Inre motivation är per definition en drivkraft i beteendet drivet av intresse och tillfredställelse för arbetet i sig, utan närvaron av yttre belöningar. Då monetära belöningar är väldigt utbrett och kostar företag stora summor är det av intresse att även studera hur motivation påverkas av hur arbetet i sig ser ut. Syftet med denna studie är att med ett kvantitativt förhållningssätt beskriva och analysera vilka dimensioner i arbetet och dess miljö som predicerar inre motivation. De prediktorer som utifrån tidigare teori valts ut är tron på sin egen kompetens, tillhörighet, autonomi, feedback, personlig utveckling och arbetets meningsfullhet. För att besvara syftet har en enkät delats ut till 211 anställda inom organisationen Skandia Advise. Statistiska analyser av resultatet visar att inre motivation till 25 % prediceras av de sex dimensionerna tillsammans. Enbart tron på sin egen kompetens och personlig utveckling är säkerställda som enskilda prediktorer för inre motivation inom Skandia Advise vilket bör tas under beaktning i ett nytt belöningssystem.

Dagens chefer förväntas ofta leda personal anställda av den egna organisationen samtidigt som de ska leda inhyrd personal då användandet av bemanningsföretag har ökat. En stor del av arbetet med att leda anställda innefattar motivationsarbete och för att utföra detta krävs en viss kunskap i ämnet motivation. En väl utformad motivationsstrategi ger inte bara de anställda ett ökat välbefinnande utan gagnar även organisationen genom en effektiviserad produktivitet. För att kunna implementera rätt strategi behöver organisationerna vara medvetna om vilka faktorer som motiverar anställda till arbete. Syftet med denna studie är att beskriva och förklara arbetsmotivationsfaktorer hos socialsekreterare i en storstadskommun. Vidare diskuteras även eventuella likheter och skillnader i motivationsfaktorer mellan socialsekreterare som är tillsvidareanställda av en kommunal verksamhet och socialsekreterare anställda av ett bemanningsföretag. Studien har utförts genom en kvalitativ forskningsansats där sex personer har intervjuats. Resultatet har därefter analyserats med hjälp av Self-determination theory för att besvara studiens frågeställningar. Self-determination theory grundar sig i att individen har tre universella behov, competence, relatedness och autonomy, som bör vara tillfredsställda för att uppnå välmående och skapa intrinsic motivation. De arbetsmotivationsfaktorer som identifierades som mest betydande i studien är feedback, utvecklingsmöjligheter, god relation till chef och kollegor samt inflytande och valfrihet i arbetsuppgifterna. Vidare ansågs lön även vara en arbetsmotivationsfaktor men då endast kortsiktigt. Den tydligaste skillnaden som kan urskiljas är betydelsen av den relation som skapas med organisationens chef och kollegor. De kommunalanställda socialsekreterarna värderar relationen till kollegor högst medan de som är anställda av bemanningsföretaget anser relationen till chefen mer betydande. Sammanfattningsvis ses ett samband mellan de identifierade arbetsmotivationsfaktorerna och de tre behoven. Sambandet talar för att en tillfredsställelse av dessa behov skulle leda till en ökad produktivitet i organisationen.

The rapid growth of network access and the development of Web 2.0 have resulted in the popularity of virtual communities (VCs), such as Wikipedia, Facebook, and LinkedIn. Although these online communities provide no monetary incentive for sharing knowledge, as most businesses will do, they still become a popular platform for knowledge sharing. The purpose of this study is to investigate the motivation for people to contribute in virtual communities, whether their motivations differ in different types of virtual communities, and whether their behavior and motivations will be affected by monetary reward. Social exchange theory and self determination theory were adopted to explore the relationships between behavior and motivations of virtual community members. Motivation crowding theory was used to examine the effect of monetary reward on knowledge sharing. The research framework includes two types of motivators (intrinsic and extrinsic), two different virtual community types (common identity vs. common bond), and one treatment (monetary reward). An online survey and an experiment with monetary incentive were conducted on two virtual communities: ITToolbox and LinkedIn. The results showed that there were significant moderating effects between these two types of virtual communities. A strong positive relationship was found between intrinsic motivation and knowledge sharing for the professional community (common identity). In contrast, the relationship between extrinsic motivation and knowledge sharing was stronger in the social networking community (common bond). The results also confirmed the existence of the crowding effect that the intrinsic motivation was significantly declined when an extrinsic monetary reward was provided.

With the rapid innovation of online services, people come to social communities not only to connect with their friends but also to share their feelings, ideas and information. Hence, these social communities have become a powerful platform for information sharing and product marketing. The purpose of this study is to examine the factors that affect the intention of information sharing in social communities. This study investigates the influence of user motivation and the attributes of message. An online survey was conducted. The result indicates: (1) In social communities, the quality of the message (i.e., the degree of credibility and level of irritation) was the major concern for them to decide whether to share the message with their friends. We find that intrinsic motivation has no significant effect on the intention to share. This is different from some previous literature. (2) Different attribute were having effects when the nature of the message differs. Content enjoyment was the most influential factor in recommending entertainment messages. Source creditability was the major factor for knowledge-type messages. When they share economic-type messages, the effect of message-related attributes were similar to that of the knowledge-type message, except that the competence of the intrinsic motivation became significant. This indicates that the subject must feel competent in evaluating the economic message in order for them to share with peers.

Data from 255 employees who were members of 33 companies were tested with hierarchical linear modeling analyses. The purpose of this study was to analyze the relationships among employees¡¦ intrinsic motivation, job involvement, commitment -based HR practices, institutional organizational trust and layoff. Results from the individual-level analyses indicated that intrinsic motivation has a positive effect on job involvement. Institutional organizational trust, in terms of benevolence and reliability and structural assurance, has a positive effect on intrinsic motivation. While concerning factors at the organizational level, results showed that commitment-based HR practices have a positive effect on institutional organizational trust. Layoff has a negative effect on job involvement. However, the hypothesis that layoff has significant effect on intrinsic motivation and job involvement was not supported.Contributions to both the literature and organizational practices are discussed.

<p>Inre motivation är per definition en drivkraft i beteendet drivet av intresse och tillfredställelse för arbetet i sig, utan närvaron av yttre belöningar. Då monetära belöningar är väldigt utbrett och kostar företag stora summor är det av intresse att även studera hur motivation påverkas av hur arbetet i sig ser ut.</p><p>Syftet med denna studie är att med ett kvantitativt förhållningssätt beskriva och analysera vilka dimensioner i arbetet och dess miljö som predicerar inre motivation.</p><p>De prediktorer som utifrån tidigare teori valts ut är tron på sin egen kompetens, tillhörighet, autonomi, feedback, personlig utveckling och arbetets meningsfullhet. För att besvara syftet har en enkät delats ut till 211 anställda inom organisationen Skandia Advise.</p><p>Statistiska analyser av resultatet visar att inre motivation till 25 % prediceras av de sex dimensionerna tillsammans. Enbart tron på sin egen kompetens och personlig utveckling är säkerställda som enskilda prediktorer för inre motivation inom Skandia Advise vilket bör tas under beaktning i ett nytt belöningssystem.</p>

Thesis (Ph. D.)--Hong Kong University of Science and Technology, 2003. / Includes bibliographical references (leaves 175-193). Also available in electronic version. Access restricted to campus users.

Tyrimo objektas – 20 – 40 m. amžiaus žmonių, lankančių sporto klubą, motyvacijos raiška. Hipotezė: 20 – 40 m. vyrų ir moterų, lankančių sporto klubą, motyvacijos ypatumai priklauso nuo lyties. Tyrimo tikslas – nustatyti 20 – 40 m. vyrų ir moterų, lankančių sporto klubą, motyvacijos ypatumus. Tyrimo uždaviniai: 1. Atskleisti 20 – 40 m. moterų ir vyrų sportavimo motyvus. 2. Nustatyti ir palyginti 20 – 40 m. moterų ir vyrų laimėjimų motyvacijos ypatumus (motyvaciją išvengti nesėkmės ir motyvaciją siekti sėkmės). Tyrimo išvados: 1. Atskleista, kad lankantys sporto klubą vyrai ir moterys patikimai skyrėsi (p < 0,05) pagal vidinę motyvaciją VM – siekti tobulumo, pagal išorinę motyvaciją IM – identifikuotis, pagal išorinę motyvaciją IM – tiesioginį išorinį reguliavimą. 2. Nustatyta, kad vyrams, lankantiems sporto klubą, būdingas aukštas motyvacijos lygis siekti sėkmės, o moterims, lankančioms sporto klubą, būdingas vidutinis motyvacijos lygis siekti sėkmės (p<0,05). Atskleista, kad tiek vyrai, tiek moterys patikimai nesiskyrė pagal motyvaciją išvengti nesėkmės (p>0,05). / Object of the research: Motivation expression of 20-40 age old people who are going to sports club. Hypothesis: The motivation of the 20-40 age old men and women who are going to sports club depends from the gender. Aim of the research: To identify 20-40 age old men and women who are going to sports club motivation expression. The tasks of research: 1. To identify 20-40 age old men and women motivation for doing sport. 2. To identify and compare the 20-40 age old men and women winning motivation pecularities (motivation to avoid failure and motivation to pursue success). Summarizing the investigation results, the following conclusions can be drawn: 1. The results show that women and men who goes to the gym differs (p < 0,05) according inside motivation VM- to reach for perfection, according outside motivation IM- to identify themselves, according to outside motivation IM- the direct outside regulation. 2. It was identified, that for the men who goes to sport club, is natural the high motivation level to seek for success, and women who are going to sports club, has the middle motivation level to seek for success (p<0,05). It was identified that according to the motivation to avoid failure men and women did not differ ( (p>0,05).

This essay presents a brief history of Music Therapy and describes the background, method and thinking behind Functionally-oriented Music Therapy – FMT. The essay includes two case studies describing my work with two clients during the last year of my training to become an FMT therapist. The topics explored are intrinsic (inner) motivation and self-esteem in the context of functional development in school children.  The research question for the essay is to discuss whether Functionally-oriented Music Therapy can assist school children to rediscover their inner motivation and increase their self-esteem.   FMT encourages brain activity through sensory stimulation, movement and play – without verbal instruction, critical evaluation or praise.  The FMT therapist meets the client with knowledge, understanding and unconditional acceptance of his/her present level of physical and mental function and with the intention of creating opportunities for development at every level.  I have found that the work and approach used in FMT can play a vital role in helping school children towards increased inner motivation and self-esteem.

Recent years have seen an increasing interest in the application of virtue ethics in business as opposed to consequentialist or deontogical ethics. However the focus has often been on virtues at the individual as opposed to the organizational level of analysis.It is proposed that the organisational virtues intermediate individual (leadership) and group level constructs (organisational citizenship behaviours, corporate citizenship) to foster intrinsic motivation through a focus on eudemonia (measured as affective commitment). The overall aim of this study is to test this hypothesis using the Chun (2005) scale of organisational virtues ('Virtue Ethical Character Scale'). In the conceptualisation of the organisational virtues I draw from the Aristotelian virtue ethics tradition as reinterpreted by Alasdair MacIntyre.The study is in the main quantitative using SPSS and AMOS, vs. 16 and it is based on a sample of 643 questionnaires drawn from eight different organisations, including two law firms, the headquarters of an international timeshare company, four hotels and a dairy company. All the organisations are based in the UK, except the timeshare company which is based in Cork, Ireland.The survey questionnaire used for the collection of quantitative data is composed of measurement scales representing each construct which were available in the literature and whose validity and reliability were also tested.The outcome of the study is a structured equation model linking the various constructs in the hypothesised manner, which is then applied in a series of case studies involving the organisations surveyed. The model shows particularly strong path coefficients between transformational leadership behaviours and the organisational virtues, and the organisational virtues and affective commitment. Findings from semi-structured and informal qualitative interviews conducted at the organisations are used to help interpret the results.