This study aims to examine how individual athlete perceptions of motivational climate act as an antecedent and influence beliefs about teamwork behaviors. Specifically, how the positive and negative aspects of coach-created motivational climate are associated with: (a) understanding the team's purpose and the ability to plan to achieve the team's mission, (b) implementing designed plans for team success, (c) assessing team performances and environment, (d) creating alterations focused on increasing the probability for team success, and (e) preserving interpersonal relationships by resolving conflicts effectively. Participants consisted of female NCAA Division I collegiate athletes (N = 536; Mage = 20.13 years, SD = 1.36) from colleges/universities located in 22 of the 50 states. Hierarchical cluster analysis revealed three motivational climate clusters; low task/high ego, moderate task/moderate ego, and high task/low ego. The main effect for motivational climate and the overall model of teamwork and the individual component of their behavioral dimensions was significant. The DDA revealed a single significant function for each of the six (i.e., the overall model and individual overarching components of teamwork) MANOVAs conducted, which indicated the composite measures of teamwork behaviors discriminated between the different motivational climate clusters.

Purpose: To assess dental students and pediatric dental residents’ knowledge and attitudes towards motivational interviewing and evaluate the efficacy of a pediatric-focused brief motivational interviewing training program. Methods: A total of 66 participants were enrolled; 35% were third year dental students, 46% were fourth year dental students and 18% were pediatric dental residents. Participants completed three questionnaires: the first before the training, the second immediately after the training and the third approximately 3.5 months after the training. Results: A significant increase in correct responses was found for 4 of the 5 questions assessing participants’ knowledge. Participants were satisfied with the training (94%) and were interested in further training (89%). Participants believed patients and their parents would benefit from the intervention (97%). Conclusions: The pediatric-focused BMI training program is a valuable addition to pre-doctoral and residency curricula by preparing students and residents to employ this beneficial technique.

Motivated employees contribute to the wellbeing of the employee as well as the success of the company. Each and every person is motivated differently and at a different level. One of the biggest challenges for an organisation is to find out how it can motivate employees to ensure job satisfaction and improve employee efficiency and productivity. The objective of this study is to determine how employees of a retirement fund company in Centurion, Gauteng believe they are motivated and how the company is performing in meeting the expectation for motivation of the employees. A comprehensive literature study was done to investigate the theories on motivation. A structured questionnaire was compiled based on the factors of motivation identified in the literature study by the author in collaboration with the Statistical Consultation Service of the North-West University, Potchefstroom Campus. Data was captured by the researcher and analysed with the assistance of the Statistical Consultation Services. Based on the results of the data analysis, it is recommended that managers focus on areas identified as important motivators by the employees to improve overall motivation in the workplace. The results also improve the understanding of the managers as to how their employees want to be motivated and how they are currently performing to those expectations. / MBA, North-West University, Potchefstroom Campus, 2015

Motivated employees contribute to the wellbeing of the employee as well as the success of the company. Each and every person is motivated differently and at a different level. One of the biggest challenges for an organisation is to find out how it can motivate employees to ensure job satisfaction and improve employee efficiency and productivity. The objective of this study is to determine how employees of a retirement fund company in Centurion, Gauteng believe they are motivated and how the company is performing in meeting the expectation for motivation of the employees. A comprehensive literature study was done to investigate the theories on motivation. A structured questionnaire was compiled based on the factors of motivation identified in the literature study by the author in collaboration with the Statistical Consultation Service of the North-West University, Potchefstroom Campus. Data was captured by the researcher and analysed with the assistance of the Statistical Consultation Services. Based on the results of the data analysis, it is recommended that managers focus on areas identified as important motivators by the employees to improve overall motivation in the workplace. The results also improve the understanding of the managers as to how their employees want to be motivated and how they are currently performing to those expectations. / MBA, North-West University, Potchefstroom Campus, 2015

Employee’s need satisfaction requires benefits or environmental conditions that their expectances and fulfill their needs. Evaluation system means that a personnel system which evaluates civil servants include a merit-based performance evaluation system that rewards good employees and punishes poor ones, open and fair competition in recruitment and promotion to assure the quality of government officials, and a system based on law that provides continuity and consistency for government policies. Motivational concept is a concept of work motivation incorporating theories of motivation-concept that have been proposed in the sociological and psychological literatures. Traditional theories of work motivation are reviewed and presented. How the motivational-concept influences behavior in organizations is explained and used to develop a theory of motivational sources. The purpose of this study is to measure satisfaction with evaluation system in the Taipei, Hong Kong and Shanghai City Police Department as a motivational concept. A 39-item survey questionnaire was developed to conduct a survey on satisfaction with evaluation systems in order to measure what kinds of motivation were more effective for police personnel management in the Taipei, Hong Kong and Shanghai City Police Department, and to get a comprehensive understanding of the motivational concept in the above mention Department. The conclusions of this study are presented as follows: 1. The Taipei City Police Department Side: （1）. For an “A” assessment the evaluation system should not restrict the proportion of employees to be assessed on this level to 75%. （2）. The current evaluation system should be in accordance with a fair reward-punishment system. （3）.The current reward-punishment imbalance is due to different positions and functions, there should be a limitation of reward as well as overtime pay. 2. The Hong Kong City Police Department Side: （1）. The majority of respondents think that the current evaluation system is fair, so the whole evaluation process satisfies them, and the current system of rewards and punishments is just and fair. （2）. Some issues, in evaluation system, are too abstract to be useful for and the opinions of evaluation should be assessed according to or refer to some incident and should not be based on the evaluator’s personal and subjective impressions. （3）. Except for rewards given to the first line of staffs (directly with people), proper awards also should be given to support and logistic employees. 3. The Shanghai City Police Department Side: （1）. Although the reward-punishment evaluation system exists in this evaluation system, it can’t be used for the function of removing a staff member who performs very badly. The main reason is that in China personal relationships in traditional society are beyond any similar system, which evaluated based on managerial power. （2）.The proportion of “excellent” grades where employee are to be assessed limited on this level 10%, and can not exceed at most 15 %. No matter if employees work performance is good or bad, they are forced to accept this quota; and actually have hurt those who work with enthusiasm. （3）. Formulate and perfect an incentive mechanism for the evaluation system, and research corresponding coordinative systems to offer systematic support for the reward-punishment system.

The problem was to compare the motivational elements of basal reader stories of the past with those of the present. The purpose of the problem were 1) to determine the motivational content as represented by thema found in current basal reader stories and 2) to find differences, if any, between motivational content basal reader stories and findings of previous research.

This study investigated the relationship between belief in coaching abilities (coaching efficacy beliefs, CEB), transformational leadership behaviors (TLB), and motivational climate development of current strength and conditioning coaches working with high school level athletes. The measures used were the coaching efficacy scale for high school teams (CES II-HST, Myers et al.,2000), the differentiated transformational leadership inventory (DTLI, Callow et al., 2009), and the patterns of adaptive learning scales (PALS, Midgley et al., 2000). It was hypothesized that CEB and TLB would influence motivational climate development, while coaches' background characteristics would correlate with CEB, TLB, and motivational climate development. The 60 coaches who participated reported an average of thirteen (SD=8) years of experience and 51 were Certified Strength and Conditioning Specialists. Coaches reported high efficacy, frequent use of TLB, and development of a moderately high task- and somewhat ego-involving motivational climate. Correlations between demographic variables and CEB, TLB, and motivational climate development revealed three significant relationships: years of experience with CEB, and professional development activities and athlete to coach ratio with ego-involving climate development. CEB and TLB had a strong positive correlation. Two regression analyses were conducted to determine if the outcomes of the CEB and TLB measures predicted motivational climate development. The only significant predictor was TLB positively predicting development of a task-involving motivational climate. Strength coaches can utilize the findings of this study help shape their leadership behaviors and develop a task-involving motivational climate that emphasizes effort, improvement, and cooperative learning and is optimal for athlete development and performance.

This study examined the direct and indirect associations of the perceived coach-created motivational climate, athletes' implicit theory, and athletes' achievement goal orientation in relation to their levels of grit. Five hundred twenty-three Division I and II collegiate student-athletes (male = 246, female = 277) from five institutions across the south-central and southeast areas of the United States completed self-report measures assessing the previously described constructs. The measurement model fit the data well (SRMR = .055; CFI = .938; RMSEA = .067) and demonstrated invariance across the male and female athletes. The structural model demonstrated adequate fit (SRMR = .088; CFI = .918; RMSEA = .068). All direct and indirect paths in the model were significant in the expected direction, with the exception of the direct path from entity theory to ego goal orientation and the indirect path from ego-involving climate to ego goal orientation through entity theory, which were both non-significant. The mastery-incremental constructs accounted for 65% of the variance in grit. Results indicate that achievement motivation theory is an appropriate framework through which to examine grit, and achievement motivation constructs may be significant antecedents of grit's development. Limitations and future directions are discussed.

Motivation can foster engagement in the Vocational Rehabilitation (VR) program leading to benefits that can potentially result in sustainable employment. The purpose of this study was to examine the impact of Motivational Interviewing using the Motivation Curriculum for Vocation Rehabilitation Consumers (MCRC) on stages of change, self-determination, functional disability limitations awareness and life satisfaction on minority and non-minority VR clients with disabilities that had open cases with The Florida Division of Vocational Rehabilitation. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2019. / FAU Electronic Theses and Dissertations Collection

Doctor of Clinical Psychology / Master of Science / Despite a number of different psychotherapeutic approaches having been examined for use with patients with eating disorders, there is still no established psychological treatment associated with acceptable levels of long-term recovery. These poor recovery rates are associated with the observation that eating disorder patients are often ambivalent, or even resistant, to treatment. As such, research has begun to explore the use of Motivational Enhancement Therapy (MET), a treatment approach that aims to engage ambivalent and change resistant patients in the treatment process, with these individuals. Poor motivation to recover is particularly prominent within the inpatient eating disorder setting. However, no previous study has examined the use of MET to foster willingness to engage in treatment with this group of patients. The objectives of the current study were twofold. Firstly, an examination of the effectiveness of an inpatient eating disorders unit affiliated was undertaken in order to further the research base upon which future inpatient interventions can be built and compared. The second objective was to develop and evaluate a brief MET group program for inpatient eating disorder sufferers. The goal of the intervention was to enhance patients’ motivation to more effectively utilise the inpatient program and to hence positively impact upon their psychological, physical and behavioural functioning. Forty-two consecutive inpatients meeting DSM-IV criteria for an eating disorder were recruited into the current study and sequentially allocated to groups. Twenty-three inpatients completed four MET groups in addition to routine hospital care. A control group of 19 participants in the standard hospital treatment program was also employed (TAU group). The inpatient unit was associated with significant improvements on a number of physical, behavioural and emotional outcome measures. Despite no significant differences between the MET and the TAU groups being found on the overall formal outcome measures, there were nevertheless differences between the groups. Specifically, the MET groups appeared to foster longer-term motivation and engagement, and to promote treatment continuation. This study hopes to start a constructive debate on the role of MET in the inpatient eating disorders unit.