While many employees are engaged in their jobs, others suffer from poor working conditions and impaired well-being. Research suggests that job demands may impair employee work attitudes and health while both job resources and personal resources can have positive effect. Therefore, the aim of this study was to examine the relative importance of job demands, job resources, and a personal resource (self-efficacy) for employees’ health and motivation at work. Questionnaire data were collected from white-collar employees of a Swedish construction company (n = 156). Results of hierarchical multiple regression analyses showed the relative importance of job demands, job resources and personal resources. The job demands were negatively related to health and motivation at work, while the job resources and the personal resource were linked to better health and motivation. The findings generally supported the hypotheses. The specific types of demands and resources were significant varied across outcomes and, unexpectedly, workload was positively correlated with job performance. The findings contribute to a growing literature which indicates that lower job demands and access to both job resources and personal resources may improve employees' health and motivation at work.

While many employees are engaged in their jobs, others suffer from poor working conditions and impaired well-being. Research suggests that job demands may impair employee work attitudes and health while both job resources and personal resources can have positive effect. Therefore, the aim of this study was to examine the relative importance of job demands, job resources, and a personal resource (self-efficacy) for employees’ health and motivation at work. Questionnaire data were collected from white-collar employees of a Swedish construction company (n = 156). Results of hierarchical multiple regression analyses showed the relative importance of job demands, job resources and personal resources. The job demands were negatively related to health and motivation at work, while the job resources and the personal resource were linked to better health and motivation. The findings generally supported the hypotheses. The specific types of demands and resources were significant varied across outcomes and, unexpectedly, workload was positively correlated with job performance. The findings contribute to a growing literature which indicates that lower job demands and access to both job resources and personal resources may improve employees' health and motivation at work.

Tyrimo tikslas – nustatyti neįgalių asmenų motyvacijos dirbti, socialinio saviveiksmingumo ir savęs vertinimo sąsajas profesinės reabilitacijos procese. Tyrime dalyvavo 206 tiriamieji. Tyrime dalyvavo 122 moterys ir 84 vyrai. Dalyvavusių tyrime negalią turinčių asmenų amžiaus vidurkis - 41,33 metų. Jauniausias tyrime dalyvavęs asmuo buvo 19 metų, o vyriausias – 64 metų amžiaus. Respondentai buvo neįgalieji, kurie dalyvavo profesinės reabilitacijos procese arba lankė neįgaliųjų dienos užimtumo centrus. Apklausa buvo atliekama Vilniuje, Kaune, Klaipėdoje, Šiauliuose ir Tauragėje. Dalyviai, kurie nedalyvavo profesinės reabilitacijos procese buvo apklausiami tik tuose neįgaliųjų dienos užimtumo centruose, kuriuose buvo teikiama ir profesinės reabilitacijos paslauga žmonėms su negalia. Ieškant tiriamųjų buvo bendradarbiaujama su organizacijomis teikiančiomis profesinės reabilitacijos ir dienos užimtumo paslaugas žmonėms su negalia. Tyrime naudotą anketą sudarė demografiniai klausimai ir trys metodikos. Pirmoji metodika matavo motyvaciją dirbti. Klausimai apie motyvaciją dirbti ir dalyvauti profesinės reabilitacijos procese buvo sudarytas šio darbo autorės ir darbo vadovės, remiantis literatūros analize, išskiriant esminius motyvacijos dirbti aspektus. Antroji matavo savęs vertinimą, kurį matuoti buvo pasirinkta Rozenbergo savęs vertinimo skalė (Rosenberg Self – Esteem Scale). Trečioji skalė matavo saviveiksmingumą, kuriam matuoti buvo pasirinkta M. Sherer, J. E. Maddux, B... [toliau žr. visą tekstą] / The aim of this research was to identify relationships between disabled people motivation to work, social self-efficacy and self- assessment in vocational rehabilitation process. The study involved 206 subjects. The study included 122 women and 84 men. Participated in the study, people with disabilities average age – 41,33 years. The youngest person involved in the study was 19 years old and the oldest - 64 years of age. The respondents were people with disabilities who participated in vocational rehabilitation of persons with disabilities or attended day care centers. The survey was carried out in Vilnius, Kaunas, Klaipėda, Šiauliai and Tauragė. Participants who did not participate in the vocational rehabilitation process has been questioned only in the disabled day care centers, where there were also a vocational rehabilitation service for people with disabilities. Finding subjects was cooperating with organizations that provide vocational rehabilitation services and day care for people with disabilities. The study used questionnaire consisted of demographic questions and three methodological instruments. The first method measured motivation to work. Questions about motivation and participation in vocational rehabilitation was made by the author of this study and scientific adviser, highlighting the key aspects of motivation to work. The second method measured self-evaluation by Rosenberg Self - Esteem Scale. The third scale measured social self – efficacy by M. Sherer , JE... [to full text]

Made available in DSpace on 2015-04-16T14:49:20Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 2012677 bytes, checksum: 6ec095b3cae4c729148187441b78cb80 (MD5) Previous issue date: 2010-08-16 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / Human motivation for work is something that interferes with the process of human relations, quality of life and productivity. Investigations on the subject emerged in the twentieth century and continue to be hot topic due to its complexity and importance. Many studies related to work motivation address both extrinsic as intrinsic aspects inherent to the process and are conducted in various productive sectors. However, it is proposed in this dissertation, we identify factors of influence for the motivation of physiotherapists working in clinics in João Pessoa, PB. The survey drew on the quantitative method with exploratory and descriptive approach, built from a literature review and a field study conducted by questionnaire. The research was composed of physiotherapists working in the thirty-seven clinics for physiotherapy in the city. Among the population raised from sixty-three, the sample consisted of forty-four volunteers. The collected data were recorded and analyzed using SPSS 18.0 (Statistical Packpage of Social Science) version for Windows, by using the frequency calculation, reduction tests of variables, tests of dependency such as correlation, regression analysis, and testing for consistency analysis of the items. The results indicated that the nature of the task factors, recognition and professional autonomy, the personal and professional achievement and interpersonal relationships, are influential factors in the motivation of physiotherapists working in clinics in João Pessoa PB. / A motivação humana para o trabalho é um aspecto que interfere no processo das relações humanas, na qualidade de vida e na produtividade. As investigações sobre o tema surgiram no século XX e continuam sendo assunto atual dada sua complexidade e importância. Muitos estudos relacionados à motivação no trabalho abordam tanto os aspectos intrínsecos quanto os extrínsecos inerentes ao processo e são realizados nos mais variados setores produtivos. Entretanto, é proposta desta dissertação, identificar os fatores de influência para a motivação dos fisioterapeutas que trabalham nas clínicas de João Pessoa, PB. A pesquisa valeu-se do método quantitativo com enfoque exploratório descritivo, construída a partir de um levantamento bibliográfico e um estudo de campo realizado através da aplicação de questionário. O universo da pesquisa foi composto pelos fisioterapeutas que trabalham nas trinta e sete clínicas de fisioterapia da cidade. Entre a população levantada de sessenta e três profissionais, a amostra constituiu-se de quarenta e quatro voluntários. Os dados coletados foram registrados e analisados utilizando o software SPSS 18.0 (Statistical Packpage of Social Science), versão for Windows, por meio da utilização do cálculo de freqüências, testes de redução de variáveis, testes de dependência como os de correlação, análise de regressão, além de testes para análise de consistência dos itens. Os resultados indicaram que os fatores natureza da tarefa, reconhecimento e autonomia profissional, a realização pessoal e profissional e o relacionamento interpessoal, são fatores influenciadores na motivação dos fisioterapeutas que trabalham nas clínicas de João Pessoa PB.

An aim of this work was to prove an influence of the work satisfaction to the positive behaviour of employees. A theoretical part describes the concept of the work satisfaction and the behaviour of satisfied workers and not satisfied ones. At the beginning of a practical part there are characterized the aim of the work and the way of collecting some pieces of information. There had been determined five hypotheses, which were confirmed or contradicted during the practical work. In this part there were also described both companies and social advantages, which they provide to their employees in this part. The manufacturing company produces products made of wood and the non-manufacturing company buys and sells stationary products. The research of the work satisfaction was made during the summer 2007. There were 25 workers in the manufacturing company and 24 workers in the second company during the tracked period, the majority of them in both companies took a part in my research. For the research there was used a questionnaire, which contains a lot of questions, aimed at the satisfaction with work conditions.

The problem with which this study is concerned is the motivation to work and the job satisfaction of faculty members who work both as full-time instructors and student activities advisors at eight campuses of Srinakharinwirot University in Thailand. In relationship to the respondent student activities advisors, the purposes of this study were (a) to study the perceived relationship between motivation to work and job satisfaction, (b) to compare perceptions of motivation to work and job satisfaction according to selected demographic variables, and (c) to determine whether or not these variables significantly contribute to the prediction of motivation to work and job satisfaction for the sample population. Two published survey instruments were used to collect the data. Both instruments were administered to 206 student activities advisors of Srinakharinwirot University; usable, completed questionnaires were returned by 191 (92,7%) respondents. The statistical treatments applied to the collected data for seven research hypotheses include the Kentall Tau correlation coefficient, one-way analysis of variance, and multiple regression analysis. The numerous data findings from this study appear to support several conclusions. Among these are that although the respondent faculty members who were also student activities advisors were modestly motivated to accept the additional advisory responsibilities, feelings of high job satisfaction were produced once they assumed their advisory roles. Furthermore, although some significant relationships were found among the variables, it would be difficult to predict which faculty members would be capable and successful student activities advisors based on sex, age, years of teaching experience, or marital status. As a result, therefore, no statistical model could be developed from the data obtained from this study that could be used to predict either motivation to work or job satisfaction for student activities advisors.

Syfte: Syftet med studien är att undersöka hur organisationskulturen ser ut inom Handelsbanken och Swedbank och att ta reda på hur detta i sin tur påverkar de anställda på dessa två banker. Metod: Studien genomfördes med en kvalitativ forskningsdesign där data insamlades genom åtta semistrukturerade intervjuer. Studien har analyserats med en kvalitativ innehållsanalys med deduktiv ansats. Resultatet redovisas genom en identifiering av teman med utgångspunkt efter empirin. Resultat och slutsats: Under vår undersökning har vi kommit fram till att Handelsbanken, som är en decentraliserad organisation, har ett driv för personlig utveckling och främjar personligt engagemang i vardagligt arbete hos sina anställda. Detta är något som vi tydligt märkt när vi utfört våra intervjuer med personal från båda instituten. Swedbank beskrivs med mer fokus på enskilda specificerade arbetsuppgifter, har ett tydligt arbetssätt för anställda och riktar sig inte specifikt mot enskilda anställdas utveckling i företaget. Examensarbetets bidrag: Vårt arbete bidrar med en mer djupgående förståelse till hur skillnader hos dessa två stora aktörer i den svenska banksektorn ser ut, främst i termer av ledarskap, motivation och organisationskultur. Studien ger en inblick i hur de organisationskulturer som råder på dessa institut påverkar de anställda inom organisationen samt hur ledarskapet kan variera från en centraliserad till en decentraliserad organisation. Förslag till vidare forskning: Denna studie bidrar till forskning om organisationskultur och motivation, detta genom att undersöka skillnader i den dagliga verksamheten hos två av Sveriges största bankinstitut som erbjuder homogena produkter. / Aim: The purpose of the study is to examine the organizational culture within Handelsbanken and Swedbank and to determine how this, in turn, affects the employees at these two banks. Method: The study was conducted using a qualitative research design, where data was collected through eight semi-structured interviews. The study has been analyzed using qualitative content analysis with a deductive approach. The results are presented through the identification of themes based on the empirical data. Results and Conclusions: During our investigation, we have found that Handelsbanken, being a decentralized organization, emphasizes personal development and encourages personal engagement in daily work among its employees. This is something that we have clearly noticed during our interviews with staff members from both institutes. Swedbank, on the other hand, is described as having a greater focus on individual specified tasks, with a clear working method for employees, but without a specific emphasis on individual employee development within the company. Contribution of the thesis: Our work contributes to a more in-depth understanding of how the differences between these two major players in the Swedish banking sector look, mainly in terms of leadership, motivation and organizational culture. Suggestions of the future Research: Our work contributes to a deeper understanding of the differences between these two major players in the Swedish banking sector, regarding the leadership and motivation in two companies with different organizational cultures. The study provides insight into how the organizational cultures in these institutions affect the employees within the organization, as well as how leadership can vary from a centralized to a decentralized organization. Suggestions for future research: This study contributes to research on organizational culture and motivation by examining differences in the daily operations of two of Sweden's largest banking institutions that offer homogeneous products.

Den här studien handlar om arbetsmotivation på två äldreboenden i Gävleborgs län. Vi gjorde en jämförelse mellan ett privat äldreboende och ett kommunalt äldreboende för att undersöka hur arbetsmotivation diskuteras på enheterna. Syftet med studien var att se om det fanns skillnader mellan det privata och det kommunala boendet samt mellan chef och medarbetare i definitionen arbetsmotivation. För att få svar på våra frågor använde vi oss av en kvalitativ semistrukturerad intervjuform. Det vi i huvudsak kom fram till var att arbetskamraterna, de boende och att prestera bra var de mest framträdande faktorerna till arbetsmotivation. De enda skillnader som vi funnit är att det privata boendet ansåg hjälpmedel vara en motiverande faktor vilket inte framkom hos det kommunala boendet. På det kommunala boendet ansåg medarbetarna att lön var motiverande vilket inte framkom som en motivationsfaktor på det privata boendet. / This essay is about motivation in two nursing homes (elderly care) within the county Gävleborg. We have made a comparison between a private and a municipal nursing home to investigate how work motivations are discussed in the units. The purpose of this study was to see whether there were differences between the private and the municipal housing and between managers and employees in the definition of work motivation. To get answers to our questions, we used a qualitative semi structured interview form. What we essentially came to was that fellow workers, residents and to do well was the most prominent factors of job motivation. The differences that we found is that the staff on the private elderly care felt that tools to facilitates work was a motivating factor, which is not found in the municipal elderly care. At the municipal elderly care staff felt that salary was motivating which did not emerged as a motivating factor on the private elderly care.

Le thème de la motivation au travail en lien avec la performance des employés captive l’intérêt des théoriciens, des chercheurs, des praticiens et des gestionnaires depuis déjà près d’un siècle. L’engouement pour l’étude de ces concepts a permis de faire des avancées scientifiques notables permettant de mieux éclairer la pratique. Cependant, on constate que la popularité de la motivation présente également certains enjeux. Notamment, la pluralité des théories rend le domaine presque étourdissant par ses connaissances éparses et ses résultats équivoques. En premier lieu, cette thèse présente une méta-analyse multithéorique réalisée à partir d’études effectuées sur le terrain examinant les liens entre la motivation au travail et la performance des travailleurs entre 1985 et 2010. Les résultats de ce bilan nous indiquent que, peu importe la théorie motivationnelle employée, la force et la direction de la relation motivation-performance sont similaires plutôt que différentes. Parmi les variables modératrices examinées, seule la source des mesures s’est révélée significative indiquant que la relation entre les variables d’intérêt est plus forte lorsque les mesures proviennent de la même source – dans notre étude elles s’avèrent toutes autodéclarées – comparativement à lorsqu’elles sont recueillies auprès de sources différentes. En second lieu, une étude en laboratoire a permis d’observer que la motivation peut évoluer sur une période très courte, soit de moins de 90 minutes, à partir de 3 mesures de motivation réparties dans le temps d’expérimentation. Plus spécifiquement, l’étude de la motivation par type et par quantité, en considérant le facteur temps, nous renseigne que la motivation intrinsèque a augmenté tandis que la motivation extrinsèque et l’amotivation ont connu une diminution. Cette étude, considérant une perspective multidimensionnelle et dynamique de la motivation, telle que proposée par le cadre conceptuel de la théorie de l’autodétermination, montre que l’évolution de la motivation de tous les participants à l’étude est semblable, peu importe leur performance. En plus de permettre l’avancement des connaissances dans le domaine de la motivation et de la performance au travail, cette thèse se démarque à plusieurs égards. D’un côté, il s’agit de la première méta-analyse multithéorique de la motivation qui soit réalisée. De l’autre côté, l’étude en laboratoire a examiné simultanément, le type et la quantité de la motivation à l’aide d’un devis à mesures répétées alors que la majorité des études se concentrent soit sur la quantité, soit sur le type et néglige souvent de considérer la variable temps. En outre, cette étude en laboratoire a été réalisée à partir d’une activité à haut potentiel de validité écologique, s’apparentant à une tâche de sélection de candidats en ressources humaines. En somme, cette thèse apporte un éclairage intéressant tant sur le plan des connaissances concernant les variables modératrices déterminantes impliquées dans les relations motivation-performance et sur le plan du rythme des variations des types de motivation que sur le plan de l’utilisation optimale et complémentaire de techniques de recherche sophistiquées. L’ensemble des recommandations découlant de ces deux études concernant la recherche et l’intervention est présenté en conclusion. / The topic of motivation at work in relation to employee performance has captivated the interest of theorists, researchers, practitioners and managers for close to a century. Keen interest in the study of these concepts has led to significant scientific advances that clarify practices. However, one notes that the popularity of this topic also presents certain challenges. In particular, the multitude of theories in this area is almost dizzying with their scattered knowledge and ambiguous results. This thesis will first present a multi-theory meta-analysis conducted from field studies that examined the relationship between motivation at work and the performance of workers between 1985 and 2010. The results of this review indicate that, regardless of the motivational theory used, the strength and direction of the motivation-performance relationship are similar rather than different. Of the moderating variables examined, only the source of the measures was significant in indicating that the relationship between the variables of interest is stronger when the measures come from the same source – in our study they all proved to be self-reported – versus when collected from different sources. Second, a laboratory study observed that motivation may change over a short period of time, less than 90 minutes, as per 3 measures of motivation used throughout the experiment. More specifically, the study of motivation by type and quantity, considering the time factor, indicates that intrinsic motivation increased while extrinsic motivation and amotivation decreased. This study, employing a multi-dimensional and dynamic perspective of motivation, as proposed by the framework of the theory of self-determination, shows that the evolution of all study participants’ motivation was similar regardless of their performance. In addition to the advancement of knowledge in the field of motivation and performance at work, this thesis distinguishes itself in several respects. On one hand, it is the first multi-theory meta-analysis of motivation to be conducted. On the other hand, the laboratory study simultaneously examined the type and quantity of motivation using a repeated measures design while most studies focus on either the quantity or the type and often neglect to consider the time variable. In addition, this laboratory study was conducted from a high-potential activity with ecological validity, similar to a human resource candidate selection task. In summary, this thesis brings an interesting light both in terms of knowledge about the determining moderating variables involved in motivation-performance relationships, in terms of the rhythm of changes in types of motivation, and in terms of the optimal and complementary use of sophisticated research techniques. All recommendations for research and intervention ensuing from these two studies are presented in the conclusion.

Ces 20 dernières années, l'entreprise Brésilienne des Postes et Télégraphes –ECT, a mis en route un processus de modernisation et de restructuration. L’objectif général de notre thèse a été d’en analyser les conséquences sur l’état actuel de la santé mentale des guichetiers et des facteurs de l’ECT dans l’État de Paraíba. L’étude est épidémiologique de type transversal analytique, avec une méthode d’approche quali-quantitative sur un échantillon représentatif de 150 guichetiers et 150 facteurs. Nous avons mené des entretiens semi-directifs, utilisé le GHQ-12 de Goldenberg, l’inventaire des motivations de Blais et des questionnaires que nous avons nous-mêmes mis au point. Sur le plan théorique, nous avons pris appui sur la littérature consacrée à la motivation et à la santé mentale au travail. Les résultats montrent que les Guichetiers ont un indice de motivation meilleur que celui des Facteurs, principalement pour la motivation intrinsèque. Les analyses du GHQ-12 montrent que 4,4% des Guichetiers ont quelques symptômes de dépression et 33,1% des symptômes d’anxiété. Parmi les Facteurs, 20,7% présentent un tableau préoccupant quant à la dépression et à la tension émotionnelle et 24,4% font état d’une absence de sentiment d’auto-efficacité. En outre, les analyses psychodynamiques montrent que les actes d’intelligence créative des Guichetiers ne sont généralement pas validés par de la reconnaissance de la part de leur encadrement, ce qui, parfois, conduit à de la souffrance psychique. A contrario, quand ils sont reconnus, un sentiment de plaisir peut être observé. Le plaisir dans le travail des Facteurs provient surtout de l’autonomie dans les livraisons, autonomie qui conduit à un sentiment d’accomplissement par la réussite, renforcé par la reconnaissance des clients et des collègues. A l’opposé, la surcharge, les pressions et le sentiment de manque de reconnaissance de la part de la hiérarchie provoquent de la souffrance psychique. Cette étude met aussi en évidence l’absence de différence significative entre les Facteurs et les Guichetiers quant à leur niveau de santé mentale. / Over the past 20 years the Brazilian Postoffice and Telegrapg- ECT, has undergone a constant process of modernization and technological restructuring and management. Based on this fact it was decided that the general aim of this thesis was to analyze the current state of mental health of commercial attendants and postmen of ECT in the state of Paraíba. Regarding the methodological aspect this is an epidemiological cross-sectional analytical study with a qualitative and quantitative approach in a sample of 150 commercialattendants and 150 postmen.In qualitative terms, semi-structured interviews were conducted, and in the quantitative level the GHQ-12 Goldenberg, the inventory of motivations Blais and other developed and tested questionnaire was used.With regard to theoretical aspects, this study was based on consolidated literature in the field of motivation and mental health at work. As for the results, commercial attendants showed a higher level of motivation than postmen, especially regarding intrinsic motivation.Regarding the GHQ-12 analysis, it was found that 4.4% of commercial attendants showed some symptoms of depression and 33.1% had anxiety symptoms. Among postmen, 20.7% showed a worrying situation of depression and emotional stress and 24.4% showed no sense of self-efficacy.Furthermore, psychodynamic analyzes demonstrated that the acts of creative intelligence of commercial attendants are generally not validated by chief’s recognition, which in some cases has led to psychological distress. Rather, when they feel recognized a feeling of pleasure arises.As for the postmen, the feeling of pleasure is mainly the consequence of autonomy in the mail delivery, which leads to a feeling of self achievement through the success at the task, which is reinforced by the recognition of clients and colleagues.On the other hand, work overload, the pressures and the lack of recognition by the hierarchy cause psychological distress. This study demonstrates that there are no significant differences between business servers and mail carriers regarding their mental health.