14 research outputs found

    Relationship between types of work motivation and worker profile in UK hospitality workers.

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    Objectives The UK hospitality industry employs more than two million workers and accounts for 7% of the country’s workforce. However, despite the number of people employed, work-related mental health issues are a cause for concern in this worker population. While our previous research in UK hospitality workers identified that work motivation was a predictor of mental health, the relationship between types of work motivation and worker profile (e.g. demography, work experience, position) has not been explored to date. This study aimed to i) identify the primary type of work motivation, and ii) explore relationships between worker profile and types of work motivation in UK hospitality workers. Methodology 103 UK hospitality workers completed a worker profile questionnaire and work motivation measure. Descriptive statistics were yielded to compare each type of motivation, and correlation analyses were conducted between worker profile and motivation type. Findings Levels of internal motivation were found to be significantly higher than external motivation. Male and longer time served in the industry were associated with amotivation, the lowest form of external motivation. A higher position in the organisation was associated with external regulation, the second lowest form of external motivation. Future research Research evaluating the effectiveness of interventions to enhance intrinsic motivation, particularly among male experienced workers or managers/owners is warranted. Furthermore, male hospitality workers’ high levels of external motivation may highlight the UK’s strong masculine culture as described in Hofstede’s cultural dimension theory. This echoes with our previous research finding that shame concerning mental health issues is a problem among UK hospitality workers. Cross-cultural comparisons of work motivation and mental health would be an important future direction to help place these findings in a global context.N/

    The relationship between work motivation and worker profile in UK hospitality workers.

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    While the UK hospitality industry is growing faster than the economy, mental health problems are a serious concern in this worker population. Our previous research identified that work motivation accounted for a significant variance in mental health, however, the relationship between types of work motivation and worker profile has not been explored to date. Therefore, this study aimed to i) identify the primary type of work motivation, and ii) explore relationships between types of work motivation and worker profile in UK hospitality workers. UK hospitality workers (n=103) completed a worker profile questionnaire and work motivation measure. Their internal motivation was significantly higher than external motivation. Male and longer industry experience were associated with amotivation, the lowest type of motivation. A higher position in the organisation was associated with external regulation, the second lowest type of motivation. Intervention research for intrinsic motivation, particularly among male experienced workers or managers/owners is warranted. Considering their low wages, the high levels of internal motivation may be explained by the ‘psychological justification’ strategies. Furthermore, male hospitality workers’ high levels of external motivation may highlight the UK’s strong masculine culture as described in Hofstede’s cultural dimension theory. Likewise, highly positioned workers' high levels of external motivation may relate to the UK's low power distance in the same theory. Cross-cultural comparisons of work motivation and mental health (e.g., with the high feminine Dutch culture and/or the high power distant Malaysian culture) would be an important future direction to help place these findings in a global context.N/

    Mental health of UK hospitality Workers: Shame, self-criticism and self-reassurance

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    This study aimed to evaluate shame for mental health problems, and explore relationships between shame, self-criticism, self-reassurance, and mental health among UK hospitality workers, because this group of workers suffer from poor mental health yet report strong shame. An opportunity sample of 114 UK hospitality workers completed measures examining shame for mental health problems, self-criticism, self-reassurance, and mental health problems. A high proportion of workers scored over the midpoint in almost all the shame subscales. Shame, self-criticism, self-reassurance, and mental health were related to one another. External shame and self-criticism were positive predictors, and self-reassurance was a negative predictor for mental health problems. While self-criticism moderated the relationship between shame and mental health problems, self-reassurance did not. Online compassion training was recommended as it can reduce self-criticism and shame, can be undertaken without colleagues knowing and tailored to specific work patterns.N/

    Motivation types and mental health of UK hospitality workers.

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    The primary purposes of this study were to (i) assess levels of different types of work motivation in a sample of UK hospitality workers and make a cross-cultural comparison with Chinese counterparts and (ii) identify how work motivation and shame-based attitudes towards mental health explain the variance in mental health problems in UK hospitality workers. One hundred three UK hospitality workers completed self-report measures, and correlation and multiple regression analyses were conducted to identify significant relationships. Findings demonstrate that internal and external motivation levels were higher in UK versus Chinese hospitality workers. Furthermore, external motivation was more significantly associated with shame and mental health problems compared to internal motivation. Motivation accounted for 34–50% of mental health problems. This is the first study to explore the relationship between motivation, shame, and mental health in UK hospitality workers. Findings suggest that augmenting internal motivation may be a novel means of addressing mental health problems in this worker population.N/

    Temperature Compensation for Reusable Piezo Configuration for Condition Monitoring of Metallic Structures: EMI Approach

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    This paper presents a novel algorithm for compensating the changes in conductance signatures of a piezo sensor due to the temperature variation employed in condition monitoring using the electro-mechanical impedance (EMI) approach. It is crucial to consider the changes in an EMI signature due to temperature before using it for comparison with the baseline signature. The shifts in the signature due to temperature can be misinterpreted as damages to the structure, which might also result in a false alarm. In the present study, the compensation values are calculated based on experiments on piezo sensors both in a free boundary condition and in a bonded condition on a metallic host structure. The values were further validated experimentally for damage detection on a large 2D steel plate structure. The variation in first natural frequency values for the unbonded piezo sensor at different temperatures has been used to develop the compensation algorithms. Whereas, in the case of the bonded sensor, the shift in structural peaks has been used. The developed compensation relations showed promising results in damage detection. Lastly, a finite element-based study has also been performed, supporting the experimental findings. The outcome of this study will aid in the compensation of the signatures in the structure due to temperature variation in the conductance signature

    Application of innovation platforms to catalyse adoption of conservation agriculture practices in South Asia

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    Conservation agriculture-based sustainable intensification (CASI) is a package of practices that could improve the sustainability of smallholder farm productivity and profitability. However, existing extension systems are unable to facilitate widespread adoption to have the impact necessary to meet food security and livelihood requirements. This paper examines the utility of ‘Innovation Platforms’ (IPs) as a tool to catalyse adoption of CASI for smallholder farmers in South Asia and generate opportunities for rural micro-entrepreneurship in areas with high rates of poverty, small farm sizes and complex labour markets. We established 37 village-level and five District-level IPs across the Eastern Gangetic Plains of Nepal, Bangladesh, and India. IPs allowed widespread uptake of CASI with benefits to smallholder farmers, input and output suppliers, and enabled extension systems to be more efficient. There was variability across locations with different modes of IPs established, building on existing farmer or community youth groups, and enabling micro-entrepreneur business opportunities. IPs were effective in developing trust in communities, among stakeholders, empowering rural youth and women through direct engagement. Ensuring strong ownership was key. Further work is needed to provide opportunities for high-level policy support to assist IPs to have a wider impact in supporting large-scale adoption of CASI
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