Includes bibliographical references / 1 v. ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Thesis (Ph.D.)--University of Adelaide, Dept. of Psychology, 1985

Thesis (Ph.D.)--University of Delaware, 2007. / Principal faculty advisors: John E. Sawyer, Dept. of Business Administration. Includes bibliographical references.

Diss. Umeå : Umeå universitet, 2007.

Thesis (M.Soc.Sc.)--University of Hong Kong, 2006. / Title from title page (viewed Apr. 19, 2007) Includes bibliographical references (p. 30-33)

Zugl.: Jena, Univ., Diss., 2006

Aims This study aimed to demonstrate reliability and validity of the Stroke Rehabilitation Motivation Scale, a novel instrument designed to assess internal and external contributions to motivation. Many studies recognise motivation, in the everyday sense, as a factor affecting stroke rehabilitation, but there is no standard measure. There is also no agreement as to whether motivation in the post-stroke period is the same as the absence of depression, anxiety or stress; hence the need for an independent measure of motivation. Method The Stroke Rehabilitation Motivation Scale was adapted from the 28-item Sports Motivation Scale, which in turn was developed according to the intrinsic and extrinsic contributions to motivation identified by Self-Determination Theory. The resulting Stroke Rehabilitation Motivation Scale was tested in two stages. In the 28-item reliability stage, in a sample of 18 stroke patients from the stroke ward of Bankstown-Lidcombe Hospital, the scale was tested for Inter-rater reliability, scale reliability, and validity via comparison of high vs. low motivation groups according to a novel ???motivation score???. The scale was shortened from 28-items (four per subscale) to 7 items (one per subscale) by selecting the most reliable items. The three intrinsic and extrinsic subscales were summed and averaged, and the amotivation score was subtracted from this to produce a ???motivation score???, such that a person with a positive score had more motivation, either extrinsic or intrinsic, than they had amotivation. e.g. [ ( E + I )/2 ??? A ] In the 7-item reliability stage, a further 13 patients were recruited from Bankstown-Lidcombe and Liverpool Hospitals. The 7-item scale was tested for scale reliability, and for validity by comparison of high vs. low motivation groups as well as correlations between motivation score, anxiety, depression and stress, and rehabilitation outcomes. Results In both the 28-item and 7-item stages the scale demonstrated adequate to very good reliability. There was a lack of significant mean differences or correlations to demonstrate validity in either stage; this study does not represent a convincing demonstration of validity of the SRMS. However, it would appear that motivation is conceptually distinct from depression, anxiety and stress, and the scale definitely warrants further testing in a larger sample.

Aims This study aimed to demonstrate reliability and validity of the Stroke Rehabilitation Motivation Scale, a novel instrument designed to assess internal and external contributions to motivation. Many studies recognise motivation, in the everyday sense, as a factor affecting stroke rehabilitation, but there is no standard measure. There is also no agreement as to whether motivation in the post-stroke period is the same as the absence of depression, anxiety or stress; hence the need for an independent measure of motivation. Method The Stroke Rehabilitation Motivation Scale was adapted from the 28-item Sports Motivation Scale, which in turn was developed according to the intrinsic and extrinsic contributions to motivation identified by Self-Determination Theory. The resulting Stroke Rehabilitation Motivation Scale was tested in two stages. In the 28-item reliability stage, in a sample of 18 stroke patients from the stroke ward of Bankstown-Lidcombe Hospital, the scale was tested for Inter-rater reliability, scale reliability, and validity via comparison of high vs. low motivation groups according to a novel ???motivation score???. The scale was shortened from 28-items (four per subscale) to 7 items (one per subscale) by selecting the most reliable items. The three intrinsic and extrinsic subscales were summed and averaged, and the amotivation score was subtracted from this to produce a ???motivation score???, such that a person with a positive score had more motivation, either extrinsic or intrinsic, than they had amotivation. e.g. [ ( E + I )/2 ??? A ] In the 7-item reliability stage, a further 13 patients were recruited from Bankstown-Lidcombe and Liverpool Hospitals. The 7-item scale was tested for scale reliability, and for validity by comparison of high vs. low motivation groups as well as correlations between motivation score, anxiety, depression and stress, and rehabilitation outcomes. Results In both the 28-item and 7-item stages the scale demonstrated adequate to very good reliability. There was a lack of significant mean differences or correlations to demonstrate validity in either stage; this study does not represent a convincing demonstration of validity of the SRMS. However, it would appear that motivation is conceptually distinct from depression, anxiety and stress, and the scale definitely warrants further testing in a larger sample.

Aims This study aimed to demonstrate reliability and validity of the Stroke Rehabilitation Motivation Scale, a novel instrument designed to assess internal and external contributions to motivation. Many studies recognise motivation, in the everyday sense, as a factor affecting stroke rehabilitation, but there is no standard measure. There is also no agreement as to whether motivation in the post-stroke period is the same as the absence of depression, anxiety or stress; hence the need for an independent measure of motivation. Method The Stroke Rehabilitation Motivation Scale was adapted from the 28-item Sports Motivation Scale, which in turn was developed according to the intrinsic and extrinsic contributions to motivation identified by Self-Determination Theory. The resulting Stroke Rehabilitation Motivation Scale was tested in two stages. In the 28-item reliability stage, in a sample of 18 stroke patients from the stroke ward of Bankstown-Lidcombe Hospital, the scale was tested for Inter-rater reliability, scale reliability, and validity via comparison of high vs. low motivation groups according to a novel ???motivation score???. The scale was shortened from 28-items (four per subscale) to 7 items (one per subscale) by selecting the most reliable items. The three intrinsic and extrinsic subscales were summed and averaged, and the amotivation score was subtracted from this to produce a ???motivation score???, such that a person with a positive score had more motivation, either extrinsic or intrinsic, than they had amotivation. e.g. [ ( E + I )/2 ??? A ] In the 7-item reliability stage, a further 13 patients were recruited from Bankstown-Lidcombe and Liverpool Hospitals. The 7-item scale was tested for scale reliability, and for validity by comparison of high vs. low motivation groups as well as correlations between motivation score, anxiety, depression and stress, and rehabilitation outcomes. Results In both the 28-item and 7-item stages the scale demonstrated adequate to very good reliability. There was a lack of significant mean differences or correlations to demonstrate validity in either stage; this study does not represent a convincing demonstration of validity of the SRMS. However, it would appear that motivation is conceptually distinct from depression, anxiety and stress, and the scale definitely warrants further testing in a larger sample.

Zugl.: Bern, Universiẗat, Diss., 2007.

<p>Ett regelbundet återkommande utvecklingssamtal kräver organisationens resurser i form av medarbetarens och chefens tid, vilket gör att utvecklingssamtalen bör hålla hög kvalitet för att vara meningsfulla. Studien har genomförts med intervjuer på en myndighet där medarbetarnas och chefernas upplevelse av utvecklingssamtal har undersökts. Resultatet visar att myndighetens syfte med utvecklingssamtal är otydligt och att det är oklart var frågor som rör medarbetarens lön ska diskuteras. För att utvecklingssamtalen ska bli meningsfulla för såväl organisation som de anställda är tydliga mål och syften med utvecklingssamtalen av betydelse. Val av plats där utvecklingssamtalet äger rum bör noggrant planeras för att minska den negativa kontextens inverkan på samtalet. Utvecklingssamtalet är ett sätt att motivera de anställda genom att de ges möjlighet att diskutera faktorer som påverkar motivationen så som feedback från chefen och att prata om utbildningar. Återkoppling till föregående års samtal och en diskussion om hur medarbetaren kan påverka sin lön är exempel på hur utvecklingssamtalet kan påverka medarbetarens upplevelse av rättvisa.</p>