Journal articles on the topic 'MWMS Scale (Multidimensional Work Motivation Scale)'

Resumo Este artigo objetivou analisar os fatores motivacionais através da Teoria da Autodeterminação (Deci & Ryan, 1985) e da aplicação da Multidimensional Work Motivation Scale (MWMS) (Gagné et al., 2014; Santos et al., in press), em trabalhadores de empresas de tecnologia do Sul do Brasil. A coleta de dados contou com 256 respondentes do questionário e 6 entrevistas semiestruturadas, sendo esta, portanto, uma pesquisa quanti-qualitativa, de natureza descritiva. Na etapa quantitativa, aplicou-se a Análise Fatorial Confirmatória (AFC), a análise de confiabilidade de escala pelo coeficiente Alfa de Cronbach e outros testes estatísticos. A etapa qualitativa foi tratada através da Análise de Conteúdo. Os principais resultados apontam que esses trabalhadores são primordialmente orientados pela Motivação Autônoma, seguidos pela Motivação Controlada. Salienta-se que o fator Desmotivação não foi evidenciado no conjunto de trabalhadores estudado. Recomenda-se que a motivação seja trabalhada no âmbito organizacional, de liderança e no individual, de forma conjunta, abrangendo mais elementos que possam alavancar o bem-estar do trabalhador e, consequentemente, melhorar os resultados organizacionais.

Abstract. Self-determination theory introduces a multidimensional view of motivation and explains how the different types of motivation can be promoted or hindered. Following Gagné et al. (2014) , the purpose of this study was to create an abbreviated version of the Multidimensional Work Motivation Scale (MWMS) and to study the psychometric properties of the instrument using data from 1,035 workers from three Mediterranean countries (Greece, Italy, and Spain). Factorial analyses indicated that the 18-item scale has the same factor structure across the three Mediterranean languages, reflecting common cultural idiosyncrasies and influences. Convergent and discriminant validity indicated that intrinsic and integrated forms of autonomous motivation had a positive relationship with job satisfaction, affective and normative commitment, prosocial behavior, perceived organizational support, job autonomy, and leader-member exchange. Controlled forms of motivation (e.g., social and material) were unrelated or negatively related to most of the variables examined, with the exception of continuance commitment (positive association). Lastly, amotivation was negatively related to all employee-related variables, except for continuance commitment. Practical implications and suggestions for the development of future research based on self-determination theory are discussed.

This study examines generational differences in valuing the sources of motivation in workplace behaviour between millennials and older generations, with a view to assist managers in making employment decisions and maintaining multigenerational staff in the services sector. Based on systematically sampled data, the authors used Gagné et al.’s Multidimensional Work Motivational Scale (MWMS) to measure the different facets of work motivators alongside a three-item measure of employee overall work motivation (designed for this study) to address the hypotheses. Using structural equation modelling procedures to analyse the data, the authors found that four out of six motivators regress differently to overall work motivation. In other words, both extrinsic regulation–material and identified regulation are valued more by millennials compared to older generations, while extrinsic regulation–social and introjected regulation are valued less by millennials compared to older generations.

Εισαγωγή Η θεωρία του Αυτο-Καθορισμού [Self-Determination Theory, (SDT)] (Deci & Ryan, 1985a,2000) προτείνει μία πολυδιάστατη ανάλυση των εργασιακών κινήτρων συνδυάζοντας τόσο εσωτερικούς όσο και εξωτερικούς μηχανισμούς ρύθμισης της συμπεριφοράς. Σκοπός της παρούσας έρευνας ήταν η διερεύνηση των εργασιακών κινήτρων των μαθητών της Γ΄ Λυκείου στην Ελλάδα, καθώς βρίσκονται κοντά στη μετάβαση από το σχολείο στην εργασία. Η ανάλυση έγινε με βάση την SDT μέσω της προσαρμογής στον υπό μελέτη πληθυσμό της κλίμακας Multidimensional Work Motivation Scale-MWMS (Gagné, Forest, Vansteenkiste, Crevier-Braud και Van den Broeck, 2014). Μέθοδος Τα δεδομένα αντλήθηκαν από ένα δείγμα μαθητών ηλικίας 17-18 ετών από ΓΕΛ της Αθήνας (Ν=203, Μ.Ο.=17,58 Τ.Α.=0.50). Μελετήθηκαν οι ψυχομετρικές ιδιότητες της κλίμακας και συγκεκριμένα η παραγοντική δομή και ο βαθμός αξιοπιστίας της. Αποτελέσματα Πραγματοποιήθηκε επιβεβαιωτική ανάλυση παραγόντων με τους στατιστικούς δείκτες (χ2, GFI, TLI, CFI, RMSEA, SRMR) να μην επιβεβαιώνουν τη δομή της αρχικής κλίμακας των κατασκευαστών αλλά να είναι κοντά στα όρια των επιθυμητών επιπέδων. Η διερευνητική ανάλυση παραγόντων παρουσίασε επίσης διαφοροποιημένη δομή σε σχέση με την αρχική κλίμακα. Συμπεράσματα Τα αποτελέσματα της έρευνας θέτουν τη βάση για περαιτέρω μελέτη των εργασιακών κινήτρων των μαθητών της Γ΄ Λυκείου. Επίσης, εγείρουν ένα σημαντικό ζήτημα αναφορικά με το αν οι Έλληνες μαθητές αυτής της βαθμίδας δίνουν έμφαση σε εξωτερικά κίνητρα υλικών ανταμοιβών για τη μελλοντική τους εργασία μέσα σε ένα πλαίσιο κοινωνικοοικονομικής αβεβαιότητας και πολυπλοκότητας όπως αυτό της ελληνικής κοινωνίας. Η παρούσα έρευνα συνιστά την πρώτη προσπάθεια αξιολόγησης των εργασιακών κινήτρων των μαθητών στην Ελλάδα με βάση την SDT.

Objective: Considering nurses’ psychological status, work decision involvement, emotions, anxiety, and motivation, is an important issue for attaining nurses’ retention and maintaining their preservation in their work positions. Work motivation is the key that enhances employee performance which is influenced by numerous internal and external factors; job anxiety is the apparent one. The current study is directed to achieve two aims: to assess the work motivation level and self-rated anxiety among nurses and to investigate the relationship between them. Therefore, a descriptive, correlative research design was applied with 300 registered nurses in King Abd El Aziz governmental hospital in Jeddah, Saudi Arabia.Methods: A triple-section questionnaire was used for data collection that involved: First, Multidimensional Work Motivation Scale (MWMS) that was developed by Gagne et al. in 2010. Second, Self-Rated Anxiety Sub-scale which was developed by Warr et al. in 1979. Third, sociodemographic questions were included.Results: About three-quarters of Suadi nurses have high work motivation level concerning introjected and identified regulations while more than half of them have a high level of work motivation regarding amotivation and extrinsic regulations. Consequently, most of the participants have high scores in work motivation level. As regards, self-rated anxiety, all study subjects have a certain level of anxiety at work, but the majority of them were with low level. As pertaining the correlation between both study variables, there is a negative correlation between work motivation level and self-rated anxiety and the present study proved that Saudi registered nurses in King Abd El Aziz governmental hospital have high work motivation level scores with low self-rated anxiety scores.Conclusions: The current study confirms that the Saudi nurses in Jeddah have high work motivation level with low anxiety. Furthermore, the study provides evidence of a negative or inverse correlation between work motivation level and self-rated anxiety among Saudi registered nurses in King Abd El Aziz governmental hospital. Nurses should be aware by the importance of motivation in their job and at the same time, be aware of the risks of work-related anxiety. Nurse Managers have to tailor all factors which are surrounding nurses in a hospital environment, organizational structure and culture to be positively motivated and, at the same time, to alleviate any tendency of work-related anxiety. Furthermore, work motivation and anxiety should be involved and integrated into the nursing curriculum in nursing schools.Further researches: A research about the effect of the work motivation educational program on nurse manager’s leadership skills, is needed. A study about the correlation between work motivation and other negative or positive variables in work environment among nurses is necessitated. Also, assessment of nurses’ work motivation and anxiety using different tools such as value test, emotional inventory and adjustment skills measurement.

Few studies have applied a person-centered approach to work motivation using cluster or profile analyses. Thus, little is known about which configurations of work motivations characterize professionals. The aim of this study is to establish the structure of work motivation profiles under the framework of self-determination theory and to examine the relationship between work motivation and subjective work performance. The study involved 147 corporate employees who completed the Multidimensional Work Motivation Scale and self-rated their work performance. The two-step cluster analysis was applied, followed by a one-way ANOVA and a post-hoc Bonferroni test. The findings revealed differences between the five profiles for all forms of motivational regulation on the self-determination continuum (large effect sizes). Further examination revealed that the employees’ current work performances differed across motivational profiles (medium effect size). Strongly and poorly motivated as well as autonomously motivated employees reported better subjective work performance compared to unmotivated individuals. In line with self-determination theory, the quantity and shape of motivation can be simultaneously considered in terms of both theoretical and practical implementation.

Most studies on motivation to work concentrate on its environmental and situational antecedents. Individual values are not the point of interest of empirical analyses. The aim of the research described in the paper was to seek possible relationships between work ethic and motivation to work. A hypothesis was put forward that work ethic, in the classical Weberian approach, is connected with motivation to work, from the point of view of Ryan’s and Deci’s self-determination theory. The study on a sample of 405 Polish employees was conducted with use of the Polish version of Multidimensional Work Ethic Profile MWEP-PL and Work Extrinsic and Intrinsic Motivation Scale, in the Polish adaptation WEIMS-PL. The Canonical Correlation Analysis was used to assess the simultaneous interrelationships between two sets of the variables measured. The results show that selected dimensions of work ethic, such as centrality of work, valuing hard work, perceiving work as an obligation, anti-leisure sentiment and delay of gratification are positively related to autonomous dimensions of motivation: intrinsic motivation, integration and identification, and non-autonomous introjection. Attributing a high value to hard work, including the conviction that it leads to success, aversion to wasting time and self-reliance correlate positively with taking up work for extrinsic rewards and with the desire to acquire a positive opinion about oneself as well as gain approval and recognition from others. Work ethic is connected on the one hand with autonomous motivation, including in particular intrinsic motivation, and on the other hand with extrinsic motivation, with the striving for success, which is the result of work. After empirical verification the findings could become a base for training programs and shape the way of influencing people’s motivation, morale, attitude towards work and job satisfaction. They can result in the way employees are managed and selected for different tasks.

The current study aims to determine whether there is a relationship between transformational leadership and teachers’ motivation and whether this relationship if any, differs significantly based on various demographic variables. Within the framework of this aim, two scales were applied to 418 teachers working at primary, middle, and high schools in Istanbul. The data collection tools used in the study are the “Multidimensional Work Motivational Scale” developed by Gagné et al. (2010), and the “Transformational Leadership Scale” developed by Brestrich (2000). During the analysis of the data collected through scales, mean, frequency, and descriptive values such as standard deviation were used as well as independent groups t-test, multivariate variance analysis (MANOVA), and canonical correlation analysis. The results showed that as teachers perceive their principals as transformational leaders, their motivation including their inner motivation decreases. Besides, teachers’ perceptions of the transformational leadership skills of the principals change according to time of working in their current school, education levels and gender. It was also explored that the motivation status of female teachers was higher than male teachers.

This study assessed the level of work motivation of 245 nurses generated through snowball sampling in a tertiary government hospital in Hail City, Kingdom of Saudi Arabia using the Multidimensional Work Motivation Scale. The results indicated that the nurses had a low level of amotivation, moderate levels of all subtypes of extrinsic regulation, and moderate levels of intrinsic regulation leading to an overall moderate level of work motivation. Significant differences in levels of work motivation were observed in the domain of amotivation when nurses were grouped according to work position; in the domain of extrinsic motivation-social when nurses were grouped according to civil status, monthly salary and years of experience in the institution; in the domain of extrinsic motivation-material when nurses were grouped according to years of experience in the institution; in the domain of introjected regulation when the nurses were grouped according to age and civil status; and in the domains of identified regulation and intrinsic motivation when they were grouped according to civil status (p≤0.05). Hospital administrators need to implement specific human resource management strategies such as: (1) the implementation of a fair system of staff performance appraisal through management by objectives; (2) the provision of training needs of staff for learning and career development; (3) mechanisms that foster social support among healthcare teams; (4) mechanisms that promote nurse engagement, autonomy and empowerment; and (5) a consistent and equitable system of rewards and promotions in order to enhance the level of work motivation of nurses.

This study aimed to assess the extent of burnout in Romanian and Moldavian academic physicians and to determine the predictive value of emotional intelligence (EI), coping strategies, work motivation (WM), perceived organizational support (POS), and the socio-demographic characteristics of burnout. Two hundred physicians (40% men, 60% women, mean age = 43.02, SD = 9.91) participated in the study. They were administered the Maslach Burnout Inventory−General Survey, Brief COPE Scale, Multidimensional Work Motivation Scale, Schutte’s Self-Report Emotional Intelligence Test, and Perceived Organizational Support Scale. Mann−Whitney U tests were used to assess the significance of intercountry differences, while hierarchical regressions were performed to investigate the predictive value of the independent variables on burnout. Moldavian participants had significantly lower scores in burnout and amotivation (p < 0.001) and higher scores in EI, POS, and WM (p < 0.001). The main burnout predictors were amotivation (β = 0.388, p < 0.001) and low POS (β = −0.313, p< 0.001) in Moldavian respondents, and WM (intrinsic: β = −0.620, p < 0.001; extrinsic: β = 0.406, p < 0.001) in Romanian participants. Moldavian respondents displayed better adjustment to academic stress. The distribution of burnout predictors suggests better sensitivity of respondents to organizational interventions in Moldova and to individual therapy in Romania. This data could serve to better tailor Public Health interventions addressing burnout in the academic environment.

Research Question (RQ): What is the way to develop a questionnaire on work engagement and employee motivation, which can also be a signpost for the development of the organization? Purpose: The aim and purpose are to present the development of a multidimensional, self-applied questionnaire, which on the basis of self-assessment offers an insight into the state of work engagement and motivation of employees and offers a starting point for improvements at the organizational level. Method: The stages of questionnaire development in which quantitative and qualitative methodology are integrated are presented. In this paper the emphasis is on the results of the quantitative phase - the second test survey. Results: The scale formed through both phases of the test survey indicates a high internal consistency. In the second test survey, 3 factors are formed through which the factors of work commitment and motivation of employees are presented according to 'on work relations and cooperation', 'working conditions' and 'opportunities for work self-realization'. Organization: Assessing the work commitment and motivation of employees for the organization, on the one hand, is a starting point for concrete work in the field of development human resources, and on the other hand, information on possible weaknesses that need to be strengthened to improve the competitive position. Society: Employed and motivated individuals are the bearer of development and productivity and the search for more optimal solutions in a constantly changing business and social environment. Originality: The contribution of this study is twofold - methodological and practical. The developed questionnaire offers practitioners, experts and researchers the possibility of using a scale designed and tested in our environment for practical use in the HR activities of the organization as well as for the purpose of further research. Limitations/Future Research: The questionnaire development process is presented as an open path with the fourth phase, which is not completed and as such is also highlighted in the article. Therefore, an invitation to further testing is also clearly expressed through practical application.

AbstractActing as a reviewer is considered a substantial part of the role-bundle of the academic profession (quality assurance (QA) and quality enhancement (QE) role). Research literature about peer review, for example, for journals and grants, shows that acting as a peer reviewer adds to an academic’s reputation. However, little is known about academics’ motivation to act as reviewers. Based on self-determination theory, the multidimensional work motivation scale (Gagné et al. 2015) is used for a survey of German professors acting as reviewers. The results of factor analysis show no intrinsic motivation to act as a reviewer in accreditation and evaluation procedures. Presumably, due to socialization effects, identified motivation among professors is higher compared to introjected motivation or to extrinsic motivation. A preference for HEI leadership/management predicts identified motivation to act as a reviewer, but a preference for teaching does not. Overall, the results suggest that professors acting as peer reviewers in accreditation and evaluation procedures accept the ambivalence of being self-determined in exercising the QA and QE professional role and of involuntarily being a management tool for higher education governance. The findings suggest that peer reviewing – also of research – is based on identified (and introjected) and not intrinsic motivation, for example, socialized acceptance of journal peer review as the best or most suitable mechanism of QA and QE.

This study attempts to determine whether the prolonged stay of people in an unfavorable environment, in our case the oil and gas (OG) region, affects their psychophysical health, makes them vulnerable, prone to psychosomatic diseases, creates psychological problems, or leads to internal conflicts. Participants (typically healthy people) were asked to answer questions based on the multidimensional fatigue inventory (MFI-20). The scale reflects the following five main dimensions of fatigue: General fatigue, physical fatigue, reduced activity, mental fatigue, and reduced motivation. Three of them, namely general fatigue, physical fatigue, and mental fatigue, are of particular importance for this work. The study revealed the psychological profiles of the population of the study region and concluded that the OG region poses a significant risk to public health with all the ensuing consequences.

Purpose Higher Education Institutions (HEIs) require regular generation of information determining what employees want from their institution and their real feelings about their jobs. Internal marketing (IM) can be a significantly valuable source of generating such information for HEIs to assess perceptions about institutions’ initiatives pertinent to their staff members. However, there has been a significantly limited research to operationalize IM in HEIs. Hence, the purpose of this paper is to develop and validate a multi-dimensional instrument for measuring IM in the HEIs in China and to assess the impact of IM on university performance. Design/methodology/approach The research used methodological triangulation that involved both qualitative and quantitative methodologies. The qualitative technique was used to generate scale items to measure IM and the quantitative technique was utilized to test and validate the scale. The study sample included 576 academics and administration staff from universities in China. Findings The study found that IM has six dimensions, namely internal communications, training and development, interrelations, motivation, rewards and work support. The study also found a significant impact of IM on university performance. Research limitations/implications The sample size used was taken from a single province, which can ultimately limit the generalizability of the results. The scale shall be tested in a different cultural setting to extend its generalizability. In comparison with previous studies, the results of the current study provide a more absolute coverage and understanding of various dimensions used in measuring IM in HEIs. Furthermore, this research can provide a context for the management to develop policies that could foster positive employee and organizational outcomes in HEIs. Practical implications This reliable and valid six-dimensional scale offers a practical way to measure staff perceptions of IM that are key for HEIs to be judged as staff-centered organization. Based on the knowledge, HEIs can use the information to identify the areas in which they are lacking and can further improve. IM scale can significantly help the HEIs to communicate to the staff members their service mindedness and staff orientation. IM can help foster knowledge management in organizations by utilizing IM, thereby contributing to the professional and organizational interaction. Originality/value Despite the focus on IM in existing literature, there is a significant lack of research on IM in the education sector. This study developed a simple and practical instrument to measure the IM construct in HEIs. Scholars have asked for context-specific measures of IM and with significantly limited research on IM in higher education, there is also a scarcity of research in the context of higher education in China. This is the first study to assess the multi-dimensionality of IM in HEIs and the impact of IM on organizational performance in Chinese higher education.

Purpose While considerable scholarly attention has been given to “millennials” (those born between 1981 and 1997), little is known of this generation’s ability to influence healthcare organizations and managerial roles in particular. This paper aims to clarify why millennials enter the healthcare management field and how their motivations correlate with preferences for working in various healthcare sectors and with various patient populations. Design/methodology/approach Survey data were collected from 107 millennials pursuing bachelor degrees in healthcare management by using a modified version of the multidimensional work motivation scale. Further data were collected on millennials’ preferences for working in various healthcare sectors and with various patient populations. Correlational analyses were conducted to examine the relationship between types of motivation and workplace preferences. Cross-cultural differences were also examined within this generational set. Findings Results indicate a significant positive relationship between intrinsic motivation and preferences for working on the payer side of the industry and within finance and IT functions. Findings also reveal a significant positive relationship between prosocial motivation and preferences for working with more vulnerable patient populations. Variance in work motivation among cultural sub-sets of millennials suggests different upbringings, or alternatively, cultural relativity of the motivational constructs themselves. Research limitations/implications Despite offering key insights into the next generation of healthcare managers, this study is limited by a sample of millennials from one large, metropolitan university in the USA and thus may not represent the views of all millennials. Practical implications To select, retain and develop the next generation of healthcare managers, it is incumbent upon organizations to better understanding millennials’ motivations and preferences. Originality/value This study is the first of its kind to illuminate the motivations and preferences that underpin a key and growing segment of the healthcare workforce. Millennials, now the largest and most diverse generation on the planet, are poised to change the landscape of health care.

An important condition for the performance sustainability of organizations, in the public and state sector, is the maintenance and improvement of the employee motivation policy model. Motivation for work has a significant impact on the success of modern organizations; the impact is multidimensional and complex, and it has been confirmed empirically. Motivation is influenced by numerous factors, of different influence and hierarchy, which depend on socio-economic conditions and cultural determinants, but also on the characteristics of employees, and it is necessary to constantly monitor them. The paper presents a sustainable model of employee motivation in public administration and the results of research on the hierarchy and the impact of motivation factors on employees of different demographic characteristics. The research was conducted by an anonymous survey of 2128 respondents (1576 employees in the state administration and 552 persons employed in the Republic of Serbia outside the state administration), in the period March–June 2020. The questionnaire developed for this research has 16 questions on motivating factors with a scale with a high level of internal consistency. Using one-factor analysis of variance (ANOVA), tests of subsequent comparisons, and t-test, statistically significant differences are determined for the influence of motivational factors on respondents of different levels of education, age, role in organization, gender, and family status—also, the magnitude of influence ranges from small to large. The influence of motivational factors is greater for older people, for people with a higher level of education, for managers in relation to workers, for women in relation to men, as well as for persons in marriage in relation to persons out of wedlock. By applying multi-criteria analysis, the factors are ranked: the amount of salary and good interpersonal relations are at the top, while criticism and information about work are in the last positions. As a factor that negatively affects motivation, low wages stands out. The difference in the motivation of state administration members was determined by comparing the results of motivational factors’ influence with the appropriate sample of employees outside the state administration. Differences were registered for 15 out of 16 factors (only for the factor high wages, there is no difference), and the magnitude of the impact is medium and small.

The objective of this research is to identify the level of general fatigue (FG), physical fatigue (FF) and concentration/motivation (C/M) in sports coaches. Two components of grit, consistency of interest (CI) and perseverance in effort (PE), are also assessed. The possible effects of sex, age, marital status, employment contract, work dedication and grit on FG, FF and C/M in sports coaches are examined. This cross-sectional study analyses 335 sports club coaches (21.2% women, 78.8% male) with a mean age of 29.88 (SD = 9.97) years, at a significance level of p < 0.05 for all analyses. Different aspects of fatigue were determined using the Spanish translation of the Multidimensional Fatigue Inventory-20 (IMF-20). The Grit-S scale was used to measure the ability to persevere, have passion and commit. The results indicated that men scored higher in FF, C/M and PE, while women obtained higher values in FG and CI. Non-contract coaches had higher FG, CI and PE, while coaches with contracts scored higher on C/M and FF. In conclusion, coaches with higher CI had higher FG, and high levels of PE were associated with low FG levels.

The Mahalanobis–Taguchi System (MTS) is a pattern recognition tool employing Mahalanobis Distance (MD) and Taguchi Robust Engineering philosophy to explore and exploit data in multidimensional systems. The MD metric provides a measurement scale to classify classes of samples (Abnormal vs. Normal) and gives an approach to measuring the level of severity between classes. An accurate classification result depends on a threshold value or a cut-off MD value that can effectively separate the two classes. Obtaining a reliable threshold value is very crucial. An inaccurate threshold value could lead to misclassification and eventually resulting in a misjudgment decision which in some cases caused fatal consequences. Thus, this paper compares the performance of the four most common thresholding methods reported in the literature in minimizing the misclassification problem of the MTS namely the Type I–Type II error method, the Probabilistic thresholding method, Receiver Operating Characteristics (ROC) curve method and the Box–Cox transformation method. The motivation of this work is to find the most appropriate thresholding method to be utilized in MTS methodology among the four common methods. The traditional way to obtain a threshold value in MTS is using Taguchi’s Quadratic Loss Function in which the threshold is obtained by minimizing the costs associated with misclassification decision. However, obtaining cost-related data is not easy since monetary related information is considered confidential in many cases. In this study, a total of 20 different datasets were used to evaluate the classification performances of the four different thresholding methods based on classification accuracy. The result indicates that none of the four thresholding methods outperformed one over the others in (if it is not for all) most of the datasets. Nevertheless, the study recommends the use of the Type I–Type II error method due to its less computational complexity as compared to the other three thresholding methods.

PurposeThe purpose of this paper is to investigate the underlying reciprocity mechanism which governs the relationship between employer and employee at their workplaces in a perspective whereby intrinsic and extrinsic factors of job satisfaction are considered as proxy to organizational offerings, while multi overall job satisfaction and dimensional organizational commitment as employee’ attitudinal reaction to the organizational offerings. Under the aforementioned notion, the present study intends to examine the influence of job characteristics on employees’ attitudes, such as, job satisfaction, organizational commitment and employee’ turnover intentions as psychological response to job characteristics. In a way, the study attempts to insight into how employee’ reciprocate to the perceived obligation toward its organization. The study also aims to supplement the empirical evidence about the competing power of intrinsic and extrinsic factors of job in determining the job satisfaction. Although various studies exhibit positive relationship between job satisfaction and organizational commitment has been consistently reported. However, for the managerial implication, the identification of employee physiological and psychological needs to gauge the understanding of mechanism by which of employee’ reacts to its environment and develop attitude toward their job and organization is imperative. In this context, this study makes a humble attempt to clear the relationships in the perspective of reciprocation between organization and its employees. Thus, this study attempts to illustrate how feeling a need to reciprocate, those who experienced strong satisfaction with job characteristics appear to have had a sense of moral duty to the organization can be helpful in understanding the processes by which organizational inducements exert their influence on other employee attitudes and behaviors. Evidently, while the link between employees’ satisfaction with their job and high organizational commitment, on the one hand, and low intentions to leave on the other is fairly straightforward, yet there in need to study these variables as exogenous and endogenous to inquire about their causation. Also, the available present literature on the understudy concern genuinely lacks adequate empirical material about the competing power of intrinsic and extrinsic factors of job in determining the job satisfaction as such some author hold that intrinsic characteristic of job better predict job satisfaction while as another set of behavioral scientists found extrinsic job characteristics as prime determinant of job satisfaction compare to the intrinsic worth of their jobs. The present study was conducted in the state of depressed economy where unemployment rate is as high as 194 percent it was found interesting to investigate the about the competing power of intrinsic and extrinsic factors of job in determining the job satisfaction. The present study also attempts to supplement the empirical evidence in this direction.Design/methodology/approachSince the study use the tenets of situational theories of employee’ attitude which assume that employee’ attitude results from the psychological evaluation of one’s job characteristics or other aspects of the environment in the organization; therefore, the study integrates the job characteristics as the organizational offerings to its employee and employees attitude like job satisfaction, organizational commitment and employee’ turnover intentions as reciprocity reaction to the organizational offerings. The structural equation model was used to frames the intricacy job characteristics, job satisfaction and organizational commitment and employee turnover intentions. Ten job characteristics were identified with which employees experience at the workplace as organizational offerings. These include salary, recognition, co-workers, supervision, organizational policies, promotion, working condition, task requirement, job security and nature of work. Subsequently, these identified facets were divided into intrinsic and extrinsic factors of job satisfaction, and were considering as proxy to the organizational offerings to its employees. These job characteristics were identified during in-depth interviews and discussions with the respondents, while overall job satisfaction, organizational commitment and employees’ turnover intentions were considered as employee’s psychological reactions to the organizational offerings. The sample consists of 654 hospital employees, working at the different hospital across state. In order to ensure the representation of the entire human capital, employees working under different levels of occupational status and different sectors of economy were included in the for the purpose of data collection. The number of employees from each hospital has been selected through proportionate method. Employees from each hospital were selected on the basis of the chit method. Measurement tools Questionnaire method was used to collect the data for the present study. A five-point likert type scale was used for the sake of maintaining uniformity in measuring the variables. All the variables were measured with multiple-item scales, questionnaire item used to measure different constructs in this study are derived from the previously established studies. As such, multidimensional organizational commitment construct was measured using items drawn from Meyer and Allen (1991) scale. Job characteristics and employee’ turnover intentions scale was adapted from the study conducted by Ali Muhammadet al.(2008). The instrument used for the present study has universal application. Therefore the results thus produce are of universal significance. The reliability and validity of measurement tools for the study was established by the confirmatory factor analysis (CFA).FindingsThe findings from the study reveal employees’ subjective evaluation to the intrinsic and extrinsic factors of job contribute to the formation of their reciprocal perspective of psychological attitude toward its job and organization characterized as their job satisfaction and organizational commitment. As such, better evaluation of job content and job context by the employees leads to the sense of obligation and commitment toward the organization, hence reduces their intentions to discord organizational membership. The findings also reveal that employees tend to incline their job satisfaction more toward the extrinsic worth of job than the intrinsic worth. While as both, job satisfaction and organizational commitment, explains relatively equal variation in the employees’ turnover intentions. The relatively strong correlation of extrinsic characteristics of job could be attributed to the fact that professionals generally have limited control over extrinsic factors and have high degree of control over intrinsic elements. Therefore, their perceptions of the job are particularly dependent on the degree of satisfaction with the extrinsic factors (Pearson and Seiler, 1983).Originality/valueAlthough there are various studies manifested the relationship between job satisfaction, organizational commitment and employee turnover intentions, for all that, the present work is an attempt to deem these relationships in a different panorama to bring more insight in the subject of organizational behavior. In this study, the relationship among the job characteristics, job satisfaction, organizational commitment and employee’ turnover intentions were considered in a perspective of reciprocity norms. The study opens new horizons to the researchers across the globe, whereby organizational and job characteristics are considered as catalyst for the employee’ attitude and can be study and analyze in a functional relationship model. A new regime of paradigm may investigate the functional relationship between employer offerings as an input and employee attitudes as an output, with more emphasis on the organizational equilibrium. Hence, study encompass the managerial implication by gauging the understanding of mechanism by which of employee’ reacts to the workplace environment and develop attitude toward their job and organization. In this way, the propositions expatiated in the present work improves the understanding for the implications of various motivational theories, different organizational theories and human resource management models. Moreover, this work substantiates and provides insight about the competing power of intrinsic and extrinsic job factors on job satisfaction and opens debate for the generalization of Herzberg’s motivation theory.

Abstrac The self-determination theory proposes a multidimensional concept of motivation and distinguishes how different types of motivation can be promoted or discouraged. For the application of the theory of self-determination to the educational context, this study aimed to adapt and validate the Multidimensional Work Motivation Scale (MWMS) in the educational context. The scale was answered by 419 teachers from 30 schools from the North and Center of Portugal. Factor analysis indicated that the 19-item scale has the same factor structure as that obtained in the original study. In this study, it was possible to identify that the items that constitute the MWMS are good indicators of constructs to be measured in an educational context and the factors are properly individualized. The scale showed five robust dimensions that permit a broad understanding of motivation, similar to the studies of the original scale. The dimension with the best internal consistency is demotivation, while introjected regulation obtained the lowest coefficient.

PurposeThe primary purpose of this research is to examine generational differences in valuing the sources of employees' overall motivation in the workplace across Generation X, Generation Y and Generation Z with a view of assisting managers in making employment decisions and maintaining multigenerational staff.Design/methodology/approachThe respondents in the study live and work in Canada and provided answers to self-administered online surveys between the fourth quarter of 2017 and the end of January 2020. To assess subjects' work motivation, the study employed Gagné et al.'s (2014) multidimensional work motivation scale (MWMS) alongside a three-item measure of employees' overall motivation (designed for this study). The authors assessed measures of validity and reliability and tested the hypothesis about generational differences in work motivation using structural equation modelling (SEM).FindingsThe six motivators regress differently to employees' overall motivation. Generation Z is more sensitive to amotivation than Generation X and Generation Y. Extrinsic regulation-material is a valid source of overall work motivation for Generation Z only. Only Generation X values extrinsic regulation-social as a source of employees' overall motivation. So is introjected regulation by Generation Y. Unlike Generation Z, both Generation X and Generation Y employees value identified regulation as a source of overall work motivation. Finally, intrinsic motivation contributes more to Generation Z employees' overall work motivation than it does for Generation X and Generation Y.Research limitations/implicationsFurther work needs to be done to establish whether variations in valuing the sources of motivation may also be spawned by age or status of the respective groups. Future investigations can expand the authors’ focal theme to include additional organisational outcomes, alternative geographical settings and/or include country's economic development as an additional variable. Moreover, further research can address the implications of national culture on shaping generational differences in employee's motivation as well as aiding companies to redesign work tasks considering today's uncertainty as well as increasingly competitive, global environment (e.g. the rise of artificial intelligence).Practical implicationsIt is vital to offer motivators that are valued by each of the three generations, i.e. X, Y and Z, before being able to attract the best candidates of each generation. Organisations should not only create an inclusive and understanding multigenerational working environment but also be able to communicate strong branding via new communication channels successfully (e.g. social media networks), which Generation Yers and Generation Zers utilise better than any other generation in employment. Finally, the authors suggest that service organisations with diverse generational composition should adopt new measures of workplace agility to survive interminable disruptions (e.g. the coronavirus disease 2019 [COVID-19] pandemic).Originality/valueThis is the first study of its kind to examine generational differences between Generation X, Generation Y and Generation Z in valuing workplace motivation from a western cultural perspective.

Autonomous motivation is known as being positively related to individuals' resilience and well-being. This article investigates the self-perceived teacher motivation in relation with manager-perceived teacher motivation. A comparative study was conducted using the Multidimensional Work Motivation Scale (Gagné et al., 2015). The scale was filled in for five main tasks that teachers were asked to evaluate: class preparation, teaching, evaluation of students, administrative tasks, and complementary tasks (Fernet et al., 2008). The participants were 40 elementary and secondary teachers and 25 school managers from Romanian schools. Teachers evaluated their own motivation while managers filled in the scale with their perception on the teachers they coordinate. Specifically, we found that teacher and school managers have different ways to experience or perceive teacher motivation on the five investigated dimensions. The research results are analyzed to suggest two levels of intervention for enhancing teacher motivation: 1. Teacher motivational development aiming at determining teachers’ motivational self-knowledge and transforming motivation; 2. Developing managerial strategies for enhancing teacher motivation.

Abstract Motivation The heterologous expression of recombinant protein requires host cells, such as Escherichiacoli, and the solubility of protein greatly affects the protein yield. A novel and highly accurate solubility predictor that concurrently improves the production yield and minimizes production cost, and that forecasts protein solubility in an E.coli expression system before the actual experimental work is highly sought. Results In this article, EPSOL, a novel deep learning architecture for the prediction of protein solubility in an E.coli expression system, which automatically obtains comprehensive protein feature representations using multidimensional embedding, is presented. EPSOL outperformed all existing sequence-based solubility predictors and achieved 0.79 in accuracy and 0.58 in Matthew’s correlation coefficient. The higher performance of EPSOL permits large-scale screening for sequence variants with enhanced manufacturability and predicts the solubility of new recombinant proteins in an E.coli expression system with greater reliability. Availability and implementation EPSOL’s best model and results can be downloaded from GitHub (https://github.com/LiangYu-Xidian/EPSOL). Supplementary information Supplementary data are available at Bioinformatics online.

Background: Nurse leadership is about aligning employees to a vision. This happens with buy-in, motivation and communication. When conducive environments are created by organisations, the motivation of nurse leaders will be enhanced, which will have a positive outcome on the organisation. Highly motivated nurse leaders accomplish more and are more productive. Nurse leadership is an essential source of support, mentorship and role modelling. These attributes tend to be more evident when nurse leaders are motivated.Objectives: The objective of this study was to determine the factors that influence the motivation of nurse leaders.Method: A quantitative, descriptive design and stratified sampling was used. Participants comprised unit managers (n = 49) from five hospitals in a private hospital group in South Africa. A self-administered questionnaire, namely, the Multidimensional Work Motivation Scale, was used to collect the data. Data were analysed using the IBM SPSS 22.0 program.Results: The results indicated that the nurse leaders in this study were intrinsically motivated. Their motivation was influenced by support, relatedness, autonomy and competence. No relationships were found between motivation and age, years in a management position, gender, qualifications and staff-reporting structure.Conclusion: By implication, to understand what motivates nurse leaders and to keep them motivated, recommendations were proposed to nursing and human resources management. It is expected that the implementation of the recommendations will have a positive influence on patient outcomes, organisational success and the motivation and satisfaction of nurse leaders.

The article is devoted to the analysis of the psychological features of emotional intelligence development of the person of early youth. The results of empirical research and the program of emotional intelligence development of high school students are presented. The purpose of the research is to theoretically substantiate, empirically investigate and propose a psychological and pedagogical program for the development of emotional intelligence of early adolescents. The objectives of the study are to conduct a theoretical analysis of the problem of emotional intelligence of the individual; empirically investigate the psychological features of the development of emotional intelligence of high school students; develop, implement and determine the effectiveness of a psychological program for the development of emotional intelligence in early adolescence. The research methods that have been used are: “Diagnosis of the level of emotional intelligence” K. Hall test; “Diagnosis of the level of empathy” I.M. Yusupov; “EPI Personal Questionnaire” by G. Eisenko; “Test-questionnaire to determine self-identity” V.V. Stolin, S.R Pantileev; “Study of socio-psychological adaptation of K. Rogers-R. Diamond”; questionnaire “Scale of family adaptation and cohesion” by D. Olson, J. Portner, I. Lavi (adapted by M. Perre). It has been found that most of the high school students studied have a low level of development of emotional intelligence and its components. They can be described as having a low level of awareness, low self-esteem and poor self-emotions. They are quite emotionally vulnerable to external influences, too concerned about various life circumstances; it is not easy for them to withstand the pressure of others, it is difficult to make important decisions, adhere to the plan to achieve the goal. 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