Bakgrunden till genomförandet av denna studie finner sin grund i samhällets konstanta förändring som ställer nya krav på människan och organisationer. För att innovativt bemöta kraven behöver organisationer och anställda fortsätta att säkerställa och uppmuntra arbetsmotivation. Utifrån tidigare kunskap spekulerar forskarna att upplevelsen av egenmakt är ett viktigt verktyg till framkallandet av arbetsmotivation. Syftet med studien är att undersöka om det finns ett positivt samband mellan upplevd egenmakt och graden av arbetsmotivation inom den svenska kontexten. I tillägg undersöks fyra kontrollvariabler samt tre subkategorier av arbetsmotivation för att utreda huruvida anställda påverkas mer eller mindre beroende på aspekten av motivation. Teoretiska utgångspunkten är grundad i egenmaktteorin, tvåfaktorteorin, samt självbestämmandeteorin. Metoden som används är kvantitativ design och metodologi. Totalt antal respondenter blev 132 inom åldersspannet 25-66 år; enkäten spreds via Facebook. Den insamlade datan analyserades med Regressionsanalys samt Envägs ANOVA-test. Resultatet visar inget signifikant samband mellan upplevd egenmakt och arbetsmotivation hos de yrkesverksamma. Däremot visade studien att anställda med högre utbildning har lägre arbetsmotivation samt att de inre värderingarna har en betydande koppling till arbetsmotivation för den anställde. / Background to this study lies in the fact that society is constantly changing, placing new demands on people and organizations. In order to respond to the demands, organizations and employees need to ensure and encourage work motivation. Based on existing knowledge, the researchers speculate that the feeling of empowerment is an important tool for eliciting motivation. Purpose of the study was to investigate whether there existed a positive relationship between perceived empowerment and the degree of work motivation within a Swedish context. Four control variables and three subcategories of work motivation are also examined to investigate whether employees are affected differently depending on the aspect of motivation. Theoretical starting point is based on the empowerment theory, the two-factor theory, and the self-determination theory. Method was a quantitative design and methodology. Total respondents were 132 between ages 25-66; the survey was distributed via Facebook. The data was analyzed using Regression analysis and One-way ANOVA test. Results showed no significant relationship between perceived empowerment and work motivation among workers. However, the study showed that employees with higher education have lower work motivation and inner values have a significant connection to work motivation among employees.

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.