Due to the increasing digitization of society, Gamification of services has become increasingly proliferated. Identifying and knowing how to manipulate the factors for successful implementation of gamification strategies is paramount. This study focuses on the factors of intrinsic motivation as identified by Self-Determination Theory while utilizing the principles of Service-Dominant Logic. Though the relationship between Self-Determination Theory and Gamification is relatively well researched, this is the first study to examine the relationship between all of these three distinct theories. This is a deductive quantitative study wherein upon an extensive theoretical and literature chapter, a collection of survey questions was devised and disseminated to appropriate audiences. This approach yielded 108 survey answers which were designed to examine independent versus dependent variables in order to draw a conclusion on specific relationships. The research findings revealed that the combination of Self-Determination Theory and Service-Dominant Logic did not yield any significant benefits when attempting to enhance customer motivation. Consequently, this study failed to provide evidence supporting the notion that these theories, when employed collectively within a gamification context, could produce more positive outcomes in comparison to Self-Determination Theory alone. The study yielded some interesting implications. Managers must exercise caution regarding the adverse effects that excessive customer autonomy can have. They should strive to establish a well-defined equilibrium between granting customers control while still meeting their expectations. Moreover, managers must tactfully avoid making customers feel inadequate which can be done through offering manageable challenges and tailoring products and services to suit their unique requirements. Lastly, managers should account for the preferences of their target audience when implementing gamification and allocate resources to research and development to remain informed about the latest advancements in this field.

The purpose of this essay was to investigate what motivates 9th grade students to participate in Physical education class. In this qualitative study, semi-structured interviews have been used as a method to investigate students' motivation. Six 9th grade students at a high school in Värmland participated in the study. The study's theoretical framework is the motivation theory Self-determination theory. The data collection was transcribed and analyzed through a qualitative thematic method. The results show that all students in this study had a positive attitude towards physical education and participated regularly in the lessons. The students were driven by different degrees of internal and external motivation to participate in the teaching, depending on the content of the teaching. This can be explained by the fact that their self-perceived sense of the basic psychological needs competence, autonomy and relatednessvaried. The results also show that all of these three needs are important for the students' motivation, and that the students' motivation and participation is promoted by the physical education teacher having autonomy-supportive leadership.

Syftet med denna studie är att ta reda på hur lärare arbetar för att höja lågstadieelevers inre motivation i ämnet matematik. Åtta kvalitativa intervjuer samt tre affirmativa observationer genomfördes på totalt åtta legitimerade lärare som arbetar eller har arbetat i årskurserna 1–3. Samtliga lärare valdes ut ur ett bekvämlighetsurval. Respondenternas svar och arbetssätt analyserades utifrån Ryan och Decis (2000) tolkning av medbestämmandeteorin och människans tre psykologiska grundläggande behov; autonomi, kompetens och tillhörighet.De analysverktyg som användes under denna process var meningskoncentrering, meningskategorisering samt meningstolkning. Studien påvisar att lärare lägger stor vikt vid relationen mellan lärare-elev samt elev-elev för att på den vägen skapa inre motivation hos eleverna. Vidare konstaterar studien att behovet av autonomi lättare tillgodoses i och med elevernas stigande ålder då de får ta mer ansvar över sitt eget lärande. Det ökade ansvaret innebär även en större frihet till att påverka undervisningsinnehållet på ett individuellt plan, vilket i sin tur ökar den inre motivationen för matematik.

Literature suggests that secondary choral educators can and should strive to meet their students’ basic psychological needs for relatedness, autonomy, and competence during choral rehearsals. Music education researchers have given much attention to outcomes correlated with basic psychological needs fulfillment, such as well-being, motivation, and persistence intentions (Bonneville-Roussy et al., 2013; Evans et al., 2013; Freer & Evans, 2017, 2019; Legutki, 2010; Liu, 2016); however, researchers have paid little attention to comparing music teacher and student perceptions of teachers’ success at supporting the fulfillment of students’ basic psychological needs. Using Basic Psychological Needs Theory (Deci & Ryan, 2000) as the framework for my study, I examined teachers’ and students’ perceptions of teachers’ provision of basic psychological needs support in high school choral classrooms. Adapting the previously developed Perceived Teacher Needs Support scale (Freer & Evans, 2019) for use by both teachers and students, I surveyed 26 choral teachers and 1,082 high school choral students within a single district of a state music educators association in a suburban region of the Northeast United States, with a response rate of 68.09%. Survey responses indicated that high school choral teachers and students do perceive teachers as providing support for the fulfillment of students’ basic psychological needs within the choral rehearsal environment; however, teachers’ self-perceptions of their support-provision exceeded students’ perceptions of that support. Correlational analyses and z tests comparing mean differences between student and teacher scores revealed differences between students’ and teachers’ perceptions of basic psychological needs support for competence (z = 2.36, p = .018, d = 0.46), autonomy (z = 2.2, p = .028, d = 0.43), and relatedness (z = 1.21, p = .225, d = 0.24) (overall z = 2.1, p = .036, d = 0.41). Analyses of variance (ANOVA) among students’ scores indicated that a student’s school (each with a unique choral director) exhibited a greater effect (ACR ƞ2 = .19, autonomy ƞ2 = .2, competence ƞ2 = .2, and relatedness ƞ2 = .15) than a student’s ensemble level, grade level, or pronouns, in relation to a student’s perceptions of their teacher’s support-provision for autonomy, competence, and relatedness. This study extends existing BPNT research by comparing student and teacher perceptions of basic psychological needs support within a music ensemble rehearsal setting. Recommendations for teachers include offering students greater challenges, more individualized feedback, and opportunities for democratic decision-making and student leadership. Recommendations for further study are provided.

Humans innately feel a desire for connection, but in its pursuit, some may inadvertently thwart the very connection they seek. One way this may happen is through forsaking a sense of autonomy in favor of relatedness using behaviors such as self- silencing (stifling the self to preserve a relationship) and emotional fusion (relying on validation from others). To better understand how these four variables—autonomy, relatedness, self-silencing and emotional fusion—function together, I used latent profile analysis to identify classes among US adults in long-term relationships (n = 1065). Separate classes were identified for men and women. I then used the Bolck-Croon-Hagenaars method to predict class membership using variables such as demographics, attachment styles, relational connection, depressive symptoms, and gender roles and ideologies. Results indicated four latent groups for women (stifled-59%, detached-29%, moderate-9%, and differentiated-3%) and four for men (stifled-33%, detached-50%, imbalanced-11%, and differentiated-6%). In all classes, autonomy and relatedness balanced each other out such that if autonomy was deficient, relatedness was also low. In most classes, autonomy and relatedness were inversely associated with self-silencing and emotional fusion so that those with high autonomy and relatedness were less likely to self-silence or engage in emotional fusion. Those with high autonomy and relatedness were also less likely to adhere to traditional gender roles and ideologies, less likely to experience depressive symptoms, less likely to be anxiously or avoidantly attached, and more likely to experience relational connection.

Syftet med studien var att undersöka vilka metoder ledare inom kommunal verksamhet upplever att de använder sig av för att motivera sina medarbetare, och genom detta öka kunskapen om ledarskapets påverkan på motivationsfaktorer. Motivation utgör en central del av den psykosociala arbetsmiljön och medarbetares välmående (Tafvelin et al., 2022), och tidigare forskning visar på hur ledarskap kan ha en påverkan på medarbetarnas motivation (Gupta, 2020; O´Donoghue &amp; van der Werff, 2022; Andersen et al., 2018). I studien användes kvalitativa semistrukturerade intervjuer som metod för datainsamling och urvalet bestod av åtta kommunala chefer som alla har vunnit en ledarskapsutmärkelse inom sin hemkommun. Det empiriska materialet analyserades med stöd av två teorier, transformativt ledarskap samt Self-Determination theory. Teorierna bidrog till att skapa djupare förståelse för hur ledarskapet kan användas för att främja motivation. Resultatet visade att det fanns flera likheter mellan metoder som respondenterna använde sig av. Det framkom även att de i vissa fall önskade främja samma motivationsfaktorer men använde olika metoder för att göra detta, och motsatt förekom det även tillfällen när samma metod användes med syfte att främja olika motivationsfaktorer. Vidare uttryckte respondenterna att medarbetarna har olika behov kopplade till organisatoriska- och individuella skillnader, vilket även medför att medarbetarna motiveras av olika faktorer. Sammantaget kom studien fram till att respondenterna upplevde att deras ledarskap påverkar medarbetarnas motivation, samt att de beroende på kontexten använder olika metoder för att motivera sina medarbetare. / The purpose of this study was to examine what methods leaders experience that they use in order to increase the motivation of the employees. Through this, the study aimed to get a deeper knowledge of how leadership can affect employee motivation. This was examined from the perspective of leaders working in the public sector. Motivation is an important component of the psychosocial working environment and the employee well-being (Tafvelin et al., 2022), and previous research has shown that leadership has a big impact on employee motivation (Andersen et al., 2018; Gupta, 2020; O'Donoghue &amp; van der Werff, 2022;). The method used to obtain data was qualitative semi structured interviews, and the sample consisted of eight Swedish municipal leaders who have received a local leadership award. The empirical material was analysed with support of two different theories, the transformational leadership and Self-Determination theory. The theories contributed to a deeper understanding in how leadership can be used to support and develop motivation. The results showed that the methods used by the respondents had many similarities. Furthermore, it also provided us information that the respondents in some cases had the same approach to what made the employees feel motivated, but used different methods to achieve this. The study concluded that leaders experienced that their way of leading had an impact on the employees’ motivation. However, the leaders expressed that the employees had certain needs connected to organisational- and individual aspects, and therefore the leaders used different methods to motivate their employees. This could be connected to diverse forms of leadership and to contextual differences. / <p>PE207G. Exainationsdatum: 2023-06-08.</p>

Research into military motivation seeks to explore what drives people to do military tasks, what drives these individuals not only to join but also what drives them to do their best. In a conscription system people are forced into the military with legal means and with a professional military the people working in the military are paid a salary through an employment. Research into military motivation shows that people are rarely completely forced through conscription or only work in the military for the salary. This paper sought to examine if there is a motivational difference between Swedish conscripts and professional soldiers. Self-determination theory is a well-established motivational theory that divides motivation into three categories: amotivation, extrinsic and intrinsic motivation. Where amotivation is the lack of motivation, extrinsic motivation is being controlled externally and intrinsic motivation comes from within the individual such as enjoyment of the task itself. To be able to reach intrinsic motivation the theory details three basic psychological needs: autonomy, competence, and relatedness. To measure these distinct factors of basic psychological need fulfillment and motivation, semi-structured interviews were conducted on both conscripts and professional soldiers. The interviews showed that both categories are motivated by similar factors. The biggest difference found was that the conscript feel more extrinsically controlled because they cannot affect their situation, in contrast to the professional soldiers who accepted their lack of control because they made a conscious decision to take employment as a soldier.

Syftet med denna studie är att få en större förståelse för hur elever som nu läser kursen Svenska 2 upplever sin motivation till att utveckla sina grammatikkunskaper i svenska och till grammatikmomentet i gymnasieskolans svenskämne gällande graden av motivation och bakomliggande faktorer. Denna studie baseras på både kvantitativa och kvalitativa metoder genom en digital enkät. Informanterna utgörs av 44 elever som läser kursen Svenska 2. Diagram användes för att bearbeta de slutna frågorna i enkäten och innehållsanalys användes för att bearbeta de öppna frågorna. Self-determination theory (SDT) användes för att analysera det bearbetade materialet. Resultaten visar att eleverna är övervägande omotiverade eller neutralt inställda till sin motivation till att utveckla sina grammatikkunskaper och till grammatikmomentet i skolan men däremot ser många nyttan med grammatiken, något som kan relateras till internalisering utifrån SDT. Bakomliggande faktorer som återfinns är de följande: tråkigt/ointresse, roligare uppgifter eller arbetssätt, kan redan, jobb, allmänna användningsområden, viktigt men..., nyttan för skolan, vilja att lära, varför?, teknik och lära sig andra språk. Dessa ger i vissa fall uttryck för inre respektive yttre motivation men många faktorer inom SDT som har en positiv påverkan för motivationen kan sägas saknas, såsom competence, relatedness och autonomy. Pedagogiska implikationer som följer på dessa slutsatser är bl.a. att grammatikområdet kan behöva motiveras för eleverna, laborativa uppgifter som ett sätt att anpassa undervisningen efter eleverna och en balans mellan förståelse för elevers negativa inställning, såsom SDT förespråkar, och lärarens egna, positiva, inställning.

Datum: 2023-05-30 för slutseminarium Titel: Belöningssystem och inre motivation inom bemanningsbranschen - En studie om hur belöningssystem påverkar den inre motivationen hos anställda i två olika bemanningsföretag Författare: Simon Melkemichel &amp; Filip Filiposki Nivå: C-nivå Kandidatuppsats i företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet Nyckelord: Inre motivation, Belöningssystem, Incitament, Monetär, Icke-Monetär, Self-Determination Theory (SDT), Autonomi Bakgrund: Bemanningsbranschen i Sverige startade med "Stockholms Stenografservice" år 1953 och kämpade mot arbetsförmedlingsmonopolet för att bedriva verksamheten. Avreglering av branschen skedde till slut år 1993. Bemanningsföretag hyr ut personal för arbete till andra företag och kan inkludera både konsulter och icke-akademisk personal. Branschen har sett en betydande ökning, med över 4000 företag idag. Bemanningsbranschen är bland annat välbekant för att ha varierande arbetsförhållanden och betydligt högre personalomsättning än övriga branscher. Utifrån detta anses det som väldigt relevant att kunna ta till sig lärdom om hur organisationer kan arbeta kring frågor som motivationen hos anställda gentemot detta. Detta via exempelvis belöningssystem, som är en form av styrmedel för företag att använda för att kunna påverka graden av motivation.  Forskningsfrågor:  Hur upplever de anställda inom bemanningsföretagen det belöningssystem som används på deras arbetsplats?Hur påverkar belöningssystemet de anställda med särskilt fokus på deras inre motivation?  Syfte: Syftet med uppsatsen är att undersöka hur belöningssystem påverkar den inre motivationen hos anställda inom bemanningsföretag. Undersökningen genomförs genom att tillämpa en kvalitativ forskningsmetod i form av intervjuer för att samla information och data. Studien kommer omfatta en jämförelse av två bemanningsföretag och kommer att kompletteras med en insamling av sekundärdata och vetenskapliga artiklar för relevant fakta av forskning som gjorts inom ämnesområdet. Studiens huvudfokus är den inre motivationen hos de anställda och hur det kan påverkas av belöningssystem. Metod: Den kvalitativa metoden med en jämförande och explorativ undersökning har tillämpats för att besvara forskningsfrågorna utifrån undersökningens syfte. Primärdatan är grundad på semistrukturerade intervjuer med fem respondenter från de båda företagen.  Teoretiskt ramverk: Det teoretiska ramverket har utgått från den centrala teorin för inre motivation, Self-Determination Theory. Ramverket har vidare utgått från att komplettera med upprättning av belöningssystem och dess olika fungerande delar. Resultat: Studiens resultat visar att belöningssystemen i bemanningsföretagen påverkar de anställdas inre motivation olika. De monetära belöningarna uppskattas mer av yngre anställda, medan de äldre anställda värderar icke-monetära belöningar mer. Inre motivation främjas när autonomi, kompetens och samhörighet tillgodoses. Studiens resultat påvisar hur ålder kan vara en avgörande faktor till varför skillnaderna mellan den inre motivationen i företagens respondenter och belöningssystemen. / Date: 2022-05-30 for final seminar Title: Reward systems and intrinsic motivation in temporary work agencies - A study on how reward systems affect the intrinsic motivation of employees in two different temporary work agency companies Author: Simon Melkemichel &amp; Filip Filiposki Level: Bachelor thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University   Keywords: Intrinsic motivation, Reward system, Temporary work agency, Incentive, Monetary, Non-monetary, Self-Determination Theory (SDT), Autonomy Background: The temporary work agency industry in Sweden started with "Stockholms Stenografservice" in 1953. They fought against the employment agency monopoly for the right to run their business. Deregulation of the industry finally took place in 1993. Temporary work agency companies hire out staff for work to other companies which can include both consultants and non-academic staff. The industry has seen significant growth, with over 4,000 companies today. Since the staffing industry is, among other things, well-known for having varying working conditions and significantly higher staff turnover than other industries, it is considered very relevant to be able to learn about how organizations can work around issues such as the motivation of employees in relation to this. This is via, for example, reward systems, which are a form of control tool for companies to use in order to influence the degree of motivation. Research question:  1. How do employees in staffing agencies experience the reward system used in their workplace? 2. How does the reward system affect the employees with particular focus on their intrinsic motivation? Purpose: The purpose of this essay is to investigate how reward systems affect the intrinsic motivation of employees within temporary work agencies. The survey is carried out by applying a qualitative research method in the form of interviews to collect information and data. The study will include a comparison of two staffing companies and will be supplemented with a collection of secondary data and scientific articles for relevant facts of research done in the subject area. The main focus of the study is the intrinsic motivation of the employees and how it can be affected by reward systems. Method: The qualitative method with a comparative and exploratory investigation has been applied to answer the research question based on the purpose of the study. The primary data is based on semi-structured interviews with five respondents from the two companies. Theoretical framework: The theoretical framework has been based on the central theory for intrinsic motivation, the Self-Determination Theory. The framework has also been based on supplementing with the establishment of a reward system and its various functional parts. Results: The results of the study show that the reward systems in temporary work agency companies affect the employees' intrinsic motivation differently. The monetary rewards are valued more by younger employees, while the older employees value non-monetary rewards more. Intrinsic motivation is promoted when autonomy, competence and relatedness are satisfied. The study's results show how age can be a decisive factor why the differences between the intrinsic motivation in the companies' respondents occur and the reward systems.

Det är osäkert hur svårighetsgraden i spel påverkar spelares nöje. En del studier menar att ett svårt spel leder till högre nöje, medan andra menar på det motsatta. Två viktiga faktorer har identifierats som möjligtvis har en koppling till spelares nöje relaterat till svårighetsgraden: Spelets typ av utmaning och spelarens motivationer till att spela. Denna studie undersökte hur spelares upplevda kompetens, genom Self Determination Theory, påverkar deras nöje i pusselspel, relaterat till deras spelartyp. En artefakt bestående av ett pusselspel samt två enkäter användes för att samla in data om 81 personers upplevda kompetens, nöje och spelartyp. Resultatet, som analyserades genom mixad modell, visade en skillnad i korrelation mellan upplevd kompetens och nöje efter spelartyp. Typen Gardener visade på starkast positiv korrelation, medan Architect visade den svagaste. Vidare forskning uppmanas undersöka hur andra motivationerrelaterar till nöje och om kompetens inom andra utmaningar är lika viktigt för de olika spelartyperna. / <p>Det finns övrigt digitalt material (t.ex. film-, bild- eller ljudfiler) eller modeller/artefakter tillhörande examensarbetet som ska skickas till arkivet.</p>