Thesis--University of Fribourg. / Bibliography: p. 137-146.

Thesis (M.I.D.)--Auburn University, 2004. / Includes bibliographical references. Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis--Wisconsin. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 152-162).

Thesis (M.S.)--University of Wisconsin--Madison, 1969. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1968. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliography.

Thesis (Ph. D)--University of Wisconsin, 1965. / Abstracted in Dissertation abstracts, v. 25 (1965) no. 10, p. 5990-91. Typescript. Vita. eContent provider-neutral record in process. Description based on print version record.

Thesis (M.A.) University of Missouri-Columbia, 2004. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (June 30, 2006) Vita. Includes bibliographical references.

Thesis (M.S.)--Springfield College, 2002. / Includes bibliographical references.

Thesis (M.I.D.)--Auburn University, 2004. / Includes bibliographical references.

This study was an attempt to determine the relationship between two broad motive patterns or sets and preference for one or the other of two specific types of information which an executive might expect to receive from his superior. An Intrinsic-Extrinsic motive dichotomy was utilized, while information preferences were divided into Job-related and Career-related information. Data were gathered from ninety-one mid-management executives by means of a paired-comparison questionnaire and a special ranking scale devised for this study. The data were then analyzed on the basis of four clearly defined Motivation-Information groups: (l) Intrinsic — Job-related (2) Intrinsic — Career-related (3) Extrinsic — Job-related and (4) Extrinsic — Career-related. Analysis of the results confirmed the following three hypotheses: (I) Intrinsically motivated executives will prefer job-related information over career-related information. (II) Extrinsically motivated executives view information generally (i.e.: either job-related or career-related) as more important than do intrinsically motivated executives. (Ill) There were a significantly larger number of intrinsically than extrinsically motivated executives. The fourth hypothesis, that: (IV) Extrinsically motivated executives will prefer career-related information over job-related information was rejected. / Arts, Faculty of / Psychology, Department of / Graduate