Arbetstillfredsställelse har många varierande definitioner. Gemensamt är att det handlar om hur tillfreds individen är med sitt arbete. Syftet med studien var att jämföra vård- och bankanställda för att se hur de skiljer sig åt i upplevelsen av inre, yttre och generell arbetstillfredsställelse, var skillnaden ligger och hur viktig arbetsmotivationen är för arbetstillfredsställelse. Sju frågeställningar ligger till grund för studien och 120 bankanställda samt 83 vårdanställda deltog. En enkät på 34 frågor besvarades av samtliga deltagare och analyserades statistiskt. Resultaten visar att bankanställda har generellt högre arbetstillfredsställelse än de vårdanställda. Den faktor där vårdanställda upplever högre grad av generell arbetstillfredsställelse handlar om möjligheten att göra något för någon annan. Det kan bero på att vårdanställda har motivationen att hjälpa andra människor som drivkraft i sitt arbete. Gemensamt för båda branscherna är att arbetstillfredsställelsen ökar med åldern. Förklaring till det kan vara ökad arbetserfarenhet och säkerhet för att känna tillfredsställelse på arbetet.

Thesis (M.Phil.)--University of Hong Kong, 1974. / Also available in print.

Thesis (Ph. D.)--University of Wisconsin, 1969. / Extension Repository Collection. Typescript (photocopy). Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 162-168).

El presente trabajo afirma que de acuerdo a los resultados desde la perspectiva de los colaboradores se aprecia que el valor chi-cuadrado es de 13,5 con 4 grados de libertad y el valor de significancia es el 0,009; por lo tanto el valor de significancia es menor a 0,05 lo que confirma que existen razones suficientes para rechazar la hipótesis nula, por lo mismo el liderazgo transformacional influye en la motivación laboral de los colaboradores del área comercial de productos de consumo masivo de una empresa de Lima Metropolitana The present work affirms that according to the results from the perspective of the collaborators it is appreciated that the chi-square value is of 13.5 with 4 degrees of freedom and the value of significance is 0.009; therefore, the value of significance is less than 0.05, which confirms that there are sufficient reasons to reject the null hypothesis, for this reason the transformational leadership influences the labor motivation of the employees of the commercial area of consumer products of a Company of Metropolitan Lima.

In my thesis, I will address the issue of job satisfaction and employee motivation. In the first chapter, I determine the object and goals of my work, formulate hypotheses and describe the methodology of my research. In the second chapter I would like to present some of the theoretical analysis of job satisfaction and employee motivation. I will mention some of the work motivation theories. I will also mention the relationship between job satisfaction, loyalty, and later on identification of an employee with the company. I will discuss material rewards and benefits as significant factors in job satisfaction. In the research part, I will introduce the company, especially its personnel policy. I will describe the research sample, analyze the empirical research and hypotheses. In the final part, I will submit concrete proposals to improve the situation in the given company.

This diploma thesis discusses the work motivation process from a psychological perspective. The key factor is derived from the understanding of work motivation theory in the public sector. This thesis is relatively connected to the bachelor thesis of the author from 2009 but contains many new ideas of the work motivation theory together with an inter-cultural framework. After describing the research methods and expected results, the author inserts new research findings. In conclusion, an analysis of the predicted results is presented together with recommended suggestions, generally applicable to all business units in the public sector.

Denna kvantitativa studie har syfte att undersöka sambandet mellan individers upplevda arbetsmotivation och dess personlighetsdrag. Ökad kunskap inom området har visat sig möjliggöra förbättringar inom personalarbete, däribland ledning och rekrytering. Studiens syfte mynnade ut i tre hypoteser, varav en berörde samband mellan extern arbetsmotivation och personlighetsdraget neuroticism och en intern arbetsmotivation och personlighetsdragen extraversion, samvetsgrannhet och öppenhet. Den tredje hypotesen undersökte åldersskillnader i motivationsfaktorer vid arbete – där ett antagande fanns att skattning korrelerande med intern arbetsmotivation skulle ses bland deltagare med högre ålder. En kvantitativ enkätundersökning användes som metod i vilken två sedan innan validerade mätinstrument utgjorde den huvudsakliga delen av undersökningen. Multidimensional Work Motivation Scale (MWMS) användes för att undersöka upplevd arbetsmotivation och Ten Item Personality Inventory (TIPI) för att undersöka personlighetsdrag bland deltagarna. Resultatet analyserades med Spearman’s korrelationsanalys varpå ett antal korrelationer kunde ses. Studiens resultat kunde bekräfta två av hypoteserna – där ett samband dels kunde ses mellan intern arbetsmotivation och personlighetsdragen extraversion tillika öppenhet. Ett samband kunde även ses mellan ålderskategorierna och arbetsmotivationsfaktorerna, vilket visade på att deltagare med högre ålder i större utsträckning motiverades av interna arbetsmotivationsfaktorer i jämförelse med externa arbetsmotivationsfaktorer tillika amotivation. Sammanfattningsvis kunde studiens resultat visa på upplevd arbetsmotivation och dess korrelation med personlighetsdrag tillika ålder. / This quantitative study aims to investigate the correlation between individuals' perceived work motivation and its personality traits. Increased knowledge in this field has been shown to enable improvements in personnel work, including management and recruitment. The purpose of the study led to three hypotheses, one of which concerned the relationship between external work motivation and the personality trait neuroticism and one of which concerned internal work motivation and the personality traits extraversion, conscientiousness and openness. The third hypothesis examined age differences in motivational factors at work – where an assumption was made that internal work motivation would be seen among participants with older age. A quantitative questionnaire survey was used as the method in which two previously validated measuring instruments formed the main part of the survey. The Multidimensional Work Motivation Scale (MWMS) was used to examine perceived work motivation and the Ten Item Personality Inventory (TIPI) to examine personality traits among participants. The result was analyzed with Spearman's correlation analysis, whereupon a number of correlations could be seen. The results of the study were able to confirm two of the hypotheses – where a correlation could be seen between internal work motivation and the personality traits extraversion as well as openness. A correlation could also be seen between the age categories and the work motivation factors, which showed that participants with older age were motivated to a greater extent by internal work motivation in comparison to external work motivation as well as amotivation. In summary, the results of the study could show perceived work motivation and its correlation with personality traits as well as age.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2016-07-15T16:20:46Z No. of bitstreams: 1 Clarice Lucas da Silva Machado_.pdf: 2080708 bytes, checksum: 816dd61e9fa35916d650ec4535b87320 (MD5) / Made available in DSpace on 2016-07-15T16:20:46Z (GMT). No. of bitstreams: 1 Clarice Lucas da Silva Machado_.pdf: 2080708 bytes, checksum: 816dd61e9fa35916d650ec4535b87320 (MD5) Previous issue date: 2016-05-12 / Nenhuma / Este estudo trata de uma pesquisa de campo, de abordagem quantitativa e qualitativa, que foi realizada com 262 trabalhadores de empresas de tecnologia do Sul do Brasil. Apresenta como principal objetivo analisar os fatores motivacionais no ambiente laboral destacados entre trabalhadores desse segmento. É aplicada a Multidimensional Work Motivation Scale (MWMS), através de survey eletrônica, enviada aos participantes por meio da técnica de amostragem “bola de neve”. O estudo está complementado por 6 (seis) entrevistas semiestruturadas, segundo a técnica de análise de conteúdo. Como resultado, observa-se 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. Sentimentos de ligação com seus valores pessoais, tais como os sentimentos de autonomia e de competência, bem como a motivação para o saber e o aprender se apresentaram como fortes características desses profissionais, nos quais valorizam as relações no trabalho em todos os níveis e são estimulados pela sensação de liberdade psicológica. Esses trabalhadores gostam de competir e resolver problemas complexos, motivam-se pelos sentimentos de autoestima e da autopercepção social e profissional, assim como do reconhecimento de suas competências. O estudo revela um perfil de profissional que precisa se sentir competente, que busca superar os outros e a si mesmo, ou melhor, ser reconhecido além das barreiras institucionais. 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. / This field study, which used a quantitative and qualitative approach, was carried out by 262 employees of technology companies in South Brazil. The main objective was to analyze motivational factors in the work environment of workers in this particular sector. Based on the Multidimensional Work Motivation Scale (MWMS), participants were sent electronic surveys using the “Snowball Sampling” technique. The study was conducted using six (6) semi-structured interviews by way of content analysis technique. As a result, it was observed that these workers are primarily guided by Autonomous Motivation, followed by Controlled Motivation. Please note that the study did not focus on demotivation factors of the workers. Connecting personal feelings with personal values, such as feelings of autonomy and competence, as well as the motivation to learn, is presented as strong features of these professionals, in which they value relationships at work at all levels and are encouraged by a sense of psychological freedom. They like to compete and solve complex problems, are motivated by feelings of high self-esteem, social and professional self-perception, as well as being recognized for their skills. The study reveals a profile that needs to feel competent, that seeks to overcome others and himself, or better yet, be recognized beyond institutional constraints. It is recommended that motivation be worked through an organizational context, both through leadership and the individual, jointly covering more elements that will leverage the worker’s well-being and consequently improve organizational results.

Widely viewed as under-valued and under-paid, yet sentimentalized as working more for love than money, the social care workforce is a fundamental economic and social resource; the importance of which is growing in line with the rapidly aging, global and national population (Care Quality Commission, 2012; DoH 2009; International Helptheaged, 2013). Classic motivation theories, which focus on economic and individualistic work motives, fail to fully account for the high rates of satisfaction and commitment among care workers, (Skills for Care 2007, 2013; Stevens et al 2010). Yet a growing body of empirical research demonstrates that health and social care workers’ motivation is related to patient/client satisfaction and wellbeing (Maben et al., 2012). Moreover the quality of the relationship between the carer and client contributes to the motivation and the wellbeing of both (Wilson, 2009; Wilson et al., 2009). Therefore this thesis seeks to better understand the collective and relational aspects of care workers’ motivation. It does this by detailing a program of research which examines care workers motivations through a social identity lens that asks ‘what’s in it for us’ as well as ‘what’s in it for me’ (Haslam 2004). A social identity perspective on motivation focuses on how workers experience themselves and their work at a personal, relational and organizational level (Ashforth et al 2008; Ellemers et al., 2004). In doing so it offers a multi-dimensional, theoretical framework through which to understand the dynamics of care workers’ motivations. Moreover, this framework offers an empirically proven psychological framework for explaining why adopting a relationship-centered approach to care is pivotal for organizations to achieve a compassionate care culture. The first study explored care workers’ experience of work and inquired about what they did and why it mattered to them. Semi-structured interviews were conducted with 19 care workers who worked in residential and domiciliary care settings. A thematic analysis of the transcripts identified four overarching themes that contributed to care workers’ motivation, those of fulfillment’, ‘belonging’, ‘valuing’ and ‘pride’. These motives were found to be actualized in their shared experience of caring, particularly with clients and also with co-workers and as an organizational member. The findings of the study shed light on the content of care workers’ personal, relational and social identities and the interactions between them. Care workers primarily emphasized the meaningfulness of their work in terms of its caring nature. They expressed this is terms of their personal attributes, their relational role with clients and their perceptions of how the organisation treated them. This led us to hypothesize that their identification with the organisation is likely to increase to the extent they feel the organisation ‘cares’. Indeed to build on and harness care workers’ identities at work, the findings suggest that organisations need to place care workers’ relationships with clients at the heart of what they do. The second study was a longitudinal quantitative analysis of care workers’ motivations which consolidated and extended the findings of the first study. It had two parts, the first part was an examination of how care workers’ motivations are shaped by their sense of identity, and the second part tested how a professionalization intervention affected their motivation. To achieve this we administered an organisational survey at two time points, one year apart (T1 n = 643, T2 n = 1274, T1 & T2 n = 204). Analaysis of the survey responses assessed what it was that incentivized care workers (love and/or money), the relationship of this to work outcomes (i.e. job satisfaction, pride, stress, turnover intentions and positivity about professionalisation) and the extent to which it was affected by patterns of identification. We also examined variation in responses over time as a function of whether or not people had undertaken professional qualifications in the intervening period (so that, in effect, undertaking a qualification constituted an experimental treatment). This meant that the study had a quasi-experimental design in which we could examine the putative impact of exposure to a professionalisation intervention on organizational identification and motivation (for a similar logic see Lim & Putnam, 2010). In line with the five main hypotheses that were generated from the findings of Study 1 and from predominant findings in organisational and social identity research; the results showed first (H1), that care workers’ collective identification with different groups at work, was positively related to their motivation (Ellemers et al., 2004). More specifically, their work motivation was predicted by their identification with (a) the people they care for (client identification), and (b) the care organization they work for (organisational identification). Furthermore, although care workers indicated strongest identification with clients, it was their identification with the organisation that was the most proximal indicator of increased motivation. Second (H2 & H3), although care workers were most incentivized by their relationships with clients and the least incentivized by the pay; the extent to which either led to improved work outcomes was mediated by client and organisational identification. Where being incentivized by relationships with clients led to improved work outcomes, client identification predicted organisational identification, whereas client identification played a lesser role in mediating the likelihood of being incentivized by pay leading to improved work outcomes. In addition (H4), care workers’ identity varied as a function of the work context. More specifically, whether they worked in residential / nursing home care or in domiciliary care affected the nature and extent of their relational identification with their clients and the congruence between client identification and organizational identification (Ashforth et al 2008, Haslam et al 2003). Finally (H5), care workers’ motivations were enhanced by the professionalization intervention of undertaking a qualification, to the extent that it built on and maintained meaningful work-related identities. In particular, the results showed that, care workers’ motivation increased as a result of undertaking a qualification to the extent that the training increased identification with the organisation and other groups at work (Pidd 2004). Study 3 further investigated the effects of identification on motivation, learning and performance by examining the likelihood of professionalisation training being transferred to the workplace. A 2 × 2 longitudinal study evaluated the effects of a new generic professionalisation (NGP) training program, that tapped into distal work identities, and a standard localized professionalisation (SLP) training program, which spoke more to localised identities, on participants’ identification and motivation at work. Overall the findings indicated that compared to the NGP, the SLP (H1) maintained and strengthened participants’ work identification. Furthermore compared to the SLP, the NGP was associated with (H2) a reduction in trainees’ perception of the relevance and usefulness of the training, (H3) a reduction in motivation to enact the training, and (H4) a reduction in trainees’ immersion in the program. Moreover the findings demonstrated that (H5) the reduction in motivation to transfer learning associated with the NGP relative to the SLP, was explained by the reduction in identification it engendered, which in turn reduced participants’ sense of relatedness within the training context. These findings imply that learning is more likely to be applied when it (a) has relevance to identities which are more meaningful to participants, in this case local identities, (b) is delivered by people with whom care workers identify, (c) is validated by others in the workplace environment with whom the participants’ identify. Taken together, this program of research demonstrates that care workers’ motivations can be understood through a social identity perspective that incorporates the collective, relational and personal dimensions of providing care. It concludes by considering how organisations can tap into, harness, strengthen and develop care workers’ identification at work as a means of enhancing their motivation and retaining professional care staff. Through bridging theoretical and applied concerns, this research has wide-reaching implications for developing and maintaining compassionate work cultures within care organisations and other helping professions.

<p>Nivo zadovoljstva karijerom predstavlja fenomen kojem se u poslednje vreme pri&scaron;lo sa ozbiljnijim interesovanjem. Utvrđivanje odnosa crta ličnosti, strukture radne motivacije za zadovoljstvo karijerom, uspe&scaron;nih ljudi predstavlja plodno tle za polje savetovanja u karijeri. Danas je fokus istraživača pomeren i zadržan na intrinzičkim kriterijumima uspeha u karijeri, gde se pored crta ličnost, strukture radne motivacije sa posebnom pažnjom ispituju i uticaji organizacije ali i ravnoteže između porodičnih i radnih uloga na ukupno zadovoljstvo karijerom. U cilju &scaron;to boljeg razumevanja strukture ličnosti u organizacijskim u konceptu zadovoljstva karijerom, pored osnovnih, aktuelno je prisutan i koncept &bdquo;dodatnih&ldquo; crta ličnosti. Pregled savremene literature ukazuje na nedovoljnu proučenost međusobnog odnosa navedenih fenomena, pogotovo primene teorije samodeterminacije u ovakvomm istraživačkom konceptu.<br />Da bismo detaljnije ispitali značaj crta ličnosti i strukture radne motivacije za zadovoljstvo karijerom, pristupili smo ispitivanju crta ličnosti, strukture radne motivacije u odnosu na nivo zadovoljstva karijerom i to kod uspe&scaron;nih ljudi. Zadovoljstvo karijerom je definisano kao evaluacija ličnog napretka u odnosu na lične ciljeve u karijeri. Povodom ovog rada, konstruisan je utpinik namenjen ispitivanju zadovoljstva karijerom, ZAK i koji je na pilot uzorku dao prihvatljive metrijske karakteristike. Uzorak ispitanika je sastavljen od ukupno 110 osoba sa vrlo uspe&scaron;nom karijerom u oblasti obrazovanja, bankarstva i biznisa u Republici Srbiji. Njihova karijera je ocenjena kao uspe&scaron;na na osnovu sledećih kriterija: akademskog postignuća &ndash; status profesora univerziteta; rukovodeće pozicije u bankama i internacionalnim kompanijama; kao i vlasni&scaron;tvo kompanija koje su imale iznad deset zaposlenih i pozitivan bilans u prethodnim godinama poslovanja. Četrnaest ispitanika je bilo srednjeg obrazovnog nivoa, 22 sa vi&scaron;om stručnom spremom, a sa visokom ukupno 74, od toga sa VII/1 stepenom 37 i VII/2 i VIII stepenom takođe 37 ispitanika. Najmlađi ispitanik je imao 26 godina, najstariji 68, dok je prosečna starost bila 47 godina. Najduži radni staž je bio 44 godine, a prosečan 21 godinu. Primenjeni su sledeći instrumenti: LEKSI 70, namenjen ispitivanju crta ličnosti baziranih na konceptu &bdquo;velikih pet&ldquo; plus dva; SRM-1, za ispitivanje strukture radne motivacije; kao i ZAK, upitnik koji ispituje nivo zadovoljstva karijerom.<br />Nakon primene serije analiza utvrđeno je da su prediktori zadovoljstva karijerom kod vrlo uspe&scaron;nih osoba osobina ličnosti pozitivna emocionalnost, stanje ispunjenosti karijerom, intrinzička motivacija i regulacija identifikacijom. Slično tome, pronađena je veza između crta savesnost i otvorenost sa regulacijom identifikacijom i intrinzičkom motivacijom i zadovoljstvom karijerom. Glavni prediktori zadovoljstva i ispunjeno&scaron;ću karijerom kod vrlo uspe&scaron;nih osoba su izražena crta ličnosti otvorenost i sniženje crte negativna emocionalnost Osoba sklona izbegavanju posla ima manje izraženu savesnost, povi&scaron;enu negativnu emocionalnost, pokazuje sklonost ka introjektovanoj regulaciji. Pored toga, osoba sa izraženom negativnom emocionalno&scaron;ću ima tendenciju ka promeni karijere. Dužina radnog staža sugeri&scaron;e zaključak da su osobe sa dužom uspe&scaron;nom karijerom manje neprijatne i vi&scaron;e savesne. Obrazovni nivo ispitanika je bio u vezi sa ispunjeno&scaron;ću karijerom, tako &scaron;to su najobrazovaniji ispitanici bili zadovoljniji od manje obrazovanih. Ispitivanje značaja oblasti karijere na relacije osobina i strukture motivacije na zadovoljstvo pokazuje da se grupe međusobno razlikuju po tome &scaron;to grupe menadžera i univerzitetskih profesora u odnosu na bankare pokazuju veći stepen zadovoljstva karijerom i imaju izraženije crte otvorenost i pozitivna valenca, dok im je ekstrinzička radna motivacija niža u odnosu na grupu bankara.&nbsp;Ustanovljeno je i da grupa bankara ima izraženiju introjektovanu regulaciju i intrinzičku motivaciju od grupe profesora i grupe menadžera</p> / <p>The level of the satisfaction with the career is a phenomenon that has been lately analysed seriously and with attention. To determine the relationship between personality traits and structures of work motivation for career satisfaction with successful people is a good basis for the field of advising. Up to now it was only discussed in the context of objective, external criterion of satisfaction. Since the industrial-organizational psychology has become interested in the concepts of personality again by creating socio-cognitive approaches to motivation, this relation has occupied an important place in studies of organizational behavior. Today, the focus of researchers is shifted and held on the intrinsic criteria of the success in career and in addition to personality traits, structures of work motivation are examined with special attention in terms of organization and in terms of the influence of family/work balance on the level of satisfaction. Contemporary literature review indicates the insufficient study of the concepts mentioned above, especially the application of the theory of self-determination in this concept of research.<br />In order to examine the importance of personality traits and structure of work motivation we started examining personality traits and structure of work motivation in relation to the level of career satisfaction of successful people. Career satisfaction is defined as the evaluation of personal progress in relation to personal goals. The research included 110 people with very successful careers in fields of education, bankings and business in the Republic of Serbia. Their career was evaluated as successful on the following criteria: academic achievements &ndash; the status of the university professor, managing or senior positions in banks and international companies; entrepreneurs and company owners that have more than ten employees and the positive balance in previous years. Fourteen examinees had secondary school education, 22 with Bachelor&rsquo;s degree, total of 74 with university degree of which 37 had Master&rsquo;s degree and 37 of them PhD.<br />The youngest examinee was 26, the oldest 68, while the average age was 47. The longest years of service was 44 years, and average 21 year. The following tests were applied: LEKSI 70, test designed for testing personal traits based on the &rsquo;&rsquo;Big Five&rsquo;&rsquo; plus two; SRM-1, for testing the structure of work motivation; and For the purpose of this paper, a questionnaire is made to investigate the level of career satisfaction, ZAK which as the pilot sample had given acceptable psychometric characteristics.. After the application of series of results, the following are the most important to mention: the connection between personality traits and positive emotionality, factors for career satisfaction, intrinsic motivation and regulation through identification with successful people. Similarly, the connection between career satisfaction and regulation through identification and intrinsic motivation has been found between openness and conscientiousness. In addition, the quality of openness showed negative correlation with external regulation and conscientiousness with the factor of avoiding work. Examinees who were more prone to regulation through identification showed more distinctive positive emotionality and conscientiousness, but at the same time&nbsp;the higher level of unpleasantness/aggression. Years of service suggest that people with long and successful careers are less unpleasant and more conscientious. The relation between negative valence factors, psychosomatic symptoms, avoiding work and external control stands out as an important highlight. Examined group of managers and university professors in relation to bankers show the higher level of satisfaction with their careers, have more distinctive quality of openness and positive valence while at the same time their extrinsic motivation is lower than in the group of bankers. In addition, people with negative emotions had tendencies for a career change. The educational level connected to the career satisfaction showed that more educated people were more satisfied from less educated. In addition to basic personality traits and in order to understand better the structure of personality in organizational behavior, the concept of &#39;additional&#39; personality traits is also important.</p>