Outcome-based theory of work motivation

This paper introduces an outcome-based theory of work motivation. This theory focuses on the individual's expected consequences of his or her action. We identify four different types of expected consequences, or motives. These motives lead to four types of motivation: extrinsic, intrinsic, contributive, and relational. We categorize these outcomes using two criteria: the perceived locus of causality, which defines the origin of the motivation, and the perceived locus of consequence, which defines who receives the consequences of the action. Individuals generally act based on a combination of extrinsic, intrinsic, contributive, and relational motivations, each one having a particular weight. We use the term motivational profile to refer to the particular combination of an individual's motivations in a certain context. Individuals may experience conflict when different alternatives convey different expected consequences (or motives). Resolution of conflicts among motives results in motivational learning. Specifically, the resolution of conflicts among motives of the same type results in calculative learning. On the other hand, the resolution of conflicts among motives of different types results in evaluative learning. Evaluative learning implies a change in the individual's motivational profile.work motivation; locus causality; motivational profile; extrinsic motivation; intrinsic motivation; contributive motivation; relational motivation;

A Qualitative Analysis of Motivation of Elite Female Triathletes

The multidimensional theoretical framework of Self-Determination Theory (SDT) has gained prominence in the sport and exercise field to assist in understanding human motivation. While there is extensive research on motivation of recreational athletes, no study has qualitatively examined the motivation of elite female triathletes. The primary purpose of this research was to determine how motivation to train and compete is maintained at the elite level using the Basic Needs Theory. The participants were eight elite female triathletes who competed in International Triathlon Union (ITU) draft-legal Olympic distance, Half- Ironman, and Ironman triathlons. Results from the semi-structured interviews revealed that challenges, love of the sport, and togetherness enhanced motivation to persist in this demanding sport. Several similarities with Deci and Ryan\u27s (2000) Basic Needs Theory were found. Directions for future research using SDT within the sport of triathlon were discussed

Motivation and the theory of the firm

This paper proposes to revisit the debate on the theory of the firm using motivation theory as the primary analytical tool.theory of the firm; motivation theory

Sensory imagery in craving: From cognitive psychology to new treatments for addiction

Sensory imagery is a powerful tool for inducing craving because it is a key component of the cognitive system that underpins human motivation. The role of sensory imagery in motivation is explained by Elaborated Intrusion (EI) theory. Imagery plays an important role in motivation because it conveys the emotional qualities of the desired event, mimicking anticipated pleasure or relief, and continual elaboration of the imagery ensures that the target stays in mind. We argue that craving is a conscious state, intervening between unconscious triggers and consumption, and summarise evidence that interfering with sensory imagery can weaken cravings. We argue that treatments for addiction can be enhanced by the application of EI theory to maintain motivation, and assist in the management of craving in high-risk situations

Why are Some Engaged and Not Others? Explaining Environmental Engagement among Small Firms in Tourism

This paper examines the reasons for different levels of environmental engagement among small firms in tourism. Drawing on theories of motivation, notably Social Cognitive Theory, Motivation Systems Theory and Goal Orientation Theory, as well as the literature on environmental sensitivity, it proposes a novel conceptual framework that is subsequently used to inform an empirical study. The findings of the research suggest that varying levels of environmental engagement may be explained by differences in worldviews, self-efficacy beliefs, context beliefs and goal orientation. The paper concludes by considering the policy implications of the results. © 2011 John Wiley & Sons, Ltd

The Moderating Effects of Praise on the Relationship between Autonomy and Work Motivation

This study applied self-determination theory principals and the already existing links to work motivation to examine how praise would moderate the relationship between work motivation and autonomy. Previous literature has already stated that there is a positive relationship between autonomy and work motivation and also a positive relationship between praise and work motivation. A sample of 54 participants was used in a 37 question survey highlighting questions on work motivation, autonomy and praise. Our results yielded that there was in fact a significant relationship between praise moderating the effects of autonomy on work motivation. From this research it is evident that praise plays a much greater role in the level of work motivation that employees have. This is something that managers should pay attention to when creating higher levels of motivation in their company

Can the Theory of Motivation Explain Migration Decisions?

According to Abraham Maslow's motivational theory, human action is motivated by five groups of human needs. The model introduced in this paper exploits Maslow's theory to explain migration flows between regions. In the model, movement from one place to another influences migrant's utility through three various ways. First, through change in wage caused by different wage levels in each location. Second, through changes in utility connected with individuals safety needs and finally, through disarrangement of individual's social networks. When safety and social needs are added to the model, equilibria arise in which wage differential between regions persists.agent-based modeling; decision making; migration; motivation; networks

Protection Motivation Theory and Contingent Valuation: Perceived Realism, Threat and WTP Estimates for Biodiversity Protection

We report on a discrete-choice CV study conducted in Germany to value the WTP for biodiversity protection in less developed countries. To systematically investigate survey realism and subjective threat assessment from the loss of biodiversity described in the scenario the study includes questions to uncover the constructs of Protection Motivation Theory, which is introduced to the CV literature. The patterns of responses to such questions are analysed using an Expectation-Maximization algorithm to derive class membership probabilities. These are found to match the predictions of Protection Motivation Theory and systematically improve the logistic analysis of the WTP responses.Biodiversity valuation, Protection motivation theory, Latent class analysis, Expectation-Maximization algorithm, Contingent valuation

The Validity of Herzberg’s Dual-Factor Theory on Job Satisfaction of Political Marketers

An avalanche of studies has been conducted to determine the level of job satisfaction, and determinants thereof, among political marketers – including political party supporters. Majority of these studies utilized the Maslow theory, which is based on a hierarchy of needs. Maslow’s theory has severally been criticized on philosophical, methodological and hierarchical grounds. The theory argues that human needs are ordered, i.e. they range from lower-order to higher-order needs. As one need is adequately or partially fulfilled, the individual moves to the next higher-order need. By so doing, an individual is said to derive his job satisfaction. But Herzberg’s two-factor theory (also called motivation /Hygiene theory) has been suggested as a more plausible alternative to the Maslow’s Theory for studying job satisfaction, and in evaluating the previous research efforts on political marketers which are mainly rooted in Maslow’s theory. The purpose of this paper is to present the result of an empirical investigation of the validity of the motivation – Hygiene Theory in the Nigerian political environment. The result should prove useful in evaluating the theory as an alternative to Maslow’s theory when studying job satisfaction

Stuck in a rut - Can I try something different? The role of intrinsic motivation and mood in the creative performance of ICT professionals : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Human Resource Management at Massey University, Albany, New Zealand

In a hyper-competitive and knowledge-based economy, creativity and innovation are considered as the lifeblood of success for ICT firms. Literature suggests that intrinsic motivation and positive mood drive the creative performance of employees. Nonetheless, the mechanism through which creativity antecedents influence the creative performance of IT professionals is seldom examined. Furthermore, the assertion that intrinsic motivation and positive mood – through motivational-affective mechanisms – spur employee creativity has rarely been tested. Therefore, drawing on Self-Determination theory, Cognitive Evaluation theory and Componential theory of creativity, the current study examines the relationship between specific creativity antecedents (job flexibility, perceived supervisor support for creativity, creative role identity and creative self-efficacy), intrinsic motivation, positive mood and creative performance of IT employees. Partial-least-squares based structural equation modeling (PLS-SEM) was conducted using survey data collected from 157 IT professionals working in various organisations, including both multinational corporations and tech start-ups, in United States (USA). The results suggested that job flexibility, perceived supervisor support for creativity, creative role identity and creative self-efficacy positively and significantly influence creative performance of IT professionals. Specifically, both intrinsic motivation and positive mood were found to mediate the relationship between personal and contextual factors (creativity antecedents) and employee creativity, thereby playing a role of chain mediators. The findings highlight the significance of motivational-affective mechanisms underpinning employee creativity. Implications of the results for theory and practice are also discussed