraging device ('The Edinburgh Foodball') on pigs' time budget; and the effect of reinforcement rate from the Foodball on the time budget. The results showed that: pigs are highly adaptable and flexible foragers able to overcome social constraints associated with feeding by altering the expression and temporal patterning of feeding variables (e.g., feeding rate); that information associated with reinforcer delivery had little effect on contrafreeloading and that pigs at least under these experimental conditions preferred free food over operant contingent food; that the design of an operant device can significantly influence the level of operant responding and the level of food intake; that given the opportunity food motivated pigs express their feeding motivation as complex and variable foraging behaviour; and that pigs respond to a decrease in the rate of food reinforcement by increasing both the proportion of time they forage for, and the frequency of their foraging responses.

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Stribling, Parrill Lewellyn. "Extrinsic motivation factors in a Japanese junior college." Thesis, University of Nottingham, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324476.

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Wilson, Sharlene. "Understanding Presidential Voting Motivation by Factors of Agency." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/427.

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The President of the United States sets the tone for policy and has significant power in adopting and implementing policy. Despite this acknowledged power, prior studies, have not examined whether or not agency theory is predictive of voting in U.S. presidential elections. Agency theory is important in the scope of voting behavior as it identifies the relationships which support significance in practicing the activity. This correlational study examined the statistical impact of personal agency, social agency, and sociocultural agency on predictive voting behavior. This study used secondary data originally collected between 1956 and 2008 by the American National Election Study through a multistage probability design that yielded a survey of 28,000 individuals. A single, combined model was created from variables measuring personal, social, and sociocultural agency on the dependent variable of voting to test which type of agency had the highest predictive power on voting. The outcome of a logistic regression analysis demonstrated that sociocultural and personal agency, but not social agency, were statistically powerful predictors of voting (p < .05). These findings suggest that an individual's personal perceptions and cultural status influence their likelihood to vote, but that their social units do not. These findings suggest that efforts to increase turnout by members of sociocultural groups that are less likely to vote should focus on increasing personal agency. This study promotes positive social change by empowering the design of more effective get-out-the-vote campaigns to increase voter participation, especially among the underrepresented.

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Sommerfeldt, Vernon. "An identification of factors influencing police workplace motivation." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/34460/1/Vernon_Sommerfeldt_Thesis.pdf.

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Police work tasks are diverse and require the ability to take command, demonstrate leadership, make serious decisions and be self directed (Beck, 1999; Brunetto & Farr-Wharton, 2002; Howard, Donofrio & Boles, 2002). This work is usually performed in pairs or sometimes by an officer working alone. Operational police work is seldom performed under the watchful eyes of a supervisor and a great amount of reliance is placed on the high levels of motivation and professionalism of individual officers. Research has shown that highly motivated workers produce better outcomes (Whisenand & Rush, 1998; Herzberg, 2003). It is therefore important that Queensland police officers are highly motivated to provide a quality service to the Queensland community. This research aims to identify factors which motivate Queensland police to perform quality work. Researchers acknowledge that there is a lack of research and knowledge in regard to the factors which motivate police (Beck, 1999; Bragg, 1998; Howard, Donofrio & Boles, 2002; McHugh & Verner, 1998). The motivational factors were identified in regard to the demographic variables of; age, sex, rank, tenure and education. The model for this research is Herzberg’s two-factor theory of workplace motivation (1959). Herzberg found that there are two broad types of workplace motivational factors; those driven by a need to prevent loss or harm and those driven by a need to gain personal satisfaction or achievement. His study identified 16 basic sub-factors that operate in the workplace. The research utilised a questionnaire instrument based on the sub-factors identified by Herzberg (1959). The questionnaire format consists of an initial section which sought demographic information about the participant and is followed by 51 Likert scale questions. The instrument is an expanded version of an instrument previously used in doctoral studies to identify sources of police motivation (Holden, 1980; Chiou, 2004). The questionnaire was forwarded to approximately 960 police in the Brisbane, Metropolitan North Region. The data were analysed using Factor Analysis, MANOVAs, ANOVAs and multiple regression analysis to identify the key sources of police motivation and to determine the relationships between demographic variables such as: age, rank, educational level, tenure, generation cohort and motivational factors. A total of 484 officers responded to the questionnaire from the sample population of 960. Factor analysis revealed five broad Prime Motivational Factors that motivate police in their work. The Prime Motivational Factors are: Feeling Valued, Achievement, Workplace Relationships, the Work Itself and Pay and Conditions. The factor Feeling Valued highlighted the importance of positive supportive leaders in motivating officers. Many officers commented that supervisors who only provided negative feedback diminished their sense of feeling valued and were a key source of de-motivation. Officers also frequently commented that they were motivated by operational police work itself whilst demonstrating a strong sense of identity with their team and colleagues. The study showed a general need for acceptance by peers and an idealistic motivation to assist members of the community in need and protect victims of crime. Generational cohorts were not found to exert a significant influence on police motivation. The demographic variable with the single greatest influence on police motivation was tenure. Motivation levels were found to drop dramatically during the first two years of an officer’s service and generally not improve significantly until near retirement age. The findings of this research provide the foundation of a number of recommendations in regard to police retirement, training and work allocation that are aimed to improve police motivation levels. The five Prime Motivational Factor model developed in this study is recommended for use as a planning tool by police leaders to improve motivational and job-satisfaction components of police Service policies. The findings of this study also provide a better understanding of the current sources of police motivation. They are expected to have valuable application for Queensland police human resource management when considering policies and procedures in the areas of motivation, stress reduction and attracting suitable staff to specific areas of responsibility.

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Augustyn, Nicolaas Adriaan. "Undergraduate students’ motivation for attending university and the role of demographic factors in influencing motivation." University of Western Cape, 2020. http://hdl.handle.net/11394/7691.

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Magister Psychologiae - MPsych
Previous studies on motivation of higher education students have predominantly focused on the role of motivation in academic achievement. The aim of this study was to identify what motivates students to attend university and to establish the connection of this motivational orientation to demographic correlates. A correlational research design was employed and data was analysed by means of the Statistical Package for Social Sciences (SPSS). Correlational analysis (Pearson’s correlation coefficient (r)) was used to determine the strength of the association between demographic factors and student motivations for attending university.

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Ramachandran, R. "Motivational factors in classical conditioning." Thesis, Bucks New University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.378406.

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Cruzado, Caján Héctor Giancarlo, and Arce Diego Humberto Tejada. "Efecto de la motivación en la productividad en el área administrativa del sector Certificaciones de Sistemas de Gestión en Lima Metropolitana, Perú, durante el primer semestre del año 2018." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/626107.

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La presente tesis tiene como objetivo principal identificar la relación entre la motivación y la productividad en el área administrativa del sector de certificaciones de sistemas de gestión en el Perú en el primer semestre del año 2018. Tiene un enfoque de investigación cuantitativa de diseño no experimental y tipo descriptivo correlacional. Para la recolección de datos en la investigación cuantitativa se usaron dos cuestionarios en los colaboradores, una para medir los factores motivacionales y de higiene de Frederick Herzberg, y otro para medir la eficacia y eficiencia en dicha área, en ambos se tomó en cuenta la escala de Likert, donde se eligieron 5 niveles que iban desde Totalmente en desacuerdo hasta Totalmente de acuerdo. La muestra cuantitativa fue de 51 colaboradores, y para apoyar y validar la información obtenida se realizaron entrevistas a expertos de dicho sector, con la finalidad obtener información complementaria que nos pudiera corroborar los resultados. Luego de la realización del análisis de datos, los resultados revelaron que existen una correlación positiva muy alta entre la motivación y la productividad laboral, con un nivel de coeficiente de correlación de 0.909; por otro lado, el único factor de higiene que no tiene una correlación con la productividad es la relación con los superiores; y para finalizar, el factor de higiene “relaciones interpersonales” tiene una correlación negativa moderada de 0.473 con la productividad. Con ello se demuestra la gran implicancia que tiene la motivación sobre la productividad dentro de una organización.
The main objective of this thesis is to identify the relationship between motivation and productivity in the administrative area of the management system certifications sector in Peru in the first half of the 2018. It has a non-experimental design quantitative research approach and correlational descriptive type. For the collection of data in quantitative research two questionnaires were used in the collaborators, one to measure the motivational and hygiene factors of Frederick Herzberg, and another to measure the effectiveness and efficiency in that area, in both the scale was considered from Likert, where 5 levels were chosen ranging from Totally Disagree to Totally Agree. The quantitative sample consisted of 51 (Fifty-one) collaborators, and to support and validate the information obtained, interviews were conducted with experts in the sector, so that we could obtain information that corroborate the results. After revising the data analysis, the results revealed that employees have a very high positive correlation between motivation and work productivity, with a correlation coefficient level of 0.909; On the other hand, the only factor of hygiene that does not have a correlation with productivity is the relationship with superiors; and finally, the hygiene factor "interpersonal relationships" has a moderate negative correlation of 0.473 with productivity. With this in consideration it demonstrates the great implication that motivation has on productivity within an organization.
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Trifunovska, Kristina, and Robin Trifunovski. "Human Resource Management : motivation among emplyees in multinational corporations." Thesis, Högskolan Kristianstad, Sektionen för Hälsa och Samhälle, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7849.

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Problem: Motivation is the number one problem facing businesses today. It is essential for employers to recognize what motivates employees in order to improve productivity and ensure the success of the company (Wiley, 1997). Even though employee motivation is a well researched topic, most studies have particularly focused on small domestic companies. Opportunities within MNCs and small companies are significantly different. Qualitative methods in the field of management is very limited, which the article by Cassell, Symon, Buehring and Johnson (2006) supports. Purpose: The purpose of this dissertation is to explore what motivates employees to work. Focus will be on employees working in multinational corporations in Sweden. In order to do so, we aim to identify key factors which have an impact on motivation at work. This study will contribute with a framework of motivational factors in a organization. It will also give an insight in employees’ attitudes towards motivation and what motivation means to them. Methodology: This thesis will use a qualitative method. The study is based on an interpretivistic philosophy with an abductive research approach. In order to answer our research question, primary data is collected through interviews with a number of employees from multinational companies in Sweden. This research strategy enables us to make investigations about work motivation. Conclusions: After analyzing the motivational factors in our study, we can make the conclusion that motivation is highly personal and differs from individual to individual. Work motivation is also not consistent over time, meaning, the factor which motivates an individual today will most likely not be the same motivational factor a year from now. It is clear that personal circumstances will have an impact on employee motivation. Results reveal that employees who are in the same profession are similarly motivated and satisfied in their work.

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Sälleberg, Johan. "Varför gjorde de det? : En undersökning av ideella arbetskrafter som byggde Levene Arena." Thesis, Högskolan Väst, Avd för företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-6740.

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Ideellt arbetande var en bidragande orsak till att Levene samhälle i Vara kommun kunde uppföra en evenemangshall. Denna studie syftar till att förklara varför invånarna i Levene ställde upp och arbetade med ett slitsamt bygge på sin fritid. Det görs genom att sätta fokus på vilka motivationsfaktorer som motiverade de ideella arbetskrafterna. Genom kvalitativa intervjuer samlades ett material in som sedan anlyserades. Det resultatet visar är att invånarna i Levene motiverades till att ställa upp var till en börja en starkt målbild och vision samt att många var med. Vidare under bygget var det först och främst den sociala samvaron samt möjligheten att pröva på något nytt som fick dem att fortsätta. De bakomliggande motivationsfaktorerna var hela tiden att göra något för en stark och levande bygd samt att göra något för barnen
Voluntary work was a contributing factor to how Levene society in Vara municipality could build a sport and event hall. This study aims to explain why residents of Levene lined up and spend a lot of their spare time with building the sport and event hall. This is done by focusing on the motivational factors that motivated the voluntary workers. By using qualitative interviews, a material was gathered, and then analyzed. The result shows that the residents of Levene was motivated by a strong vision and the fact that a lot of people where involved project from the start. Furthermore, during construction, it was first and foremost social interaction and the opportunity to try something new that motivated them to continue. The underlying motivational factors were the opportunity to do something for the children and to keep the community vibrant and attractive

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Wallin, Ulrica. "Motivation vid avslut av droganvändning." Thesis, Högskolan i Gävle, Ämnesavdelningen för psykologi, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-5864.

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Sammanfattning Studiens syfte var att, med intervjuer, undersöka missbrukares upplevda motivationskällor (motiverande faktorer) för drogfrihet samt skillnader i motivationskällor för drogfrihet hos missbrukare som avslutat missbruket själva jämfört med dem som genomgått behandling. Resultatet visade att motivationskällan önskan av en förändring till ett bättre liv och tron på egna möjligheter att förändras var viktig för samtliga respondenter. Motivationskällan tron på den egna förmågan att kunna lyckas med ett avslut var särskilt viktig för dem som själva avslutade sitt missbruk och motivationskällan saknaden av och önskan att sluta såra människor i deras närhet för dem som slutade efter behandling. Studien visade också att missbrukarens tro på sin förmåga att lyckas avsluta ett missbruk samt nivån i personens upplevda motivation vid lyckade försök att avsluta ett drogberoende är viktiga faktorer för drogfriheten.
Abstract The aim was to investigate, with interviews, the motivational factors for drug soberness and differences in motivational factors between two groups of former addicts; those that ended their abuse by them self and those that ended after a treatment. The results indicated similar as well as different motivational factors for the two groups. It was also shown that the participants’ belief in their ability to successfully end their addiction and the level of motivation at the occasions of successful trials to end their addiction are important factors for soberness.

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Hallberg, Rasmus, and Lundsten Simon Svensson. "ATT VARA, ELLER ATT TILLFÄLLIGT VARA? – En kvalitativ studie om vad bemanningsanställd personal motiveras av i det dagliga arbetet." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20034.

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Bakgrund: Vår studie riktar sig mot den anställningsform som onekligen haft en inverkan på arbetsmarknaden det senaste decenniet och som inte visar något tecken på att stagnera i utbredning. Motivation som begrepp kan upplevas svårt att förstå men inre drivkraft har förmodligen varje individ erfarit vid något tillfälle i livet. Begreppet definieras vanligen som det psykologiska signum som leder individen till en handling mot ett önskat mål. Alla individer motiveras av olika faktorer utifrån situation, bakgrund samt förutsättningar och påverkas allt som oftast av rådande inre eller yttre krafter. Även om forskare genom åren försökt skapa modeller för hur prestationsnivån kan maximeras hos arbetstagare, är det ett stort antal faktorer som spelar avgörande roller vilket komplicerar kartläggningen av motivationsfaktorer. På en arbetsplats kan motivation innefatta faktorer som är relaterade till den fysiska arbetsplatsen eller aspekter som karaktäriserar den arbetsroll individen antar genom anställning. Kan det skilja sig gällande dessa motivationsfaktorer mellan personal som är heltidsanställda? Om så är fallet, vilka faktorer är det som främst motiverar bemanningsanställda till att prestera på sin arbetsplats? Funderingar likt ovan utgör grunden för vårt syfte med studien. Syfte: Studiens syfte är att vidga läsarens kunskaper gällande vilka faktorer som främst motiverar personal, som är anställda genom bemanningsföretag, i deras dagliga arbete. Det förekommer diverse variationer av anställningsformen men studien preciserar sig mot bemanningsanställda personer med universitetsutbildning inom ekonomi som bakgrund. Metod: Studien genomförs utifrån en kvalitativ metod med deduktiv ansats genom semistrukturerade intervjuer där bemanningsanställd personal med universitetsutbildning inom ekonomi har intervjuats. Rapportens metodologi är grundat utifrån ett kvalitativt synsätt. Teoretisk referensram: Teorigrunden består av motivationsfaktorer som vi dels har tagit från Herzbergs (1966) kända tvåfaktorteori, dels från achievement goal theory av McClelland (1953) och målsättningsteorin (Latham och Locke, 2002), för att få en större förståelse på vad som motiverar bemanningsanställda med universitetsutbildning inom ekonomi. Maslows behovshierarki fanns även med för att hjälpa oss att förstå människors behov eller vad de motiveras av som komplement till tvåfaktorteorin. Slutsats: Förhoppningen var att med denna rapport kunna stärka vår tes om att anställningstrygghet är bemanningsanställdas främsta motivationsfaktor samt att vi ville reda på vad som motiverar bemanningsanställda med universitetsutbildning inom ekonomi. Det empiriska material som våra respondenter bidragit med har gett oss tydliga indikationer på att det är den faktor som i första hand skiljer sig åt, gentemot anställda med heltids befattning. Samtliga respondenter prioriterade denna faktor högt, tillsammans med flertalet andra faktorer som exempelvis möjlighet till personlig utveckling och arbetsvillkor. Alla respondenterna valde först andra motivationsfaktorer som viktigast, men ändrade sig när de blev tvungna att ställa det i förhållande till anställningstrygghet.
Background: Our study focuses on the form of employment that has undeniably affected the labor market over the past decade and which shows no sign of stagnating in prevalence. Motivation as a concept can be seen as difficult to understand, but inner drive has probably been experienced by every individual at some point in their life. The term is usually defined as the psychological sign that leads the individual to an action towards a desired goal. All individuals are motivated by various factors based on situation, background and conditions and are most often affected by internal or external forces. Although researchers over the years have tried to create models for how the level of performance can be maximized within employees. There are a large number of factors that play crucial roles, which complicates the mapping of motivational factors. In a workplace, motivation can include factors that are related to the physical workplace or aspects that characterize the work role the individual assumes through employment. Can there be differences in these factors related to motivation between staff who are full-time employees? If so, what are the main factors that motivate staff to perform in their workplace? Thoughts similar to the form above, is the basis of our purpose with the study. Purpose: The purpose of the study is to broaden the reader's knowledge regarding which factors primarily motivate staff, who are employed through staffing companies, in their daily work. There are various variations of the form of employment, but the study is specific to staffing employees with an educational background in economics. Theory: The theoretical basis consists of motivational factors, we have partly taken it from Herzberg's known two factor theory but also from achievement goal theory and goal theory, to get a greater understanding of what motivates staffing employees. Maslow's hierarchy of needs was also included to help us understand people's motivation as a complement to the two-factor theory. Method: The study is carried out on the basis of a qualitative method with a deductive approach through semi-structured interviews where staff employed with educational backgrounds have been interviewed. The report's methodology is based on a qualitative approach. Conclusion: Our hope with this report were to be able to strengthen our thesis that employment security is the staffing staff's main motivating factor and find out what motivates staffing employees. The empirical material that our respondents have contributed has given us room for interpretation and clear indications that this is the factor that differs in the first place, compared to employees with full-time positions. All respondents gave the highest priority to this factor, together with most other factors such as the opportunity for personal development and working conditions. All respondents first chose other motivational factors as most important, but changed when they had to put it in relation to job security.

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Mohd, Ghazali Ghaziah School of Music &amp Music Education UNSW. "Factors influencing Malaysian children???s motivation to learn music." Awarded by:University of New South Wales. School of Music and Music Education, 2006. http://handle.unsw.edu.au/1959.4/23000.

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Children???s attitudes towards music reflect the socializing practices of their family, parents, peers, school, and the society in which they live. The fact that the Malaysian school system has offered school music since 1983 with very few attempts to understand the impact of this subject among the children themselves highlights the need for investigations which can clarify the extent to which school music education has influenced children???s perceptions of learning music. The purpose of this dissertation was to examine the personal and external factors, which help shape Malaysian children???s valuing for the formal learning of music both in and out of school. Surveys of 1,060 primary school children aged 9 to 12, as well as interviews with a smaller sample of music learners, were undertaken to investigate children???s motivation to learn music. The Expectancy???Value theory of Jacquelynne Eccles and Allan Wigfield acted as a framework to investigate motivational constructs dealing with ttainment, intrinsic interest, and utility values, in addition to the cost factor related to learning music. In the first part of the analyses, survey results were categorized according to the three main ethnic groups in Malaysia, subdivided into five ethnic???religion groups (i.e., Malay Muslims, Chinese Buddhists, Chinese Christians, Indian Hindus and Indian Christians), musical experience (learners, non???learners and those who had ceased learning) and gender. The second part of the analyses focused on the responses of 20 music learners in order to enrich the data obtained in the first part of the analyses. Results revealed that most children, regardless of ethnicity, were intrinsically motivated to learn music in school. Moderately high perceptions of enjoyment and interest, as well as recognition for music???s utility value were prominent among all ethnic groups. However, most children, regardless of ethnicity, musical experience and gender did not perceive learning music in and out of school as having high attainment value, with a majority indicating moderately low responses for the importance of learning music. Differences among ethnic groups revealed that Chinese and Indian children perceived the utility value of musical training mor than Malay children, who were also more inclined to perceive learning music as difficult and involving more cost. Significant differences for gender also revealed that girls recognize more intrinsic and utility value of learning music bothin and outside school. An important implication arising from the study is the importance of music advocacy throughout Malaysian society. This thesis asserts the right of all Malaysian children to have access to a quality music education that assists in developin all of their potentials. However, it also recognizes that a great deal of work is needed in order to ensure that the discipline of music is more highly regardedwithin all sections of the Malaysian educational system.

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Chan, Wai-mun, and 陳慧敏. "Motivation in corporate volunteering and factors affecting its sustainability." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B45444997.

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Suzukawa-Tseng, Sophia. "Contributing Factors to Academic Motivation in Female Undergraduate Students." Scholarship @ Claremont, 2014. http://scholarship.claremont.edu/scripps_theses/494.

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The present study examined whether type of college (i.e., women’s colleges with cross-gender enrollment with other colleges or co-educational colleges) influences academic self-efficacy, general self-efficacy, and academic motivation, and whether or not academic self-efficacy and general self-efficacy are directly related to academic motivation. The sample consisted of 144 female college students who attend colleges or universities in the U.S. Social networking cites (i.e., Facebook and LinkedIn) were employed to recruit participants. The study showed general self-efficacy and academic motivation, as well as academic self-efficacy and academic motivation to be directly related. Type of college was not found to predict differences in academic self-efficacy, general self-efficacy, or academic motivation. Students of both school types were comparable in terms of academic self-efficacy, general self-efficacy, and academic motivation. The findings may help female high school students in their college selection process. Overall these findings add to the growing literature on the importance of self-efficacy for academic motivation.

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Malanchini, Margherita. "Non-cognitive factors of educational achievement : motivation and anxiety." Thesis, Goldsmiths College (University of London), 2017. http://research.gold.ac.uk/20168/.

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Educational achievement has traditionally been closely associated with general cognitive ability (g). Although g explains a substantial portion of variance in educational attainment, several non-cognitive factors have been found to relate to achievement beyond g. The present thesis focuses on exploring the association between achievement and two such factors: motivation and anxiety. The five empirical chapters included in the present thesis address several questions regarding the relation between motivation, anxiety and achievement, which to date remained unexplored. The present thesis includes data from two samples: the Twins Early Development Study (TEDS), a large-scale developmental twin sample from the United Kingdom (UK), and a sample of students attending the first year of secondary school in the UK, who contributed data longitudinally. The results showed that academic anxiety and motivation are domain-specific constructs. This observed domain-specificity of motivation and anxiety was also found to apply to their association with academic achievement. Motivation and anxiety constructs were moderately heritable, and the remaining variance explained by nonshared, individual specific, environmental influences. The cross-sectional and longitudinal links between motivation, anxiety and achievement were largely due to genetic influences common to all measures within a specific academic domain. The present thesis also explored the directionality of effects in the longitudinal associations between educational achievement and motivation; partly supporting the view of reciprocal links between the two constructs in several academic domains. However, a reciprocal relation between motivation and achievement was not observed in the domain of second language in a sample of naïve learners. The results of the present thesis have important implication for future research and practice. For example, it is argued that future interventions aimed at reducing the academic anxiety should consider three main factors: (1) its domain specific; (2) the directionality of effects in its association with achievement; (3) possible factors moderating or mediating the association between anxiety and achievement (i.e. motivation).

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Gozalka, Katy. "Motivation and Sociodemographic Factors in Organized Physical Activity Events." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5557.

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Adult physical activity is important for prevention of chronic diseases and to minimize health issues; therefore, the motivational influences of sociodemographic variables on participation in organized physical activity events warrant an investigation. The purpose of this quantitative study was to investigate differences in motivational influences between various sociodemographic variables as related to physical activity events in organized settings. The theoretical framework that guided this research study consisted of the theory of reasoned action (TRA), and the health belief model (HBM). The TRA was applied to study the intention of health behavior, while the HBM was used to investigate individuals' motivation to engage in organized physical activity events. A cross-sectional study design in which an online survey consisting of the 40 item Physical Activity and Leisure Motivation Scale was used to collect data from adults who participated in an organized 5K or 10K running or walking event. The inferential statistical tests of the independent t test, one-way ANOVA, and ordinal logistic regression were used to determine the statistical relationships. The main research finding suggested that 6 motivational influences showed statistically significant relationship with organized physical activity events, which consisted of others' expectations (p = .025), competition/ego (p = .001), appearance (p = .001), affiliation (p = .034), mastery (p = .001), and psychological condition (p = .002) as it relates to their age group and gender. The research findings may be used to influence engagement in future organized physical activity events by understanding the sociodemographic variables relating to participation rates that may result in increased physical activity behavior within the community.

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Lakinger, Donna. "Motivational factors of marathon running /." View online, 2008. http://repository.eiu.edu/theses/docs/32211131436229.pdf.

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Bronk, Jakub, and Samer Alsabbaghalsmadi. "Antecedents of Public Service Motivation : a Study of Swedish Municipalities." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-20066.

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Public Service Motivation is a concept of a rather short history. It refers to an altruistic form of motivation to serve the interests of a broader community and appears in the way individuals react towards motives grounded mainly within public institutions. Public administration literature claims that some people have a set of attributes making them more predisposed to positively react towards the special calling of contributing to the community. Although Public Service Motivation has received increased interest from researchers, there is lack of research about the concept within Swedish context. Understanding the concept of Public Service Motivation and its underlying antecedents can contribute with solutions to problems faced by public institutions. Previous research suggests antecedents of three main categories: individual, socio-historical and organizational. The individuals are motivated by their unique norms and emotions, events and experiences that shape their beliefs and organizational codes of conduct that emphasize or constrain individuals’ behavior. This study aims to fill the gap of lacking research about Public Service motivation within the Swedish context by examining the impact of potential antecedents concerning all three categories. The data necessary to conduct this study was gathered by an online survey distributed among all Swedish municipalities, addressing managers and employees mainly with an administrative role. The study provided some interesting results which can possibly bring theoretical and practical contributions for the future. It has been demonstrated that individuals’ openness and perseverance, along with positive parental socialization, religiousness and political ideology affects Public Service Motivation. The study also showed that individuals that feel satisfied with their job and individuals who achieved managerial position have a higher Public Service Motivation. Public Service Motivation is a topic that is increasingly recognized and debated. However, there is still room for future studies, especially within Swedish context. This study provided research about antecedents of Public Service Motivation and a study of effects could serve as a fine complement.

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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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Norlin, Nathalie, and CajsaStina Risberg. "Motivation till högre utbildning : En kvalitativ studie om hur några studenter motiverats till att studera på universitetet." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-273698.

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Syftet med föreliggande studie har varit att utveckla kunskap om studenters motivation avseende val till högre utbildning. Den tidigare forskning som presenteras har dels genomförts ur ett utbildningssociologiskt perspektiv där man visat hur traditioner hänger samman med individens val att utbilda sig, och dels utifrån motivationsteoretiska perspektiv som redogör för individuella motivationsfaktorer rörande utbildning. Föreliggande studie har syftat till att studera fenomenet ur det sistnämnda perspektivet. Med hjälp av en kvalitativ metod har intervjuer genomförts med sju studenter. Resultatet visade att studenterna hade motiverats att söka högre utbildning dels med anledning av att förvärva kunskap, dels för att i förlängningen få ett fast jobb med fast inkomst samt för att känna uppskattning från andra människor. Resultatet har analyserats med hjälp av Maslows behovsteori som inkluderar fem typer av mänskliga behov som människan motiveras av att tillfredsställa (Maslow, 1987). De mänskliga behov som synliggjordes i studenternas angivna motivationsfaktorer var behovet av trygghet, behovet av gemenskap, tillhörighet och kärlek, behovet av uppskattning, det kognitiva behovet samt självförverkligande. Vi har funnit två motivationsfaktorer som de mest tongivande. Den ena är att i förlängningen uppnå en trygg vardag efter avslutade studier. Den andra handlar om att förvärva kunskap om det valda ämnet.
The aim of the present study was to develop knowledge about students’ motivation regarding the choice to attend university. A presentation of previous research is given, including motives to attend university from a sociological perspective focusing on general traditions regarding higher education. Previous research also focuses on individual aspects through motivational perspectives regarding education. This study aimed to study the phenomenon from the latter perspective. Using a qualitative method interviews with seven students was completed. The results showed that the students had been motivated to attend higher education partly because of the desire to acquire knowledge and partly to ultimately get a permanent job with a steady income and to be appreciated by other people. The results have been analyzed using Maslow’s theory of needs that includes five types of motivational needs (Maslow, 1987). The human needs that were reflected in the students motivational factors was the need for safety, the need for love and belongingness, the esteem needs, the cognitive need and self-actualization. We have found two motivational factors as the most influential. One is the motivation to attain a safe everyday life after graduation. The second concerns the motivation to acquire knowledge about the chosen topic.

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Ringoen, Jennifer. "The Psychology of Giving: Factors of Philanthropic Behavior." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/cmc_theses/317.

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The market for philanthropic donations in America has been thriving since the 1950s. 89 percent of U.S. households make annual monetary donations to charitable organizations, contributing to 20 percent of all revenues in the nonprofit sector. Majority of the factors contributing to this growth in donations can be divided into three general categories: intrinsic motivation, extrinsic motivation, and marketing influence tactics. My thesis examines a plethora of past research to develop a comprehensive guide on the current theories of human behaviors as they pertain to charitable giving.

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Tan, Peter Kia Liang. "An evaluation of the motivational factors of network marketing independent distributors using Vroom's work motivation theory." Thesis, London Metropolitan University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426482.

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Hoebbel, Don. "Women at work motivational factors to career advancement in a production setting /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998hoebbeld.pdf.

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Benna, Indo Isa. "Motivation for higher education of women from northern Nigeria." Thesis, Durham University, 2000. http://etheses.dur.ac.uk/1164/.

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Matti, Nuha. "Lärarens syn kring elevers motivation till matematiken." Thesis, Mälardalens högskola, Akademin för utbildning, kultur och kommunikation, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25629.

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This survey is a case study with the purpose to find out the teacher´s perceptions about students´ motivation to mathematics. Further this study aims for the teacher´s vision on how they consider students´ motivation in mathematics in secondary school. To collect research data I have used semi structured interviews with four secondary school teachers. The result constructs according to categories that depict the purpose of the study. These categories define students’ motivation like achieving different goals, students’ basic knowledge, abilities and perceptions of mathematics and external factors that affect students’ motivation. Further the result was constructed according to categories that depict the teachers’ consideration to students’ motivation in mathematical teaching. These categories are the teacher´s attitudes, way of teaching and invidualizing work assignments.

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Sabra, Alexandra. "Motivation in School : A Study of Female and Male Students’ Motivation Towards the English Subject." Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-34194.

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This essay aims to examine students’ motivation towards the English subject in the upper secondary school and find out the difference between male and female students’ motivation in relation to different motivational factors. The study is based on a mixed – method approach and a questionnaire was used as an instrument in order to collect the data. There were 64 students included in this study, 35 males and 29 females. All participants study different programs, but are currently studying English level 5-6. According to the results, the most important motivational factor is the teacher’s support as well as the relationship with the teacher. Their own achievement in school and receiving good grades are also important motivational factors. The females are more motivated to study the English language while the males have more general motivation in school. There were some factors that caused lack of motivation, and the majority of the students agreed that difficulty, importance and interest affect their motivation.

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Qi, Yue. "La gestion de la motivation dans les entreprises chinoises - Etat des lieux et déterminants des pratiques." Thesis, Pau, 2012. http://www.theses.fr/2012PAUU2022/document.

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Depuis une vingtaine d’années, une grande évolution socio-économique apporte dans les entreprises chinoises des changements profonds sur les pratiques de la gestion. Face aux défis successifs de la concurrence, comment motiver efficacement les employés afin d’obtenir plus de performance devient une question majeure. Néanmoins, la motivation au travail est un phénomène complexe. Notre recherche mobilise une démarche qualitative et une analyse quantitative sur les pratiques de gestion de la motivation dans trois types d’entreprises chinoises, étatique, privée, et sino-étrangères, dans la perspective d’identifier les facteurs qui influencent effectivement la motivation des employés chinois dans leur travail. Noussouhaitons que notre recherche puisse être utile pour les managers chinois et les managers étrangers en Chine qui cherchent à améliorer la gestion de la motivation de leurs employés
Since last 20 years, with the ongoing social and economic development, Chinese companies have profoundly changed their management practices. Facing the enormous challenges of the competition, how to motivate employees in a productive way and realize more performance has become a crucial issue for each enterprise. However, the motivation of Chinese employees in the workplace is a complex phenomenon. Our research adopts both qualitative and quantitative approaches to study the motivation practices in three kinds of Chinese companies: state-owned, private and Sino-foreign companies. Our research goal is to find out the factors that can effectively influence Chinese employees’ motivation in their workplace. This research can be useful for either Chinese managers or foreign managers that are working in China to improve their efficiency in motivating their employees

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Csikszentmihalyi, Mihaly, and Ulrich Schiefele. "Motivation and ability as factors in mathematics experience and achievement." Universität Potsdam, 1995. http://opus.kobv.de/ubp/volltexte/2009/3366/.

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This study examined relationships among interest, achievement motivation, mathematical ability, the quality of experience when doing mathematics, and mathematics achievement. One hundred eight freshmen and sophomores (41 males, 67 females) completed interest ratings, an achievement motivation questionnaire, and the Preliminary Scholastic Aptitude Test. These assessments were followed by 1 week of experience sampling. Mathematics grades were available from the year before the study started, from the same year, and from the following 3 years. In addition, a measure of the students' course level in mathematics was included. The results showed that quality of experience when doing mathematics was mainly related to interest. Grades and course level were most strongly predicted by level of ability. Interest was found to contribute significantly to the prediction of grades for the second year and to the prediction of course level. Quality of experience was significantly correlated with grades but not course level.

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Rickard, Amber. "The Effect of Sporting Event Levels on Fan Motivation Factors." TopSCHOLAR®, 2007. http://digitalcommons.wku.edu/theses/418.

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Over the years much research has been completed on the motivations sport fans have for attending different sporting events. However, very little has been completed in the area of fan motivation at different levels of the same type of sport. The current research study addressed the hole in the literature and examined the motivational profiles of sport fans attending different levels of the same sport. The research also addressed how event level affects the level of identification with a being a fan of a particular team. We asked 224 fans at five different levels of baseball games in the mid-south what was their motivation to attend that game. We found that the levels followed a similar motivational pattern. The researchers expected there would be a difference between the levels and while some differences occurred, all levels ranked entertainment as the highest level of motivation for attending the game and all levels ranked economic as the lowest level of motivation for attending the game. The researchers also expected that the higher levels of baseball would have high identification with the team they were supporting and the lower levels would have low identification with the team they were supporting. However, the highest level researched had a lower identification with the team than all the other levels.

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Raudales, Erlandsson Elsa, and Mimmi Larsson. "Female Entrepreneurs in Honduras : The Motivation Factors Behind their Decisions." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-21770.

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Entrepreneurial activity can promote economic development on a national level. Women are the most underdeveloped workforce globally. The amount of entrepreneurs is higher in developing countries, where lack of equality, education and resources most detain them from engaging economically. It is crucial to understand what motivates these entrepreneurs, more specifically women entrepreneurs, since they are so important for the development. Few studies have been done about women entrepreneurs’ motivation compared to those done about men and even more scarce are the studies done in developing countries.This study is conducted through interviews and a survey among women entrepreneurs within the PFME. The PFME is a program within the private organisation CCIT that aims to strengthen women entrepreneurs in Honduras through support and education.Push-factors are those motivation factors that come out of necessity and pull-factors are those that come out of opportunity. This study shows that the push-factors are more common among these Honduran women than among women in studies from other countries. Economic reasons and independence are among the highest ranked motivations. Further research need to be done in order to understand what affects these motivation factors on a country level and why there are differences between the motivation of women entrepreneurs in developed countries and developing countries.

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Roch, Laura K. "Self-Efficacy, Motivation, and Persistence Factors at Higher Learning Institutions." Youngstown State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1559303816334006.

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Al-Fughom, Nawaf Bedah. "Factors in the spiritual preparation and motivation of Muslim armies." Thesis, University of Leeds, 2003. http://etheses.whiterose.ac.uk/162/.

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The main aim of this study is to shed light on the major factors affecting the performance of the Muslim military in five important battles fought during the first two decades of Islam (2/624-16/638). The study comprises an introduction, seven central chapters, and a conclusion (an Arabic-English glossary is placed at the end of the study). The first chapter includes a general introduction which incorporates an explanation of the method to be followed in the study. It provides a review of the study's primary and secondary sources and of the Arabic literature on the subject of warfare and military activities. It also explains the nature and scope of the study and closes with an outline of the organisation of the chapters. The second chapter provides a brief background account of the region prior to Islam and considers in particular the region of al-Ilijäz. In addition it illustrates some of the main features of the neighbouring powers in the north and south of Arabia, and of the two great empires that still dominated the region. The third chapter narrates the significant events of the battles under discussion, i. e. Badr, Uhud, al-Khandaq, al-Yarmiik, and al-Qädisiyyah, thus providing a reference for the subsequent chapters. The fourth chapter investigates the factor of Islamic military doctrine, its role in the performance of the Muslim armies, and its importance for the conduct of the five battles. The fifth chapter examines the factor of Islamic military leadership, its impact upon the performance of the Muslim armies, and how it was exercised during the battles under study. The sixth chapter discusses the factor of Islamic military intelligence, its task in relation to the performance of the Muslim armies, and how it was conducted in the battles in question. The seventh chapter considers the factor of the adversaries' strengths and weaknesses using both narrative and analysis. This chapter provides a necessary examination of the nature of the forces confronting the Muslim armies. The eighth chapter focuses on the factor of Islamic military strategy, its importance for the performance of the Muslim armies, and its implementation in the five battles. The ninth chapter summarises and discusses the study's most important findings and draws conclusions from them, indicates to what extent the study's principal aims have been achieved, and makes suggestions for future research.

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Roos, Conrad. "The motivation and factors driving crypto-currency adoption in SMEs." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52305.

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Businesses should not only focus on their current environment and challenges. In order to survive in a world that is faced with constant change organisations needs to not only be adept at exploiting their current environment but also need to allocate a fair portion of their resources and time at exploring the future. Organisations that managed to balance their exploitative and explorative activities are referred to as ambidextrous organisations. Ambidextrous organisations have not only proved to be more capable at pioneering new innovations but have also demonstrated that they are more adaptive to disruptive change. Cryptocurrencies are seen as a potential disruptive megatrend with questionable consequences to financial institutions, regulating authorities, businesses and government. The purpose of this research study was to provide small to medium sized businesses (SMEs) with a model/lens with which to examine the cryptocurrency megatrend. The study utilised the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) model to examine the factors that drive cryptocurrency adoption in SMEs. The research study found that the following UTAUT2 constructs : performance expectancy, price value and habit are all significant drivers on the behaviour intention to use Bitcoin. The research study also demonstrated that the trust construct, a construct that does not form part of the original UTAUT2 model, is also a considerable driver on the behaviour intention to use Bitcoin. The findings of the research study can be used by organisations as an input for constructive discourse to anticipate the potential impact or opportunities brought by the cryptocurrencies megatrend. Armed with this knowledge, managers can make more informed decisions, implement targeted interventions and channel resources more effectively to streamline the change process.
Mini Dissertation (MBA)--University of Pretoria, 2015.
sn2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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Rizgary, Daban. "Improvisation Skills and Motivation Behavior from a Human Factors Perspective." Thesis, Linköpings universitet, Institutionen för datavetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158272.

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The motivation to avoid punishment, or to pursue reward can result in certain behavioral tendencies. It is known that individuals with higher sensitivity towards reward can express traits of extrovertedness, openness to novel situations, and a general appetite for feeling good. Individuals on the other side of the spectrum tend to show a pessimistic attitude towards approaching novel situations. As a consequence, individuals with a higher tendency of approaching novel situations ought to find themselves in risky situations more frequently than individuals who would rather avoid novel situations. Looking at this from a human factors perspective, it becomes apparent that a tendency to approach situations with a lack of conflict monitoring can produce risks, but simeltaneously, disinterest in approaching a risky situation can lead to crisis events. In other words, whilst individuals with a sensitivity towards reward might have a proclivity for producing a crisis, they might also have a higher chance of solving a crisis. In order to solve unexpected crisis events, it is necessary to be able to improvise. In the experiment of this current thesis, individuals were assessed for their sensitivity towards reward and punishment, and following this, the individuals were assessed in improvisational skills. Motivation behavior and improvisation skills were investigated to see if there is a correlation between them. The purpose of this thesis was to present a multidisciplinary literature account for the relevant subjects by tying together aspects of cognition, cognitive neuroscience, human factors, and psychology, and to provide experimental data about the mentioned correlation. The present experiment showed that there is a significant correlation between sensitivity towards reward and improvisation skills. Additionally, it was also found that system-level factors i.e pre-implemented elements by a designer/organization might not facilitate improvisational performance, but this significant result did not appear in the expected manner. Future directions of research on this subject should focus on five mainpoints (1) replication of investigating the relationship between personality styles and improvisation with different methodologies, (2) investigating the mechanisms leading to the emergence of this relationship, (3) approach the subject mainly from a cognitive-neuroscientific standpoint, but complement with a multiple disciplinary approach (4) use the results within the disciplines of human factors, safety, and resilience, and (5) take data into consideration for e.g. future accident preventions policies.

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Shobian, Mohanned Sameer Jr. "Factors Affecting Spectators' Decision in in Attending Minor League Baseball Home Games." Cleveland State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=csu1486481839641167.

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Smit, Shaun Gareth. "The success factors for employee ownership implementation." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97360.

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Thesis (MBA)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: Today’s business world is characterised by technological advance, globalisation, and concentrated ownership of productive assets. The result is a dysfunctional economy with income being concentrated with capital owners, and related economic insecurity for a majority of the population. Employee ownership offers a more balanced economy with more distributed capital ownership. This is particularly relevant in South Africa, which faces numerous socio-economic challenges. The South African government has specifically identified employee ownership as a means to facilitate broad-based economic empowerment of previously disadvantaged persons. Employee ownership not only offers benefit at societal level, it also offers a vehicle to provide benefit at personal and organisational levels. Given the benefits of employee ownership, the objectives of this research are to identify the success factors of employee ownership implementation, and assess whether such success factors have been addressed in implementation of employee ownership in South Africa. The research methodology involved performance of a literature review of success factors of employee ownership implementation and a qualitative study involving a discussion framework and semi-structured interviews regarding implementation of employee ownership in South Africa. Interviewees included management of South African companies that have implemented employee ownership, trade union representatives involved with employee ownership, employee ownership scheme fiduciaries, socio-economic development specialists, and employee ownership advisors. The literature review provided the international context to employee ownership and related success factors, and the interviews provided a South African analysis thereof. The research findings identified success factors which relate to education and training of employees; ensuring the initiative is perceived as being fair; delivering meaningful financial benefit to employee participants; establishing an ownership-oriented culture in the business; instilling a commitment to pursuing key business disciplines; implementing sound employee ownership governance; engaging with unions; and employing specialist advisors. The identified success factors were used to develop a success factor framework, which was used in guiding discussions with interviewees, and which was compared to Employee Share Ownership Scheme requirements as set out in the Codes of Good Practice on Broad-based Black Economic Empowerment. The findings included that implementation in South Africa has predominantly been compliance driven, in an attempt to address transformation – specifically ownership by historically disadvantaged South Africans. Management has typically not been focussed on changing business culture or operations, and no success factors in this regard have been addressed. Employee ownership in South Africa has, in general, been considered a failure as few schemes have delivered meaningful financial benefit to participants. The recommendations for businesses implementing employee ownership are regarding awareness of primary objectives, understanding the potential benefits of employee ownership, understanding related success factors, and managing employee expectations. The recommendations for government organisations that wish to promote employee ownership implementation as well as obtain maximum benefit for employees, businesses, and society as a whole are regarding understanding the potential benefits of employee ownership, understanding related success factors, considering past employee ownership successes and/or failures, and consideration of appropriateness of policies and legislation. Further employee ownership research includes study of best practice structuring; challenges faced by businesses; the employee perspective; South African policies and legislation and assessment against recognised success factors; and study of international tax treatment in order to drive South African implementation.

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Jansson, Lina, and Majken Sørensen. "Motivation factors within non-profit projects : How project leaders can motivate their project group." Thesis, Högskolan Väst, Avd för företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-8150.

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Projects as a work model are becoming more and more popular and also within non-profit organizations. The non-profit organization however, cannot offer monetary rewards as compensation for the time people put in when working within non-profit organizations. They need to find other ways to motivate people to join the non-profit projects but also to remain within these projects. The purpose of this study was to investigate which motivation factors were considered important within two student unions when joining a non-profit project. The purpose was also to investigate how project leaders should act in order to keep their project group motivated within these non-profit projects. To fulfill these purposes we investigated these problems qualitatively, through interviews and quantitatively, through a survey. 16 interviews were performed, seven with project leaders and nine with project workers and the survey resulted in 64 respondents. In the theoretical part, the following motivation theories were used; Maslow’s hierarchy of needs, Herzberg’s two-factor theory, Vroom’s expectancy theory, Hackman and Oldham’s theory of motivation and McClelland’s need theory. In addition to these theories, theories about non-profit motivation, leadership, and leadership within non-profit organizations were presented along with McGregor’s theory X & Y. These theories formed the basis on which the empirical results were collected along with the interpretations of the results, which showed that some of the theories were more applicable than others. The conclusions of the study showed that the most motivating factors were personal development, new experiences, social belonging as well as gaining merits to put on the résumé. A project leader who was motivating was also someone who was respondent, engaged, positive and who gave feedback, which were all very important for the volunteers’ motivation.
Projekt som arbetsmodell blir alltmer populär även inom den ideella verksamheten. Ideella organisationer har dock inte möjlighet att erbjuda lön som kompensation till människor som engagerar sin tid i den ideella organisationen utan behöver finna andra sätt att motivera människor att dels ansluta sig till de ideella projekten och dels att stanna inom dessa projekt. Syftet med denna studie var att undersöka vilka motivationsfaktorer som ideellt engagerade inom två studentkårer ansåg vara viktiga för att gå med i ett ideellt projekt. Syftet var också att undersöka hur projektledare kan gå tillväga för att hålla sin projektgrupp motiverad inom dessa ideella projekt. För att uppnå syftet undersökte vi dessa problem kvalitativt, genom intervjuer samt kvantitativt, genom enkäter. Det genomfördes 16 intervjuer, sju med projektledare och nio med projektarbetare och enkäten resulterade i 64 svar. I teoridelen användes motivationsteorierna Maslows behovshierarki, Herzbergs tvåfaktorteori, Vrooms förväntansteori, Hackman och Oldhams motivationsteori samt McClellands behovsteori. Utöver det presenterades även teorier om ideell motivation, teorier om ledarskap, McGregors teori X & Y samt teorier om ledarskap inom ideell verksamhet. Dessa teorier utgjorde grunden för insamlingen av empirin samt för tolkningen av resultatet, som visade att vissa av teorierna var mer applicerbara än andra. Resultatet av studien visade att de faktorer som var mest motiverande var personlig utveckling, nya erfarenheter, social tillhörighet samt meriter att sätta på sitt CV. En projektledare som var motiverande var även någon som var lyhörd, engagerad, positiv och som gav feedback vilket var viktigt för volontärernas motivation.

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Guma, Pendulwa Vuyokazi. "Organisational factors impacting on employee retention." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1530.

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Organisations must have a constant influx of candidates for potential employment. New employee positions are required as market areas are expanded. Recruitment occurs even in the face of limited growth or decline in service capacity, because individuals with specialised skills or training who leave the organisation must be replaced, and because services or technologies that have been revised or modified must be staffed. The recruitment of personnel plays an important role in assisting the organisation to adapt and remain competitive. The Eastern Cape Department of Economic Development and Environmental Affairs (DEDEA) employs a wide variety of workers. Thus, the sources of applicants and types of methods used to expand the applicant pool vary depending on the occupational classification being considered. It, therefore, becomes self-defeating to invest significant resources in a recruitment effort if such effort is offset by high turnover rates. Retention of employees is as essential as their recruitment. The purpose of this study was to investigate the organisational factors impacting on employee retention at DEDEA. The population for the study included 781 DEDEA employees. The response rate for the emailed questionnaire was 54 percent or 425 respondents. The Likert-type scale instrument consisted of forty questions divided into two sections: Section one looked at the demographic profile of the respondents and section two focused on getting responses on the five organisational impacting on v employee retention, namely: career development; compensation; positive recognition; staff engagement and management. In order to achieve the purpose of this study, the following research design was adopted: Step 1 A literature review was conducted to determine the various organizational factors impacting on employee retention. Step 2 From the literature review, a process model was adopted to assist the researcher in structuring the research questionnaire. Step 3 A questionnaire was constructed according to the principles and guidelines in steps 2 and step 3. Step 4 Empirical data was obtained by means of an email survey. Step 5 The results of the survey were analysed and interpreted. Step 6 The empirical results were integrated with Step 3. Step 7 Conclusions and recommendations were done. The main findings from the study were: - The study revealed a significant relationship between the selected organisational factors and employee retention. - The study also produced a model suitable for use by DEDEA as a guide in determining what initiatives the organisation should embark on to improve employee retention.

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Pearson, Alex, John Johdet, and Mikael Näselius. "Understanding The Crowd : A quantitative study on investor motivation in equity crowdfunding." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30192.

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Background - Equity-based crowdfunding is rapidly emerging as a source of funding, as a way for ventures to overcome financial obstacles. It is based on a large number of investors, the crowd, who contributes with smaller investments that together helps fund the venture, where the investor in return receives equity in the venture. In order for the entrepreneur to successfully fund their ventures, it is important to understand what motivates the investors to invest. Problem: The theoretical framework Motivation in Equity-Based Crowdfunding has been developed to understand what drives the investors. However, this framework has mainly been developed on crowdsourcing and general crowdfunding, which is significantly different from equity crowdfunding. Therefore, further research has been suggested by other authors on the topic, to specifically investigate investor motivation in equity crowdfunding. Furthermore, existing research has only studied investors as one group of people and not divided them into smaller segments. Purpose: The aim of this descriptive study is to understand what motivational factors drives investors to invest in equity-based crowdfunding, and how the motivations to invest is different between the demographic characteristics within age, gender, location, income and investor experience. Method: With a deductive research approach, four hypotheses were developed based on the literature review. Using the framework Motivation in Equity-Based Crowdfunding as a basis for the research, the investor motivation was studied on 142 equity crowdfunding investors using a quantitative online survey. The results were then analyzed using frequency analysis, descriptive statistics, t-statistics and multiple regression analysis. Conclusion: Based on the findings, a revision of the framework Motivation in Equity-Based Crowdfunding have been suggested. Furthermore, it was found that investors were primarily driven by enjoyment, philanthropic and financial payoffs in their decision to invest. There were also significant differences found in investor motivation between the demographics age, gender and investor experience, whilst the location or income of the investor did not have any effect on investor motivation. Contribution: By understanding what investors are motivated by, the entrepreneurs can promote these factors in their crowdfunding campaign, which may increase their chances of getting successfully funded. Furthermore, if the entrepreneur wants to bring in a certain type of investor, they can adjust their promotion after the factors that motivates a certain demographic characteristic.

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Boyer, Patricia Grace. "Factors influencing College of Education faculty in pursuing grants /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841267.

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Chibisa, Zviedzo. "The relationship between motivational factors and teachers’ job satisfaction." Thesis, University of Zululand, 2017. http://hdl.handle.net/10530/1556.

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A dissertation submitted to the Faculty of Education in partial fulfillment of the requirements for the Degree of Master of Education in the Department of Educational Psychology & Special Needs Education at the University Of Zululand, 2017
The purpose of this study was to investigate the relationship between motivational factors and job satisfaction. A descriptive research design was used in the study to investigate what motivates teachers to be committed to their jobs. The sample consisted of 521 teachers, ranging from pre-school up to high school. To meet the objectives, a three part questionnaire was designed, collecting data on teacher motivation, teachers’ job satisfaction and demographic variables. The researcher used Statistical Package for the Social Sciences (SPSS) as a statistical analysis tool to describe and present data and provide evidence. Findings of the study revealed that although teachers were motivated, they were not necessarily satisfied. Motivational factors were ranked and it was found that teachers were mostly motivated by being regarded as role models, the desire to achieve goals, students’ success, being competent in the field and good teachers’ relations. At the bottom of the list were the least motivating factors which were: progression and promotion, balance of work and family, administration work and income that did not satisfy their needs. Findings also revealed that teachers were satisfied with their relations with inspectors, disciplined learners who were willing to learn, buildings and equipment. Findings showed that poor teachers’ relations did not affect their job satisfaction. At the bottom of the ranking were: noise, being penalised, poor salary, marking of work for large classes and teaching large classes. This showed that teachers were least satisfied with these aspects. Significant relations were found between demographic variables and motivation, as well as job satisfaction. The results revealed that gender had no statistical significant relationship to teachers’ motivation and job satisfaction. A teaching qualification had no statistical significant relationship to teachers’ motivation, but it was a statistically significant relationship to teachers’ job satisfaction. Age, phases and teaching experience showed statistical significant relationship to teachers’ motivation and job satisfaction though the correlations were low in all the variables. This has shown that gender and teaching qualification have had no effect on motivation and job satisfaction. Age, phases and teaching experience all have had effects on teachers’ motivation and teachers’ job satisfaction. Based on the findings, discussions and the conclusions drawn, School governors should create an environment where teachers work as a team, use disciplinary measures sparingly, ensure there is an adequate level of educational technology, and strive to create a positive school atmosphere with the full participation of its teachers. The government should also ensure that conditions of service of teachers, and other sectors of the economy, are equitable. Teachers’ self-esteem and teachers’ social status could be enhanced by providing teachers with effective training, decent working conditions, and enhanced remuneration, and by sensitising all educational stakeholders aimed at improving, restoring the dignity and status of the teaching profession.

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Ryšánková, Martina. "Motivace pracovníků ve vybrané firmě." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-10356.

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This work is about manager motivation. It is based on the theory from literature and questionnaire filled in by employees who work in selected company. The work contains explanation of single motivation concepts, evolution stages and single motivation theories. It observes how important is motivation not only for top managers but also for all the other workers. The aim of this work is to evaluate manager motivation on single levels of management and to find factors that stimulate managers to higher and better performance.

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Fundeborg, Hellquist Pia, and Frida Nilsson. "Motivation hos studenter : En kvantitativ undersökning om inre och yttre motivation hos studenter vid Uppsala universitet." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-272524.

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Studiens syfte är att undersöka förekomsten av olika typer av motivation till studier hos studenter vid Uppsala universitet, vilket mynnade ut i två frågeställningar som är följande: Vad motiverar studenter till sina studier och framkommer det någon skillnad i motivationen gällande yttre och inre faktorer? och Förekommer det en skillnad på motivationen beroende på bakgrundsfaktorerna kön och ålder? För att angripa detta problemområde använde vi oss av en kvantitativ metodansats i form av en enkätinsamling. Vi tillämpade ett bekvämlighetsurval genom att dela ut enkäten på offentliga utrymmen vid Uppsala universitet, vilket resulterade i 70 stycken enkätsvar. Vår teoretiska referensram grundar sig i Deci & Ryans samt Ahls definitioner kring inre och yttre motivation. Vidare utgår studien även ifrån tidigare forskning kring studiemotivation som handlar om hur studenter på olika sätt skapar och formar motivation till sina studier. Vi har även tillämpat tidigare forskning med fokus på motivation i relation till kön samt motivation i relation till ålder. På grund av att studien baseras på ett bekvämlighetsurval samt att respondenternas antal endast uppgår till 70 individer är generalisering ej möjligt. Studien redovisar endast tendenser, vilket kan väcka intresse för vidare forskning. Resultatet visade att det framförallt är den yttre motivationsfaktorn “Framtida karriärmöjligheter och yrkesliv” som starkast motiverar urvalsgruppen till sina studier, men även att den inre motivationen i form av “Intresset för ämnet” motiverar urvalsgruppen starkt. Avslutningsvis påvisas även en indikation över att ålder och kön påverkar hur studenten motiveras till sina studier. Detta då exempelvis yngre studenter visar tendenser till att motiveras av sina klasskamrater än de äldre samt att män i större utsträckning än kvinnor motiveras av gruppstudier.
The purpose of this study is aimed at investigating the prevalence of various study motivation types used by students at Uppsala University. This study culminated into two questions. Firstly, What is it that motivates students to study and does there appear to be any difference regarding intrinsic and extrinsic motivational factors? And secondly, Are there any differences in the creation of motivation due to the background factors gender and age? To approach the problem we used a quantitative research method, in the form of a survey. We distributed questionnaires in public areas at Uppsala university, which resulted in seventy responses. The theoretical framework used to interpret the collected data was Deci & Ryan's and Ahls definitions regarding intrinsic and extrinsic motivation. This research study also builds upon earlier studies on motivation, which address a number of theories explaining how students create and form motivation for their studies. Owing to the fact that the study and the questionaire were made from a convenience sampling which resulted in a selection with limited numbers, the study will therefore not make any generalizations, however it will highlight tendencies which may raise interest for further research. The results of the study show that the greatest motivational factor is an Extrinct Motivation factor in the form of "Future professional and career opportunities". Additionally the results also show that an intrinsic motivation factor in the form of “Interest in the subject itself” also strongly motivate students. Furthermore, the study indicates that age and gender effect how students are motivated during their studies. The results also display that younger students for instance, are more motivated by their classmates, while from a gender point of wiew men are more motivated by group studies.

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Chassee, Emily Nicole. "Children Speak Out On Classroom Factors that Negatively Impact Reading Motivation." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1206059419.

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Dissertations / Theses on the topic 'Motivation factors'

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