Journal articles: 'Theory of human motivation'

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Ondabu, Ibrahim. "A THEORY OF HUMAN MOTIVATION: THE TIRIMBA GROUPING THEORY OF MOTIVATION." SOP Transactions on Economic Research 1, no. 1 (March 30, 2014): 16–21. http://dx.doi.org/10.15764/er.2014.01003.

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Bernard, Larry C., Michael Mills, Leland Swenson, and R. Patricia Walsh. "An Evolutionary Theory of Human Motivation." Genetic, Social, and General Psychology Monographs 131, no. 2 (May 2005): 129–84. http://dx.doi.org/10.3200/mono.131.2.129-184.

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Vlasenko, Olga, and Mariia Sokolova. "EVALUATION OF ENTERPRISE HUMAN RESOURCES: THE THEORY BACKGROUND." Economics & Education 6, no. 1 (May 28, 2021): 36–42. http://dx.doi.org/10.30525/2500-946x/2021-1-6.

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This article is devoted to the peculiarities of human resources evaluation in enterprises. The human resources evaluation has a special place in human resource management, because it allows you to identify the actual situation in an enterprise, find disadvantages and weaknesses in management, so that you can provide recommendations basing on its results. The main purpose of the study was to develop the theoretical principles for assessing human resources, which should establish the level of quantitative and qualitative characteristics in the terms of determining the state of motivation and efficiency for human resources. In the study, the authors stressed on the cyclical nature of human resource management in an enterprise. At the same time, in their opinion, the human resources evaluation takes a special place because it makes all actions passing through the human resources management system. The authors also stressed on the impact of motivation upon an enterprise efficient operation, and including but not limiting to the human resources. They found that motivation has a special relevance for human resource management, and thus is gained by solving such problems as coordination, matching up of the needs and means, motives and goals of human resources and an enterprise as a whole, identification and resolution of emerging contradictions between these goals and needs of human resources and an enterprise. Solving these problems is possible after a comprehensive evaluation of an enterprise’s human resources. The authors propose to conduct a comprehensive evaluation in clearly defined areas: quantitative and qualitative evaluation, evaluation of the motivational state of human resources, and the final stage is to evaluate the efficiency of using Enterprise Human Resources. In the result of such evaluation, the administrative goal of human resource management will be achieved due to adoption of sound administrative decisions; thus, the information goal will be achieved as well, which is that both employees and managers have the opportunity to obtain reliable information about the activities; of course, the motivational goal of evaluation itself is among the most important means of motivating people's behaviour. In the authors’ opinion, their proposed theoretical approach to the evaluation of human resources, which is implemented due to identifying the level of quantitative and qualitative characteristics of human resources’ motivation and efficiency, will lead to conscious human resource management.

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Wyse, Robert De Moraes. "Motivação: Teorias Motivacionais do Comportamento Humano." Revista de Ciências Gerenciais 22, no. 36 (December 30, 2018): 134. http://dx.doi.org/10.17921/1415-6571.2018v22n36p134-141.

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Este artigo tem por objetivo discorrer sobre algumas teorias da motivação humana, expor um breve resumo das principais teorias motivacionais. Inicialmente, traz-se o conceito de motivação, abordando alguns autores da área, em seguida, algumas teorias motivacionais são abordadas, contextualizando relatos de autores da área através de pesquisa bibliográfica em livros e também em artigos. São abordadas as Teorias das Necessidades de Maslow, com a pirâmide das necessidades humanas, enfocando-se, dessa forma, a escala das cinco necessidades humanas hierarquizadas pelo autor; a Teoria dos Dois Fatores de Herzberg, em que são abordados os fatores Higiênicos, que são os fatores do ambiente de trabalho, e Motivacionais, que são os fatores internos do ser humano, que estão relacionados com a motivação interna do indivíduo para desempenhar suas atividades; a Teoria de ERG de Alderfer, em que a motivação humana é dividida em três categorias: Existência, Relacionamento e Crescimento; a Teoria X e Y de McGregor, em que são considerados comportamentos humanos antagônicos, como o homem detestar trabalhar, no caso da teoria X, e pela teoria Y o ser humano ser esforçado e gostar de ter uma atividade; e a Teoria da Expectativa de Vroom, que relata sobre a motivação da expectativa humana, em que defende que o ser humano realiza algo através de uma expectativa, visando a atingir um objetivo. E por último são realizadas algumas considerações finais. Palavras-chave: Motivação. Teorias Motivacionais. Maslow. Herzberg. Comportamento Humano. AbstractThis article aims to discuss some theories of human motivation, to bring a brief summary of the main motivational theories. Initially, it brings the concept of motivation, approaching some authors of the area, then some motivational theories are approached, contextualizing reports of authors of the area through bibliographical research in books as well as in articles. Maslow's Theories of Needs, with the pyramid of human needs, are approached, thus addressing the scale of the 5 human needs hierarchized by the author; Herzberg's Theory of Two Factors, which addresses the Hygienic factors, which are the factors of the work environment, and Motivational, which are the internal factors of the human being that are related to the individual’s internal motivation to perform their activities; Alderfer's ERG Theory in which human motivation is divided into 3 categories: Existence, Relationship and Growth; McGregor's Theory X and Y, in which are considered antagonistic human behaviors, as man hates to work, in the case of theory X, and by the theory Y the human being is endeavored and likes to have an activity; and the Theory of Vroom Expectation, which reports on the motivation of human expectation, in which he argues that the human being accomplishes something through an expectation, aiming to achieve a goal. And finally, some final considerations are made. Keywords: Motivation; Motivational Theories. Maslow. Herzberg. Human behavior.

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Sikorski, Eric, Shawn Mulvey, and Eva Wiese. "Effect of Anthropomorphic Design on the Effectiveness of Motivational Messages." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 63, no. 1 (November 2019): 1888–92. http://dx.doi.org/10.1177/1071181319631349.

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The potential for social robots to provide assistance to those in need continues to increase though optimal design for user acceptance and engagement continues to be elusive. The design of social robots for user motivation specifically has not been well researched yet evidence does indicate that virtual agents can be motivational. Theory of mind and social facilitation research points to the motivational potential of social robots. This study examines the effect of human-like appearance (i.e. anthropomorphism) on the effectiveness of motivational messages. Results indicate that images of humans paired with motivational messages were perceived as significantly more motivating than anthropomorphic images and zoomorphic images paired with motivational messages. There were no differences in motivation between anthropomorphic and zoomorphic images. Data indicates that participants tended to prefer human images to anthropomorphic and zoomorphic images for motivational purposes.

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Islamy, Athoillah. "DIALECTIC MOTIVATION, BEHAVIOR AND SPIRITUAL PEAK EXPERIENCE IN THE PERSPECTIVE OF ISLAMIC PSYCHOLOGY." Alfuad: Jurnal Sosial Keagamaan 3, no. 2 (December 6, 2019): 35. http://dx.doi.org/10.31958/jsk.v3i2.1759.

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This study aims to find the correlation of motivation, behavior and spiritual peak experience in the view of Islamic psychology. This type of research, namely qualitative research in the form of literature study. The primary data source of this research, namely the theory of hierarchy of human basic needs from Abraham Maslow. Meanwhile, secondary research data sources, namely various other relevant western motivational theories. The theory is used as a knife of analysis, namely the theory of motivation of the human soul from al-Ghazali which includes dimensions of heart, reason and lust. This study concludes that in the perspective of Islamic psychology there is a strong relationship between motivation and the behavior of every human being in the process of achieving spiritual peak experiences. The relationship of motivation and human behavior in the perspective of Islamic psychology that is more likely to emphasize religious motives (spiritual), both in psychological and physiological conditions of humans. motivation and behavior in Islam are very closely related to various stages in the process towards the ultimate spiritual human experience.

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Столяренко, Алена, Alyona Stolyarenko, Марина Матюнина, and Marina Matyunina. "THE ENCOMPASSING ANALYSIS OF THE PERSONNEL MOTIVATION THEORIES." Services in Russia and abroad 11, no. 3 (July 5, 2017): 42–51. http://dx.doi.org/10.22412/1995-042x-11-3-4.

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Article is devoted to the main issues of forming and significance of motivation in the general system of personnel motivation. The authors research the theoretical approaches to the consideration of the personnel features as a production factor (tool efficiency, diligence, potential, adaptability, vector, etc.). The article analyzes human resource management as a system in which the motivation is the main element affecting the staff. The authors on the base of studying the main approaches to the definition of motivation make the conclusion that it is a process of prompting the worker to carry out activities in accordance with company's existing objectives. It is confirms the fact that motivation is not only a part, but also the enterprise human resource management function. The article considers the most common, but constantly changing by their nature motivations for work, namely stability, assertiveness, flocking, etc. The authors analyze the relationship and interdependence of motivation and human needs through the study of the basic motivation theories, namely the classical theory of needs, human relations theory, theory of providing advantages, factor «Z» theory, the goal setting theory and other. The research result is in the fact that indivisibility and interdependence of human needs and their satisfaction, and consequently obtaining the desired result, is the basis of motivation. Therefore, inducement for activities, heading an employee to a particular activity and control are the main functions of motivation

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Winston, Christine N. "An existential-humanistic-positive theory of human motivation." Humanistic Psychologist 44, no. 2 (June 2016): 142–63. http://dx.doi.org/10.1037/hum0000028.

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Karimi, Kianoosh, and Javad Nickpayam. "Gamification from the Viewpoint of Motivational Theory." Emerging Science Journal 1, no. 1 (July 8, 2017): 34. http://dx.doi.org/10.28991/esj-2017-01114.

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Gamification is defined as the use of game elements and game design techniques in non-game contexts. It is expected that global gamification market will grow to USD $5.5 Billion by 2018. This tremendous market growth relies on basic human instinct to get enticed by both extrinsic and intrinsic motivations. This study aims to provide insights into gamification approach from motivation perspective. For this purpose, conceptual foundations of gamification described, including the structure and Benefits of Gamification, and then related motivation theories reviewed.

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Ryan, Richard M., James N. Donald, and Emma L. Bradshaw. "Mindfulness and Motivation: A Process View Using Self-Determination Theory." Current Directions in Psychological Science 30, no. 4 (June 22, 2021): 300–306. http://dx.doi.org/10.1177/09637214211009511.

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Mindfulness and motivation are both highly researched topics of great consequence for individual and social wellness. Using the lens of self-determination theory, we review evidence indicating that mindfulness is differentially related to different types of motivations, playing a facilitating role for highly autonomous forms of motivation, but not for externally controlled or introjected (self-controlling) forms of motivation. A key contribution of this review is our contention that mindfulness confers a range of intra- and interindividual benefits (e.g., well-being and prosociality) in part through its relation to autonomous motivations, a claim for which we outline preliminary evidence. Finally, we discuss how future research connecting mindfulness and motivation is important for both fields of study, for applied practices in areas such as psychotherapy and business, and for enhancing understanding of the processes underlying human wellness.

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Shchegortsova, Viktoria Mykolaivna. "MOTIVATION OF CIVIL SERVANTS FROM ARCHETYPICAL APPROACH PERSPECTIVE: THEORY AND PROBLEM ISSUES." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 14 (June 16, 2018): 356–66. http://dx.doi.org/10.31618/vadnd.v1i14.125.

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The theoretical bases of motivation of civil servants are considered in the article. The description of the basic motivational theories is presented. Substantive theories of motivation (A. Maslow, K. Alderfer, D. McCleland, F. Hertzberg) are based on the analysis of the motivational sphere of a person, on the direct relationship between satisfaction/dissatisfaction of human needs and motivation. In the procedural theories of motivation (V. Vroom, J. Adams, E. Lock, Porter-Lawler theory), the process of motivation is studied and attention is focused on the influence of external factors on the motivation of a person. On the basis of a review of the achievements of the scientific foundations of motivation, recommendations were made to the heads of the public administration authorities on the implementation of the motivation function. Generalized the main problems of labor motivation, typical for staff, regardless of the form of ownership of the organization. The following problems and obstacles in personnel motivation are identified: the complexity of research and determination of the motives of the individual, the problem of fairness in evaluating the performance of management and staff, dissatisfaction with hygiene factors, complex relationships in the team, inadequate expectations on the part of the employee, many innovations and changes in organization of work, monotony of activity, incompatibility of the worker’s qualification with the level of work, constant changes, stressful situations can cause apathy to slave father. Based on the results of the expert survey, the main problems of labor motivation in public administration bodies were identified. The system of motivating public servants has a number of shortcomings: dissatisfaction with the size of material security, the existence of state-wide interdepartmental and regional differences in the wage rates of civil servants, injustice with individual bonuses. The motivation of public servants is based on the opportunities for career growth, increasing competence, the prestige of working in government bodies, the stability of employment, job satisfaction, the amount of annual leave, good pensions and the opportunity to be involved in significant cases for society.

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Altunina, Inna R. "MOTIVATION PROBLEMS IN FOREIGN PERSONALITY THEORIES." RSUH/RGGU Bulletin. Series Psychology. Pedagogics. Education, no. 4 (2020): 12–28. http://dx.doi.org/10.28995/2073-6398-2020-4-12-28.

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Foreign author’s psychological theories of personality from the point of view of formulating and solving issues related to the field of motivation of human behavior are examined in the article. The theories are mainly presented, which are usually considered both in monographs devoted to theoretical issues of personality psychology, and in books, the purpose of which is to illuminate motivational issues. The provisions of these theories related to the topic of motivation are revealed and discussed. Particular attention is paid to the lack of clear scientific criteria for classifying a particular theory as a personal or motivational problem, although in fact motivation is only a particular aspect of personality psychology. In conclusion, the point is made that in modern theories of personality, the issues of motivation of human behavior are disclosed quite fully and versatile, however, there is still no unified, holistic psychological theory of motivation and a clear division of the theory into personal and motivational. The same is stated with regard to psychological theories of personality, which differ significantly from each other in terms of terminology, problems considered in them and scientific solutions offered to them.

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Hieu, Dao Trong, and Nguyen Hoai Phuong. "Employee Motivation in Vietnamese State-Owned Commercial Banks." Business and Management Horizons 9, no. 2 (August 12, 2021): 1. http://dx.doi.org/10.5296/bmh.v9i2.18935.

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Understanding the important of employee motivation in enhancing human resource quality as well as organization effectiveness, Vietnamese State-Owned commercial banks (SOCB) have applied different employee motivational policies. However, these policies haven’t been highly effective and effeciency cause of lacking understanding about factors affecting employee motivation. This study aims to identify and measure factors influencing employee motivation in Vietnamese SOCB applied expectancy theory and suggest recommendations to enhance their employee motivation. Data were collected from sending questionnaires to 4 biggest Vietnamese SOCBs. Cronbach’s alpha, Exploratory Factor Analysis (EFA), Linear regression were employed for analyzing and processing data. The results show that Expectation (E); Intrinsic rewards (INI); the employee anticipated satisfaction with intrinsic rewards (VI) have positive impact on employee motivation in SOCB. Based on the findings, some recommendations are proposed for SOCBs to improve employee motivations.

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Cahyorinartri, Niken. "MOTIVASI MAHASISWA BERORGANISASI DI KAMPUS." JURNAL PSIKOLOGI INSIGHT 2, no. 2 (January 31, 2019): 27–38. http://dx.doi.org/10.17509/insight.v2i2.14158.

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The aim of this study is to describe the student’s motivation in participating in student organizations at Universitas Jenderal Achmad Yani. This study uses self-determination theory to explain the motivation of students to involve in student organizations. Self-determination theory explained that human motivations were important sources in the development of personality and self-regulation. The motivation involved the reasons and the purposes in performing an action. Motivation moves from extrinsic motivations to intrinsic motivations. The method of this study was quantitative descriptive research. Participant of this research were college students who participating in students organizations. The result showed that most of the students participated in student organizations had integration extrinsic motivation. Students involved in the student organizations because they interested and it gived them some benefits. Draw the benefits in students organizations become the majority reasons of the students in participating in the student organizations.

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Mishra, Abhishek, Anish Yousaf, and Insha Amin. "An attribute-based framework for students' motivation to join an HEI: a self-determination theory perspective." International Journal of Educational Management 35, no. 1 (October 6, 2020): 201–15. http://dx.doi.org/10.1108/ijem-06-2020-0281.

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PurposeThe current work explores the attributes that serve as motivation regulations for students' selection of a higher education institute (HEI).Design/methodology/approachWith a self-determination theory (SDT) perspective, the current study used a mixed-method approach to develop a scale to measure HEI attribute-based motivation regulations.FindingsA total of eight regulations were proposed: academic/extracurricular activities, infrastructure, faculty research expertise, teaching and learning quality, placement opportunities, marketing and promotion, education cost and social influence. The first four were autonomous motivations and the remaining were controlled motivations.Research limitations/implicationsThe study leverages the SDT motivation continuum into a structured HEI attribute-based student motivation framework.Practical implicationsThe study guides HEI managers with specific attributes to position the institute appropriately.Originality/valueThis is one of the few works in the higher education utilizing the complete SDT framework.

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Mansaray, Hassan Elsan. "The Role of Human Resource Management in Employee Motivation and Performance-An Overview." Budapest International Research and Critics Institute (BIRCI-Journal) : Humanities and Social Sciences 2, no. 3 (August 2, 2019): 183–94. http://dx.doi.org/10.33258/birci.v2i3.405.

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This paper discusses the link between motivation and performance, and established what makes motivation to have a central role in getting high performances from employees in organizations. It was revealed from the review that there are several motivational theories used by employers at different situations when they want their employees to highly perform. As motivation is to influence employees to perform, hence; performance is the evaluation with respect to acknowledged tasks, objectives, goal line and rational anticipations linked with a role, occupation in an organization. This paper has looked at some of these theories that have been proven and accepted by the general public. They comprise Maslow’s hierarchy of needs, McGregor’s theories x and y, McClelland’s theory of learned needs, Alderfer’s ERG theory, Herzberg’s two-factor theory, Vroom’s expectancy theory and different types of motivation, such as intrinsic and extrinsic. It is evident from the literature reviewed that all theories were established on some experimentations or observations, as a result they are just written ends about a tested situation. Though circumstances can be comparable, they will perhaps by no means be the same. Also, studies have showed that highly motivated employees that are productive and innovative can lead the organization to success through the achievement of its desired results.

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Suripto, Teguh. "MENINGKATKAN KINERJA KARYAWAN MELALUI EXPECTANCY THEORY DALAM MOTIVASI." JESI (Jurnal Ekonomi Syariah Indonesia) 5, no. 2 (May 24, 2016): 115. http://dx.doi.org/10.21927/jesi.2015.5(2).115-123.

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Abstract Competition and economic growth has led many companies strive to improve its quality. Many efforts made by the company to improve its quality, including improving the process of production, did diversifying products, and motivating employees to improve performance. All of these efforts make a lot of companies have a lot to do an evaluation of His attempt. By understanding expectancy can be arranged planning employees good motivation, which can improve employee performance. Therefore learn Expectacy employees, as stipulated in the Expectancy Theory can help companies to plan and mapping motivation will be given to employees. Furthermore, how Expectancy Theory in motivation able to provide guidelines for the planning of motivation in the company? Is Theory expectancy implementation can improve the performance of employees in the company? Writing this using literature study, using journals and book library. The study concluded among other things, that an approach that can be used to megetahui what drives human beings is Expectancy Theory. This approach assumes that people will take action to achieve the goals that he considered valuable. Expectancy Theory is basically capable of providing employee performance improvement, because, in the provision of motivation, employees and leaders working to achieve the expected goals together, and also conduct a review and evaluation of the results. Keyword: Expectancy Theory, Motivation, Performance

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Gagné, Marylène, and Edward L. Deci. "Self-determination theory and work motivation." Journal of Organizational Behavior 26, no. 4 (April 14, 2005): 331–62. http://dx.doi.org/10.1002/job.322.

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Veres, Jennifer Chelsea, Nathan Eva, and Andrew Cavanagh. "“Dark” student volunteers: commitment, motivation, and leadership." Personnel Review 49, no. 5 (December 6, 2019): 1176–93. http://dx.doi.org/10.1108/pr-02-2019-0085.

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Purpose Drawing from the cognitive evaluation theory, the purpose of this paper is to explore the relationship between student volunteers’ narcissism, Machiavellianism and psychopathy, and commitment to university volunteer programmes through the mediating mechanisms of self-orientation and pro-social motivation. Further, it investigates the roll of servant leadership in mitigating these personality types and encouraging student volunteers to become more pro-socially motivated. Design/methodology/approach The study uses data collected via questionnaire from 156 student volunteers across Australia. Hypothesis testing was conducted using ordinary least squares regression with the path-analytic conditional process modelling (PROCESS) macro for SPSS. Findings The study’s analysis indicated that self-orientated motivation mediated the relationship between narcissism and normative commitment, and pro-social motivation mediated the relationship between both Machiavellianism and psychopathy, and affective commitment. Further, servant leadership was found to moderate the relationship between both Machiavellianism and psychopathy, and pro-social motivation, such that the negative relationship became weaker under a servant leader. These findings suggest that servant leaders play a significant role in encouraging “dark” personalities to see the light. Originality/value This research is the first to examine the use of the Dark Triad in a student volunteering context. It extends the cognitive evaluation theory by revealing that extrinsic (in contrast to intrinsic) motivations are “crowded out” as intrinsic (in contrast to extrinsic) motivations develop within individuals. The study also refines the social learning theory, by examining the influences of “positive” leadership attributes (servant leadership) on “darker” (Dark Triad) personalities.

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Szalma, James L. "On the Application of Motivation Theory to Human Factors/Ergonomics." Human Factors: The Journal of the Human Factors and Ergonomics Society 56, no. 8 (October 2014): 1453–71. http://dx.doi.org/10.1177/0018720814553471.

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Healy, Kevin. "A Theory of Human Motivation by Abraham H. Maslow (1942)." British Journal of Psychiatry 208, no. 4 (April 2016): 313. http://dx.doi.org/10.1192/bjp.bp.115.179622.

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Buss, David M. "Human Social Motivation in Evolutionary Perspective: Grounding Terror Management Theory." Psychological Inquiry 8, no. 1 (January 1997): 22–26. http://dx.doi.org/10.1207/s15327965pli0801_3.

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Rigby, C. Scott, and Richard M. Ryan. "Self-Determination Theory in Human Resource Development: New Directions and Practical Considerations." Advances in Developing Human Resources 20, no. 2 (April 20, 2018): 133–47. http://dx.doi.org/10.1177/1523422318756954.

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The Problem There has been a “Copernican turn” in approaches to motivation and management: The focus in human resource development (HRD) and management circles today is no longer on how companies can motivate or incentivize employees from the outside, but instead on how they can effectively foster and support the high-quality motivation that comes from within employees. Developing affective commitment and intrinsic motivation is highlighted as a key to organizational success and employee satisfaction. The Solution In this article, we review our applications of self-determination theory (SDT; Ryan & Deci, 2017) concerning how organizations can both assess and build a culture of high-quality motivation. We review a continuum of types of motivation in the workplace that range from passive or controlled compliance to personal valuing of and intrinsic interest in one’s work. We then discuss how support for employees’ basic psychological needs for autonomy, competence, and relatedness leads to these higher quality types of motivation. Evidence shows that enhanced need satisfaction can come from managerial climate, job design, and well-crafted compensation strategies, as well as being influenced by the perceived mission of the company. A focus on basic needs provides a practical basis for leveraging positive change and achieving goals from talent retention to workplace wellness. The Stakeholders This article was written to help both researchers and practitioners in HRD (i.e., organizational leaders, human resource professionals, managers) learn the basic principles and applications of SDT as a means of unlocking a more practical and actionable model for engagement and motivation. This review not only translates SDT into practice, opening opportunity for collaboration between researchers and practitioners, but also provides meaningful insight into sustained employee motivation and engagement, job satisfaction, and productivity.

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Sobral, Filipa, Maria José Chambel, and Filipa Castanheira. "The Temporary Agency Worker’s Motivation Profile Analysis." International Journal of Environmental Research and Public Health 18, no. 13 (June 24, 2021): 6779. http://dx.doi.org/10.3390/ijerph18136779.

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The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation), yet it is only recently that the theory has been advanced to explain how these different forms combine to influence temporary agency workers’ (TAWs) affective commitment and their perception over the human resources practices (HRP) applied. We tested this theory with data from seven temporary agency companies (N = 3766). Through latent profile analysis (LPA) we identified five distinct motivation profiles and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP. We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles. Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated, and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives. These differences are consistent with the notion that a motivation profile provides a context that determines how the individual components are experienced. Theoretical and practical implications of this context effect are discussed.

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Willem, Annick, and Michiel Coopman. "Motivational paradigms for the integration of a Belgian hospital network and merger presented in the printed press." International Journal of Organizational Analysis 24, no. 5 (November 7, 2016): 811–34. http://dx.doi.org/10.1108/ijoa-04-2013-0656.

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Purpose Legitimizing health-care networks over time is crucial to the survival of the networks, but studies providing insight into the motivational paradigms used to legitimize networks and mergers are missing. This study aims to contribute by analyzing which motivational paradigms, namely, transaction costs economics, resource dependency, stakeholder theory, organizational learning and institutional theory, are used over time to motivate the formation, integration and eventually merger of a health-care network. Design/methodology/approach The theoretical paradigms from the literature are matched with the motivational arguments that were found in the communication around the formation and evolution of a specific health-care network. Secondary data in the printed press were analyzed in three ways to obtain triangulation in method. Findings Five theoretical paradigms matched the communication during significant parts of the time-scope of the study, but not always equally strong. It, therefore, confirms the usefulness of an integrated and evolutionary perspective on the paradigms, not only during the formation but also during the life-span of the organization. Originality/value Insight into the motivational paradigms that dominate in the press during an integration and merger process allows for health-care managers and policy makers to manage the process of legitimizing. This might prevent network failure because of lack of legitimacy, misperceptions of the motivations, overemphasizing one motivation or inability to move to a next layer of motivation when the integration process evolves.

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Navarro, José, and Carlos Arrieta. "Chaos in Human Behavior: The Case of Work Motivation." Spanish journal of psychology 13, no. 1 (May 2010): 244–56. http://dx.doi.org/10.1017/s1138741600003826.

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This study considers the complex dynamics of work motivation. Forty-eight employees completed a work-motivation diary several times per day over a period of four weeks. The obtained time series were analysed using different methodologies derived from chaos theory (i.e. recurrence plots, Lyapunov exponents, correlation dimension and surrogate data). Results showed chaotic dynamics in 75% of cases. The findings confirm the universality of chaotic behavior within human behavior, challenge some of the underlying assumptions on which work motivation theories are based, and suggest that chaos theory may offer useful and relevant information on how this process is managed within organizations.

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Abdel-kawi, Ola, and James Kole. "An Islamic Perspective on the Expectancy-Valence Theory." American Journal of Islam and Society 8, no. 3 (December 1, 1991): 453–60. http://dx.doi.org/10.35632/ajis.v8i3.2605.

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The most commonly used classification of motivation theories amongorganizational behavior scholars is the content and process theories (Altman,Valenzi, and Hodgetts 1985). While content theories address what motivatesemployees, process theories speculate about how to motivate them (Bedeian1980).When Muslim scholars have discussed motivation theories, they haveexplained the Islamic perspective on the content approach. For example,Sharafeldin (1988) compared content theories with the socialist approach ofmotivation. He emphasized the extrinsic motives of Islamic values andconcluded that these values are alternative motivators for Muslims to achievebetter performance. Ahmad (1988,3) also reviewed content theories and arguedthat the ritual aspect of the human personality is an intrinsic motive otherthan the “materialistic-orientation”o f the content theories. In addition, Shareef(1988, 11) noted that while certain Islamic actions will fulfill the selfactualizationneeds, “economic incentives are motivators only in life-threateningsituations.”Despite this focus on the content approach of motivation theories, Muslimscholars have given less attention to how to motivate employees. They alsohave not provided sufficient conceptualization for an Islamic process by whichMuslim employees make their motivational choices within an Islamic context.This paper addresses this gap in Islamic organizational behavioml literatureby a) presenting an Islamic model of motivation process dmwn from the @fan;b) discussing the model’s dynamics in relation to both social learning theoryand Vroom’s expectancy theory; and c) introducing an Islamic expectancyand exploring its instrumentalities and implications ...

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Deci, Edward L., and Richard M. Ryan. "Self-determination theory: A macrotheory of human motivation, development, and health." Canadian Psychology/Psychologie canadienne 49, no. 3 (2008): 182–85. http://dx.doi.org/10.1037/a0012801.

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Vincent, Jean-Dider. "Brain mechanisms underlying basic affective processes." European Review 8, no. 2 (May 2000): 225–30. http://dx.doi.org/10.1017/s1062798700004798.

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According to the classical psycho-physiological theories, human and animal behaviour are dictated by inborn or acquired motivation. The sight of a serpent for example, is an inborn motivation for flight and fear in a dog, but the fear of a policeman, on the other hand, is an acquired motivation in humans. Acquired or derived motivations result from conditioning or associative procedures that come under the general heading of reflex theory. This does not take into account the notion of subjectivity, which subordinates the state to an act whose motive can always be traced back to the satisfaction of an inborn need of the species. But can we always talk about vital needs or acts that have been learnt when we see certain ways of behaving which cannot be explained or justified by any utility?

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Mielniczuk, Emilia, and Mariola Laguna. "Motivation and training initiation: evidence from Poland." Journal of Workplace Learning 29, no. 1 (February 13, 2017): 24–36. http://dx.doi.org/10.1108/jwl-01-2016-0002.

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Purpose Based on the self-determination theory and the model of action phases, the present study aims to provide insight into motivational factors that are important for training initiation. It investigates the relations between three types of motivation (intrinsic, extrinsic and amotivation) and training initiation: intention to initiate new training and plan formulation. Design/methodology/approach Data were collected from 155 employees using the Motivation for Training Initiation Scale and the Training Intention and Training Planning Scales. Findings The results of hierarchical regression analyses show that intrinsic and extrinsic motivation are positively, while amotivation is negatively, related to intention to start new training. Intrinsic motivation is a significant predictor of training plan formulation. The stronger is the intention, the more precise are plans to undertake training. Research limitations/implications The cross-sectional study design limits causal conclusions concerning actual training action. This, therefore, encourages the validation of study hypotheses in a longitudinal manner. Practical implications The results offer suggestions on how to foster training initiation taking into account types of motivation. Originality/value The study for the first time combines the model of action phases with the self-determination theory.

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Apter, Michael J., and Mitzi Desselles. "Zigzag and zeitgeist: motivation in organizations." Development and Learning in Organizations: An International Journal 32, no. 5 (September 3, 2018): 5–7. http://dx.doi.org/10.1108/dlo-03-2018-0040.

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Purpose The purpose of this paper is to introduce an unconventional approach to personality and motivation, known as reversal theory, and to bring out some of its challenging practical implications, especially for organizations. The theory emphasizes frequent change and people’s tendency to “zigzag” creatively through life rather than be limited by fixed traits, or types, which limit their capabilities. Design/methodology/approach The paper introduces some basic concepts of the reversal theory. Findings Research shows, among other things, that there are four basic pairs of motivational states that people reverse between in the course of everyday life, that individuals vary in terms of their degree of “motivational intelligence”, and that organizations have contrasting emotional “microclimates” that can be controlled and changed by leaders as needs change. Research limitations/implications The theory has been developed from some 40 years of dedicated psychological research – observational, clinical, psychometric, and experimental – in many different countries and on a wide variety of topics. Practical implications The psychological theory was developed originally from work in clinical and counseling psychology and has always had an applied orientation. Practical concepts touched on in this paper include motivational intelligence, psychological reversal, and microclimates. These ideas have been applied in many different fields including personal and leadership development, workplace satisfaction, and customer relations. Originality/value The theory clearly contrasts with other psychological theories, has empirical support, and has proved itself in various applied contexts.

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Van Wormer, Katherine. "Motivational Interviewing: A Theoretical Framework for the Study of Human Behavior and the Social Environment." Advances in Social Work 8, no. 1 (April 30, 2007): 19–29. http://dx.doi.org/10.18060/129.

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This article provides a critical analysis of motivational interviewing stages of change model. Although rarely included in textbooks on human behavior and the social environment, this model has much to teach us about that aspect of human behavior most germane to social work practice—personal motivation for change of behaviors that are dysfunctional. The basic concepts that underlie motivational interviewing are derived from empirically-based principles from the science of social psychology. This article provides a historical and comparative approach to theory development, argues for the utility of this perspective as a guide to practice, and provides suggestions for further theory development.

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Asad Poor, S. Javad. "End-Users’ Sense of Home in Mass-Housing Based on Maslow’s Theory." Asian Journal of Environment-Behaviour Studies 2, no. 4 (July 1, 2017): 55–64. http://dx.doi.org/10.21834/aje-bs.v2i4.210.

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"Sense of home" in mass housing depends on the degree of congruity of the environment with end-users’ different motivations, which would be achieved by their participation. End-users' participation in mass housing is quite challenging and critical because they are inaccessible and absent. This paper aims at investigating the interrelationships between end-users’ motivational factors and different participatory modes/levels. An overview of theories and concepts on human motivation and different participatory modes/levels results in explaining the degree of readability of different motivations, and the application of various participatory methods in representing these motivations. Keywords: Mass Housing; Participation; End-Users’ Needs; Sense of Home; eISSN 2514-751X © 2017 The Authors. Published for AMER ABRA by e-International Publishing House, Ltd., UK. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia.

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Gupta, Nikhil Jaiprakash. "Analysing the Motivational Needs Amongst Policemen: Maslow's Theory Revitalised." Police Journal: Theory, Practice and Principles 75, no. 3 (November 2002): 193–203. http://dx.doi.org/10.1177/0032258x0207500302.

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Motivation is an important management tool, especially in those organisations that are heavily dependent on the skills and ability of men rather than on machines. The police department is one such organisation which still today, despite modernisation, is human oriented. Police managers need to understand methods for motivating officers and men working under them. Maslow's Theory of Hierarchy of Needs provides a simple yet effective way of motivating employees. A study conducted in the Sindhudurg district of Maharashtra State (India) provides an insight into the motivating needs of police officers and men in the district. The study also points towards the steps that senior police managers need to take in order to have a highly motivated police force.

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BERMAN, FREDERIC E., and JOHN B. MINER. "MOTIVATION TO MANAGE AT THE TOP EXECUTIVE LEVEL: A TEST OF THE HIERARCHIC ROLE-MOTIVATION THEORY." Personnel Psychology 38, no. 2 (June 1985): 377–91. http://dx.doi.org/10.1111/j.1744-6570.1985.tb00554.x.

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Werdhiastutie, Any, Fendy Suhariadi, and Sri Gunani Partiwi. "Achievement Motivation as Antecedents of Quality Improvement of Organizational Human Resources." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 3, no. 2 (May 8, 2020): 747–52. http://dx.doi.org/10.33258/birci.v3i2.886.

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Achievement motivation is closely related to success and success or individual spirit in achieving a goal or success. David McClelland is famous for the theory of the need to achieve achievement that states that motivation varies, according to the strength of one's need for achievement. Motivation of work is a strong desire for humans to do a job related to the goals and needs to be achieved. Achievement motivation should also be designed according to the strategy model. Analysis of achievement motivation will lead to the form of evaluation on human resources and other potentials owned by the organization appropriately. Achievement motivation is intended to encourage the elements of improvement that will be applied and evaluated as the stage of improving the quality of human resources organization. Individual needs are met able to improve performance. Individuals in this study are motivated on the basis of achievement to be achieved based on the needs of each individual. Achievement motivation implanted in work system according to individual needs and desires is found able to produce greater individual performance improvement

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Yen, Wen-Wei. "Relationships among perceptions of organizational politics (POPs), work motivation and salesperson performance." Journal of Management & Organization 21, no. 2 (January 14, 2015): 203–16. http://dx.doi.org/10.1017/jmo.2014.75.

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AbstractSalespersons differ from office workers in office time, work pressure and salary structure, thus their perceptions of organizational politics (POPs) and work motivations may also differ. Based on literature review and the expectancy theory of motivation, this study proposes three hypotheses: (1) POPs is positively related to salesperson performance, (2) POPs is positively related to salesperson work motivation and (3) there is mediator effect for work motivation in the relationship between POPs and salesperson performance. A questionnaire survey was conducted on four representative companies from the list of product manufacturers and service providers in Taiwan. The POPs and work motivation questions were answered by the salespersons, whereas the salespersons’ performance questions were assessed by the sales managers. A total of 850 questionnaires were distributed with 510 valid responses returned for hypotheses testing. The results support the three hypotheses, suggesting POPs can lead to improved salesperson performance, and this effect is mediated through work motivation. This new finding disagrees with the orthodox finding within the literature, which states that POPs and job performance for office workers are negatively correlated. The inconsistency may be ascribed to different work motivations between two groups of organizational members.

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Donald, James N., Emma L. Bradshaw, Richard M. Ryan, Geetanjali Basarkod, Joseph Ciarrochi, Jasper J. Duineveld, Jiesi Guo, and Baljinder K. Sahdra. "Mindfulness and Its Association With Varied Types of Motivation: A Systematic Review and Meta-Analysis Using Self-Determination Theory." Personality and Social Psychology Bulletin 46, no. 7 (December 30, 2019): 1121–38. http://dx.doi.org/10.1177/0146167219896136.

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Mindfulness has been shown to have varied associations with different forms of motivation, leading to a lack of clarity as to how and when it may foster healthy motivational states. Grounded in self-determination theory, the present study proposes a theoretical model for how mindfulness supports different forms of human motivation, and then tests this via meta-analysis. A systematic review identified 89 relevant studies ( N = 25,176), comprising 104 independent data sets and 200 effect sizes. We used a three-level modeling approach to meta-analyze these data. Across both correlational and intervention studies, we found consistent support for mindfulness predicting more autonomous forms of motivation and, among correlational studies, less controlled motivation and amotivation. We conducted moderation analyses to probe heterogeneity in the effects, including bias within studies. We conclude by highlighting substantive and methodological issues that need to be addressed in future research in this area.

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Scheuer, Steen. "Rational Choice og socialt-normative aktørmotiver i arbejdslivet - en kritisk revision af den klassiske visdom." Dansk Sociologi 10, no. 1 (August 25, 2006): 41–60. http://dx.doi.org/10.22439/dansoc.v10i1.671.

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Rational choice and social normative actor motives at work: a critical revision of received wisdom This article challenges the received wisdom’ of human relations theory from Mayo to present day organization theory, and that of sociological theory in general that has regarded workers’ social motivations and social norms as being opposed to rational choice types of motivation. Through a critical re-reading of classical studies in indus-trial sociology (including the Hawthorne experiments by Roethlisberger and Dickson, the Luton studies by Gold-thorpe, Lockwood and colleagues and Burawoy’s Manu-facturing Consent), it is shown that workers on the floor shop in these studies had mixed motivations, that is, they applied social-normative motivations for only some of their actions. These social normative motivations diverged at times from rational choice motivation, but at other times converged with the workers’ rational choice motives. The critical review of the literature shows that not only do workers have both types of motivation, but that they actively and reflectively choose between them in concrete situations, and that these choices are often based on a reasonable level of information. Modern organization theo-ry then throws the baby out with the bath water in its critique of rational choice actor motives. Rational choice and social normative motives supplement each other in understanding workers’ behaviour.

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Akkermans, Jos, Annet H. de Lange, Beatrice I. J. M. van der Heijden, Dorien T. A. M. Kooij, Paul G. W. Jansen, and Josje S. E. Dikkers. "What about time? Examining chronological and subjective age and their relation to work motivation." Career Development International 21, no. 4 (August 8, 2016): 419–39. http://dx.doi.org/10.1108/cdi-04-2016-0063.

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Purpose The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work. Design/methodology/approach Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study. Findings The results from the regression analyses and structural equation modeling analyses support the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically, workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board. Originality/value The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.

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Miner, John B., Donald P. Crane, and Robert J. Vandenberg. "Congruence and Fit in Professional Role Motivation Theory." Organization Science 5, no. 1 (February 1994): 86–97. http://dx.doi.org/10.1287/orsc.5.1.86.

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Smith, Rebecca, Rohan Jayasuriya, Peter Caputi, and David Hammer. "Exploring the role of goal theory in understanding training motivation." International Journal of Training and Development 12, no. 1 (March 2008): 54–72. http://dx.doi.org/10.1111/j.1468-2419.2007.00295.x.

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Gove, Walter R. "Why We Do What We Do: A Biopsychosocial Theory of Human Motivation." Social Forces 73, no. 2 (December 1994): 363. http://dx.doi.org/10.2307/2579814.

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Cannon, Dale. "To Flourish or Destruct: A Personalist Theory of Human Goods and Motivation." Tradition and Discovery: The Polanyi Society Periodical 43, no. 3 (2017): 57–59. http://dx.doi.org/10.5840/traddisc201743325.

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Kusyszyn, Igor. "Existence, Effectance, Esteem: From Gambling to a New Theory of Human Motivation." International Journal of the Addictions 25, no. 2 (January 1990): 159–77. http://dx.doi.org/10.3109/10826089009056206.

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Horowitz, Leonard G. "The Self-Care Motivation Model: Theory and Practice in Healthy Human Development." Journal of School Health 55, no. 2 (February 1985): 57–61. http://dx.doi.org/10.1111/j.1746-1561.1985.tb04079.x.

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Gove, W. R. "Why We Do What We Do: A Biopsychosocial Theory of Human Motivation." Social Forces 73, no. 2 (December 1, 1994): 363–94. http://dx.doi.org/10.1093/sf/73.2.363.

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Keller, Johannes, and Rebekka Kesberg. "Regulatory focus and human values." Psihologija 50, no. 2 (2017): 157–86. http://dx.doi.org/10.2298/psi160809004k.

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The present article connects two approaches to the study of human motivation and behavior: The Schwartz model of human values and Higgins? regulatory focus theory. Considering a prominent model of human motivation - the Rubicon Model of Action Phases - reveals that although both approaches refer to goals and standards as crucial constructs, human values are specifically relevant concerning the so-called deliberation and evaluation phases whereas selfregulatory orientations are specifically relevant concerning the volitional phases (i.e., planning and action). It may be due to the selective focus on specific aspects of human motivation that up to date hardly any (empirical) work has tried to connect human values and selfregulatory orientations. The reported studies assessed the relation between the endorsement of values proposed in the Schwartz model of human values and individual differences in the two self-regulatory orientations (promotion and prevention) proposed in regulatory focus theory. Findings reveal that prevention-focused self-regulation is positively related to conservation values (security, conformity) and negatively related to values reflecting openness to change (stimulation, self-direction). Moreover, promotion-focused self-regulation was positively related to self-enhancement values (power, achievement) and negatively related to values reflecting self-transcendence (universalism, benevolence). In addition, the observed relations were found using different instruments to measure human values and self-regulatory orientations. In combination, the observed findings support the proposed two-dimensional structure of the value system as well as fundamental assumptions of regulatory focus theory.

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Boag, Simon. "Personality Dynamics, Motivation, and the Logic of Explanation." Review of General Psychology 22, no. 4 (December 2018): 427–36. http://dx.doi.org/10.1037/gpr0000150.

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Dynamic personality approaches provide an important step forward for twenty-first century personality theories because they promise greater explanatory power compared with latent trait approaches. Nevertheless, whether dynamic personality theories satisfactorily address motivated action remains unclear. To address this, this article discusses the logic of explanation and problems with latent trait approaches in terms of circularity and reification. The article then assesses explanation within dynamic personality accounts and the putative role of motivation. While dynamic personality approaches avoid many of the problems associated with latent trait accounts, a satisfactory account of motivational systems and “human nature” is currently missing. Suggestions for addressing the dynamics of human nature in terms of criteria for motivational systems are discussed. Attachment theory is offered as one possible foundation for addressing the motivational dynamics of personality.

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Mihaylov, Anastas. "MOTIVATION IN LEARNING MUSICAL INSTRUMENT IN THE CONTEXT OF SELF-DETERMINATION THEORY." Knowledge International Journal 28, no. 3 (December 10, 2018): 1063–67. http://dx.doi.org/10.35120/kij28031063a.

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The relation between motivation and education is a subject of numerous different researches. In spite of that there is a lack of overall concept giving a solid theoretical foundation for building motivation of learning musical instrument. The aim of the article is to fill the gap presenting an overview of a Self-determination theory (SDT) as an approach to building a stable motivation in music education. As a contemporary macro theory of motivation SDT examines the nature and sources of human motivation. Article describes the key components of the theory- notion of basic psychological needs, the concept of intrinsic and extrinsic motivation. Relation of motivation with autonomy, competence and relatedness is also discussed. The study puts accent on transformation of the extrinsic into intrinsic motivation, the stages of that process and the application of Self-determination theory in musical education. Results are presented as the basis for future research in the field focusing on perspectives for creating a model for building a stable motivation of learning musical instrument.

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Journal articles on the topic 'Theory of human motivation'

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